Within my organization, there is a target to grow the core product line in the international market by fifteen percent before 2018. A current underutilized inimitable resource, or the unique resource composed of and individual’s experiences, daily minor decisions and multifaceted attributes which impact the community, which when combined create a complex resource that cannot be duplicated and can serve as a source of competitive advantage, lies within the senior contracts negotiation cohort (Colquitt, Lepine, & Wesson, 2015, p. 11-12). Correspondingly, a strategic human resource objective in achieving the international growth goal would be to leverage the human resources capital made available through this knowledge work, the work experience
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406). For Carmeli and Schaubroeck (2005), this function is analogous to hiring “…a strong mix of talented players on a sports team..[and]…knowing secrets about how to coach and manage players so as to maximize their chance of victory…(p. 406). As such, the organization will need to assess the current culture and business structure to ensure that the inimitable resources developed through the country/customer specific contracts negotiation positions will be adequately managed to eliminate barriers of successful communication and to increase the organization’s agility in managing customer demands. Furthermore, human resources must ensure that the individuals considered for permanent placement are adaptive task performers, as the employees must be capable of acclimating in unpredictable situations which may arise in a foreign environment, such as the case of a force majeure event (Colquitt, Lepine, & Wesson, 2015, p. 34). In the discussion on international organization behavior, Colquitt, Lepine, and Wesson (2015) allude to how cultural differences will impact an organization’s ability to effectively operate in varying international arenas (p. 10).
406). For Carmeli and Schaubroeck (2005), this function is analogous to hiring “…a strong mix of talented players on a sports team..[and]…knowing secrets about how to coach and manage players so as to maximize their chance of victory…(p. 406). As such, the organization will need to assess the current culture and business structure to ensure that the inimitable resources developed through the country/customer specific contracts negotiation positions will be adequately managed to eliminate barriers of successful communication and to increase the organization’s agility in managing customer demands. Furthermore, human resources must ensure that the individuals considered for permanent placement are adaptive task performers, as the employees must be capable of acclimating in unpredictable situations which may arise in a foreign environment, such as the case of a force majeure event (Colquitt, Lepine, & Wesson, 2015, p. 34). In the discussion on international organization behavior, Colquitt, Lepine, and Wesson (2015) allude to how cultural differences will impact an organization’s ability to effectively operate in varying international arenas (p. 10).