Executive Summary
There are a plethora of business development methods used by organizations. The importance of logistics and supply chain management to a company’s ability to compete has long been recognized. For example, to meet the needs of customers or corporations, logistics involves the control of the flow of goods from the point of origin to the point of consumption (Tien et al., 2019). Supplies controlled by logisticians can include both tangibles such as food and materials as well as abstract ones like energy, time, particles, and data (Ferdows, 2018). It is common for the logistics of physical goods to include information flow, material handling and manufacturing as well as packaging, inventory, shipping and storage, as well as security (Ferdows, 2018). There is even less agreement on the concept of “supply chain management” than there is for the word “logistics.” “Supply Chain Management” (SCM) is a discipline that deals with how commodities and services move from their origination to their final consumption (Russell and Taylor, 2019). In order to transfer the product through each step, an organization must have a network of suppliers (who function as links in the chain) (Russell and Taylor, 2019). In order to provide value connected to a company’s business strategy, effective SCM enhances the financial position of a company.
In this paper, I will provide the tutorial research on current trends in global operations and logistics. At the executive summary section, I have provided the principle understanding behind the logistics and supply chain management procedures. The paper gives a guide on the following discussed section; Employee motivation and participation, culture and management styles, employee training, Evolution and design of the global supply chain, the globalization of operations strategies, Global marketing strategies, Global Operations and logistics strategies, and
Information management for global logistics. I will wrap up the literature explanations with a conclusion section by observing the current trends on global markets.
Employee Motivation and Participation
In a participatory management model, workers are actively engaged in all aspects of management, including hiring and firing. They have the power. Ownership, autonomy, and the opportunity to participate in the decision-making process are all ways in which employees are made engaged in management (Annakili and Jayam, 2018, pg. 19). Their self-actualization, dignity, honor, and respect are all enhanced by this. Consequently, individuals become more enthusiastic about their job. Employee participation in management is a powerful motivator. Increased productivity, staff engagement, internal drive, and willingness to take accountability are all a result of this (Annakili and Jayam, 2018, pg. 19). There are two ways to motivate and empower employees.
Quality of life at work comes first. Employee morale may be boosted by emphasizing work-life balance (Dvorak and Civinskas, 2022, pg. 37). In order to measure the quality of working life, it is necessary to look at the interaction between the workplace and its workers. Employees that have a high quality of life at work are more likely to be industrious or inspired to work (Annakili and Jayam, 2018, pg. 19). They’re able to take on more difficult tasks because of their accomplishment. As a whole, the working environment includes adequate and appropriate compensation, a healthy and safe work environment, opportunities for personal growth and security, and opportunities for human competency development (Annakili and Jayam, 2018, pg. 20). They’re referred to as “excellent working life” because of this. The second method is called “Self-managed team.” When a group of people brew their own tea, they are referred to as a self-managed team (Jurburg et al., 2019). There is no explicit definition of the responsibilities, authority, or authority of the members of this organization (Jurburg et al., 2019). The team’s leader is chosen based on their level of charisma and ability to inspire the rest of the members. The members of the team are self-disciplined and goal-oriented in their actions. They are confident. They make good use of their discretionary power to showcase their talents. Task assignment, planning and scheduling, decision making and issue solving are all within their purview (Jurburg et al., 2019). They also have collective control over performance.
Culture and Management Styles
Culture is socially instructed and sent by individuals, and it lays out the principles of lead for individuals from an association’s progressive system. The conviction framework that might help workers in getting how to treat how not to treat, convictions, practices, and presumptions about their work, is characterized as authoritative culture (Mullakhmetov et al., 2018). Authority in an association lays out the essential goals that will ultimately develop into an initiative style for the organization. Subordinates will be directed by these goals and the activities of their bosses, bringing about a continuous union of the lead of the two sides. Whenever a solid feeling of solidarity in direct, values, and convictions has been laid out, a solid hierarchical culture will arise (Aydin, 2018, pg. 271). Pioneers should perceive the significance of their part in the protection of an association’s way of life. Representatives would profit from this since it would guarantee uniform direct across individuals from the organization, diminishing conflicts, and giving a positive workplace to them.
