I NEED HELP ADDING INTEXT CITATIONS INTO MY ESSAY, MY DAD PASSED AWAY AND I AM NOT ABLE TO COMPLETE THIS, I NEED THIS DONE IN THE NEXT HOUR! HELP ME!!! READ MY ESSAY, ADDING INTEXT CITATIONS, PUTTING THE REFERENCES IN APA FORMAT (ALPHABETICAL ORDER, AND IF YOU FEEL THAT I NEED TO ADD ANYTHING, PLEASE DO SO AND TELL ME WHAT YOU CHANGED BY ADDING PARENTHESIS. THANK YOU SO MUCH IN ADVANCE TO WHOEVER DECIDES TO RESCUE ME TONIGHT. GOD BLESS YOU!

LASTLY, AT THE VERY END i WILL ADD WHAT THE ASSIGNMENT IS, IF YOU NEED TO LOOK AT WHAT I AM WRITING ABOUT AS WELL.

Title: Enhancing Global Leadership: Strategies for Successful International Assignments at Procter & Gamble

Introduction

Procter & Gamble (P&G) relies heavily on the success of its international assignments to maintain its global competitiveness. This case study delves into the essential steps P&G should undertake to adequately prepare its employees for international assignments. Additionally, it discusses the importance of including spouses and family members in the preparation process to ensure the overall success of these assignments.

Preparing Employees for International Assignments

1. Comprehensive Cross-Cultural Training:

• Language Proficiency: P&G should offer language training tailored to the specific requirements of the target country. This training should focus not only on basic communication skills but also on industry-specific vocabulary and terminology relevant to the employee's role.
• Cultural Norms and Business Etiquette: Understanding cultural nuances is crucial for effective communication and relationship-building. Training sessions should cover topics such as hierarchy in the workplace, negotiation styles, and appropriate forms of address.
• Consumer Behavior and Market Dynamics: Employees need to grasp the local consumer preferences and market trends to adapt their strategies accordingly. Case studies and real-life examples can be incorporated to illustrate how cultural factors influence consumer behavior.

2. Mentorship and Knowledge Transfer:

• Experienced Mentors: Assigning each employee a mentor who has previously worked in the target country can provide invaluable insights and guidance. Mentors can share practical tips, advice on navigating cultural challenges, and strategies for building effective cross-cultural relationships.
• Formalized Knowledge Sharing: Establishing forums or platforms for returning expatriates to share their experiences can facilitate organizational learning. This could take the form of workshops, webinars, or written reports highlighting key learnings and best practices.

3. Functional Training:

• Role-Specific Training: P&G should design training programs that align with the employee's role and responsibilities in the target country. For instance, if the assignment involves managing supply chain operations, the employee should receive training on local logistics infrastructure, customs regulations, and supplier relationships.
• Market-specific Knowledge: Employees need to understand the unique dynamics of the target market. Training sessions should cover topics such as distribution channels, competitor analysis, and regulatory requirements relevant to P&G's products and services.

4. Pre-Assignment Visit:

• Orientation Program: P&G should organize orientation programs for employees and their families, covering practical aspects such as housing, healthcare, education, and transportation in the host country. This can alleviate concerns and help the family feel more comfortable about the impending move.
• Networking Opportunities: Facilitating networking opportunities with local P&G employees and expatriate communities can help employees build relationships and establish a support network before their official assignment begins.

Inclusion of Spouses and Family Members

Yes, P&G should involve spouses and family members in the preparation for international assignments due to the following reasons:

1. Family Support:

• Psychological Adjustment: Moving to a new country can be stressful for spouses and children. Providing them with access to counseling services or support groups can help them cope with the challenges of relocation.
• Integration into the Community: P&G can organize cultural orientation sessions and social events for families to facilitate their integration into the local community. This can include language classes, city tours, and cultural workshops.

2. Dual-Career Support:

• Employment Assistance: P&G should offer assistance with job search and career development for spouses who wish to pursue employment opportunities in the host country. This could involve providing access to job fairs, resume writing workshops, and networking events.

3. Education Support:

• School Placement Services: P&G can assist families with finding suitable schools for their children in the host country. This may include providing information about local educational institutions, arranging school visits, and offering guidance on the enrollment process.

4. Health and Wellness Programs:

• Access to Healthcare: Ensuring access to quality healthcare services for families is essential. P&G can provide information about local healthcare providers, health insurance coverage, and emergency medical services available in the host country.