Leaders’ duties in the workplace might vary depending on the nation and the culture. In certain cultures, the term “leadership” is synonymous with a managerial or high-ranking position in the company. When it comes to the dynamics of a workplace, the significance of the job of the leader cannot be overstated. So, cultural variations have a huge impact on leadership style. People in Asia and Latin America tend to put a premium on status and the structure of an organization (Choi, and Ha, 2018, pg. 1103). A more prominent and well defined role is played by the leaders in these cultures. Their subordinates speak to them in a certain style and seldom question what they say. All areas of management are affected by this dynamic, including how leaders and/or bosses treat their subordinates (Choi, and Ha, 2018, pg. 1103). Employee loyalty and retention tend to be higher in hierarchical corporate environments. As a result, there is minimal space for uncertainty or interpersonal errors in a corporation with well-defined positions and duties. Western cultures place less emphasis on social stratification and status than other parts of the world (Aydin, 2018, pg. 279). Employee-employer interactions are much less formal and informal these days. Leaders and their teams have mutual respect and understanding, but their value is not as well recognized. A company’s employees may all be leaders in their own manner and collaborate as a team (Mullakhmetov et al., 2018). Rather of relying just on one person to give and receive orders, leadership here is more collaborative and inclusive.
Employee Training
A worker training program attempts to provide people with the skills and information they need to do their jobs better. In addition to on-the-job training and education, most firms underestimate the need of ongoing education and training, resulting in major productivity, critical people and profitability losses. (Afroz, 2018). Employee development is critical to keeping top talent and improving profits. In today’s tight job market, the battle for the brightest is fiercer than ever. Finding the greatest collaborators costs time and money. Talent retention and growth are intertwined with talent development and engagement (Armstrong and Landers, 2018, pg. 163). Retention is critical, but not the sole factor. Personnel development may also help a company’s financial line. According to, lack of professional advancement opportunities led to job unhappiness and early exits (Armstrong and Landers, 2018, pg. 165). The belief that their company cares about their long-term success as well as their present job obligations increases employee loyalty, engagement, and productivity (Afroz, 2018. Pg. 121). People also prefer having their value acknowledged and their talents verified. Workplaces where employees feel appreciated and well-prepared for their jobs are less likely to have high turnover and low absenteeism. An organization’s success is closely connected to its leadership. It’s apparent that a company’s success relies on its workers’ growth and development (Afroz, 2018. Pg. 117). It increases worker engagement and productivity. Well-trained workers understand their roles and obligations (Armstrong and Landers, 2018, pg. 163). As a consequence, your company may devote more resources to key initiatives.
Evolution and Design of the Global Supply Chain
Production network is innately reasonable, muddled, and multi-faceted. Working in such settings settles on the smallest decisions inclined to ignite significant difficulties and potential outcomes. In light of everything, Supply Chain configuration is a fundamental component in any production network and is the foundation of each Supply Chain Management Decision. Production network configuration is a thought that has been brought into the world of involvement, advanced through need, and changed in light of different hardships, dangers, and potential open doors (Carter et al., 2019). A fruitful inventory network the executives is to a great extent arranged and intentional. As a result, inventory network configuration is the essential component that gathers the part of arranging with vital points while remaining at the actual heart of these speculation determinations. Production network configuration is a rich part of production network the executives that stretches out past worries of make/purchase, purchaser provider connections, or vertical reconciliation (Ferdows, 2018). Inventory network configuration impacts the personality of the stock organization and thus the worth chain of some random movement.
Figure 1: SCM in a Global View
As interest for the item becomes unsurprising, the item technique movements to an arrangement zeroing in additional on diminishing expenses and acquiring a bigger piece of the pie (Min et al., 2019, pg. 47). Therefore, the item is changed into a useful decent, and the production network engineering has moved from one zeroed in on market reaction to one zeroed in on actual proficiency. Store network configuration turns out to be more market-responsive therefore, and now, the item is not generally considered a practical one but instead as a creative one, with prior information to measure buyer response and market interest (Min et al., 2019, pg. 52). An item’s inventory network configuration approach is regularly centered on market intercession from the start. The inventory network plan strategy zeroed in on actual effectiveness is utilized on the off chance that the item is notable and has a characterized piece of the pie (Carter et al., 2019). New changes and advancements are presented at the place of decay, so we return to imaginative inventory network plan with prior information and piece of the pie.
The Globalization of Operations Strategies
To thrive in a global market, organizations must examine the complete production network, as well as global aspects and relevant patterns (Russell and Taylor, 2019). Our computed structure allows supervisors to analyze the many consequences that affect global functional operations. This worldview consists of four types of powers: global expense powers, global market and mechanical powers, and political or macroeconomic forces (Russell and Taylor, 2019). Global market pressures often encourage a partnership to extend its market for its products or services by increasing competition.
Figure 2: The Globalization of Operations Strategies
Modern innovation sometimes requires the use of global task strategies to overcome globalization obstacles. Worldwide cost-cutting authorities are attempting to use higher-quality, lower-cost global assembly offices (Cuervo‐Cazurra et al., 2020, pg. 12). Finally, political or macroeconomic constraints push a firm to seek advantage via trade rates, territorial economic arrangements, or nontariff hindrances (Bordoloi et al., 2019). This is due to the association’s desire for a strategic edge. Using the global powers system offered here, chiefs may see the changing fundamental perspectives that effect global activities choices. Using the structure (Tien et al., 2019), they may assess the impact of current global events and trends on their inventory network systems.
Global Operations and Logistics Strategies
Global manufacturing operations have become a crucial part of many companies’ competitive strategy as a result of this firm-wide globalization. Management must concentrate on two issues (Gąsowska, 2020): configuration and coordination, in order for these global manufacturing techniques to be successful. Location of facilities and interfaculty distribution of resources are called configuration in this context. To meet a company’s strategic goals, manufacturing facilities must be linked together or integrated (Pratono and Ratih, 2019). Remarkably, world-class businesses see suppliers and transportation providers as equal partners in their quest for globalization’s full potential.
Two strategic advantages may be gained by coordinating global production. Worldwide manufacturing helps a company get a competitive advantage in a variety of global marketplaces by acquiring and using the greatest available mix of factor inputs and resources (Min et al., 2019, pg. 53). The firm’s production efficiency is boosted by integrating regional economies into a single conversion system. It’s also possible for corporations using global manufacturing to build operations in strategic areas throughout the globe, helping to mitigate unfavorable market impressions or overcome protectionist policies (Min et al., 2019, pg. 48). When full network co-ordination is accomplished, these two advantages become a strategic competitive advantage. The firm’s ability to provide worldwide operations with enough resources and logistical support is essential to network coordination.
Information Management for Global Logistics
Organizations may be restructured and new enterprises can spring up as a result of information management systems. They are primarily concerned with improving information flow and speeding up the decision-making process (Volkova et al., 2020, pg. 8056). There are few components in the supply chain that may increase performance while also lowering costs (Liu et al., pg. 27). By storing important data in an easily accessible manner, businesses are able to make operational and planning choices with greater ease. As a result of the effective adoption and application of software and network technologies, supply chain success is greatly facilitated (Jović et al., 2020, pg. 158).
Figure 3: Global operation of business
In order to support core logistical services including inventory management, procurement, transportation, distribution, manufacturing, and packaging (Tien et al., 2019). Logistics activities include executing, planning, managing the flow, developing, exchange of information, and storage (Liu et al., pg. 26). As a source of competitive advantage and a catalyst for change in the organization, information technologies are considered as valuable resources. As well as the fact that the use of information technologies needs a complete overhaul of logistical procedures, which may be considered as one of the most significant obstacles to technology adoption (Volkova et al., 2020, pg. 8058). The supply chain can only become more stable and effective if new technology and tools are introduced into it.
Conclusion
Employees may influence the company’s direction by acquiring equity. Nowadays, most companies provide their employees stock options to become owners. Workers feel involved in the firm and have a voice in its management when they feel like they own it. Leadership and management are not organically linked, yet they do influence each other. A person’s leadership style may be impacted by their cultural background, which affects how they manage in the workplace. Local management may reinvest money only if the investment returns exceed the company’s earnings overseas. The phrase “resource allocation” has a broader meaning in global companies. Many global companies need international managers and technicians who can continually improve procedures and operations. Information technology have been proved to boost efficiency and overall performance regardless of a company’s primary activity. Information technologies may greatly benefit supply chain enterprises. Incorporating business processes throughout the supply chain is still conceivable, but the results are strongly reliant on the organization’s usage of information technology.
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Appendix I: Most Important skills Employees are Lacking
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