Conclusion

Preparing employees and their families for international assignments requires a multifaceted approach that addresses both professional and personal needs. By offering comprehensive training, mentorship, and support services, P&G can enhance the success and effectiveness of its global leadership initiatives. Moreover, including spouses and family members in the preparation process demonstrates P&G's commitment to the well-being and satisfaction of its employees, ultimately contributing to the company's overall success in the international market.

Explanation:

The answer is well explained in the section above.

Key references:

1. Mota, D., Ramalho, M., & Rego, J. M. (2020). International management.
2. Gogacz, A. K., & Kdzia, M. M. (2020). Transnational partner meetings in the face of the pandemic-the case of Strategic Partnerships implementing international projects. Studia Periegetica, 31, 31-47.
3. Nandal, D. N., Kataria, D. A., & Dhingra, D. M. (2020). Measuring innovation: challenges and best practices. International Journal of Advanced Science and Technology, 29(5), 1275-1285.
4. Mzrak, F. (2024). Effective change management strategies: Exploring dynamic models for organizational transformation. In Perspectives on artificial intelligence in times of turbulence: Theoretical background to applications (pp. 135-162). IGI Global.
5. van Beurden, J., Borghouts, I., van den Groenendaal, S. M., & Freese, C. (2024). How Dutch higher HRM education prepares future HR professionals for the impact of technological developments. The International Journal of Management Education, 22(1), 100916.
6. Rony, Z. T., Wijaya, I. M. S., Nababan, D., Julyanthry, J., Silalahi, M., Ganiem, L. M., ... & Saputra, N. (2024). Analyzing the Impact of Human Resources Competence and Work Motivation on Employee Performance: A Statistical Perspective. Naturalspublishing. Com.
7. Rao, Y., Xie, J., & Xu, X. (2024). Facilitating "migrant-local" tacit knowledge transfer in rural tourism development: A longitudinal case study. Tourism Management, 100, 104836.
8. Washington, N. M. (2021). Dr. Nodie Monroe Washington: From Louisiana to the Procter & Gamble Company and Beyond. In African American Chemists: Academia, Industry, and Social Entrepreneurship (pp. 19-34). American Chemical Society.
9. Nigam, S. (2021). A Study on Dynamic Model of Reverse Mentoring at Workplace-Conceptual Study. International Journal of Intellectual Human Resource Management (IJIHRM), 2(01), 21-26.

Week 2: Case Study

START ASSIGNMENT

• Due Sunday by 10:59pm
• Points 80
• Submitting a file upload
• Available after Mar 2 at 10:59pm

Case Study

The Week 2 Case Study is about training methods and best practices in the context of international business and is based on the case below. Read the case and respond to the analysis prompts listed at the end of the case.

Case: Successful Management Requires International Experience

As companies become more global, economic patterns and business practices in one area of the world can determine the success of a company on the other side of the world. At Procter & Gamble (P&G), being a successful global leader requires an international background. A majority of P&G's 140,000 employees work outside the United States. P&G uses international assignments for employees to learn how business is conducted in another country so that lessons learned there can be applied at home or in another region. Only a quarter of employee relocations originate in the United States; the majority are from place to place across the world outside the United States.

An important goal of employees who receive international assignments is to develop local talent to replace themselves. For example, a manager who is being prepared to take over a top finance position in Russia might go to Britain to gain experience working in a more structured and complex market. P&G managers in Europe must learn to keep the company's products on big-box store shelves such as Carrefour, the European supermarket and discount chain and one of the largest retailers in the world. P&G might send junior U.S. managers to work with European managers who are responsible for products at Carrefour, expecting that they will transfer skills learned in these assignments to dealing with product placement in big-box retailers such as Walmart and Costco.

P&G also partners with UNICEF to offer P&G employees in Europe, the Middle East, and Africa the opportunity to take a 3-month sabbatical to work with UNICEF. The program is aimed at employees who have always wanted to undertake humanitarian work but have not had the chance before. UNICEF benefits from the diverse backgrounds of P&G employees as they apply communications, promotion, leadership training, and supply chain management skills.

Analysis Prompts

• What steps should P&G take to prepare employees for international assignments to help them succeed? Use specific examples in your response.
• Should P&G also include spouses and family members in preparation for international assignments? Include in your response yes or no and why or why not.

Formatting Guidelines

Successful submissions will be between two to three pages in length, not including cover and reference pages.

All submissions must be as Microsoft Word documents formatted in accordance with APA guidelines.

All drafts must include a cover page and references page.

All sources must be referenced both with in-text citations and on your References page.

You must gather information from at least three authoritative sources, one of which may be your textbook..

You are encouraged to contact a DeVry librarian(Links to an external site.) early in the course for guidance on research, writing, and APA formatting.