International_Business

Outsourcing will reduce costs such as wages, taxes, the profit generated from outsourcing can reinvestment into business. Outsourcing will add new skills and resources into business immediately, if you choose one skilled employee, it will expend your business and help you build up your strengths and potential opportunities to avoid your weakness. Outsourcing provide excellent opportunities for small firms / home-based business to be able to compete with large organizations, by outsourcing, it allows you to grow efficiently. Outsourcing save your time, it do not personally to do all the work, you can save time to do whatever you specialized in. Outsourcing will increase your overall production capabilities, by outsourcing you will do less work, let other body handle tasks, you build a team to carry work load for you. However, actually American based Then increase the protection of company and customers’ data if transported to destine countries; At last, create an aid center that helps employees, who lost their jobs caused by the offshoring, to acquire new skills which may enable them to transfer to other local industries. Offshore noncore functions The goal of outsourcing and offshoring is to enhance the competitiveness by achieving a higher profit through less capital commitment and increasing the ability to adjust quickly to a new business area (Insigna and Werie, 2000). Offshoring noncore functions can reduce the cost as well as maintain the core competitiveness of the bank. Some are arguing that the banks have an obligation to the community, to the country, and part of that obligation is protecting Australian jobs. But in order to fulfill social responsibilities, a business must firstly maintain its own economic health and viability, therefore survival is not a sufficient goal (Greenspan. 2008). Without offshoring and outsourcing, the bank could only stagnate at a level of survival in a background of global economic recession considering the high wages and high tax rate of remaining in Australia. Aid center Creating an aid center that helps people who lost their jobs due to the outsourcing and offshoring of the bank will show to the public that the bank has a responsible sense of its employees. According to the stakeholder principle (Greenspan, 2008), the dignity of every employee should be respected and the interest of employees should be taken seriously. A direct connection between the job losses and the offshoring is held as a common perspective among many people. However a survey conducted by the European Monitoring Center on Change (EMCC) from 2002 to 2004 showed that relocate abroad lead to less than 5% of total labor shedding in Europe (Anon., 2005). Even though the fact is not as severe as it is thought of, it requires a long time to alter the public perspective. As a manner to alleviate the hostility against the decision of the bank from the public, creating an aid center may, on the one hand, show the responsible sense of the bank; one the other hand, express the irreversible necessity of offshoring. Ilan Oshri, Julia Kotlarsky and Leslie P. Willcocks, 2009, ‘The Handbook of Global Outsourcing and Offshoring’. Palgrave Macmillan, Palgrave Connect. Palgrave Macmillan.07May2012http://www.palgraveconnect.com/pc/doifinder/10.1057/9780230251076 The reason behind various according to different views of ethics, the most commonly two would be 'utilitarianism' and 'deontology', however, the outcome differs: in 'utilitarianism' view decisions refers to 'maximising the overall happiness' but in 'deontology' view decisions should be 'role-based' as required by certain rules or principles they ought to obey (Greenspan 2008, p. 75). If an organization is in possession of a strong culture as well as a positive employment engagement, then this will definitely results in a higher level of productivity. Therefore, it's significant to research on human needs---the deeper level beneath the behaviour and motivation. In the social sciences, numbers of disciplines concentrating on organization and applying to business have emerged, and 'organizational behaviour' is a typical one. It is an interdisciplinary field that investigates both the individual and group behaviour within the content of an organization. which are still . Smircich (1983) proposes OC is 'something an organization is', that are taught to new members as a way to perceive, think and feel. It is formed by the organization visions, norms, languages and so on. In Maslow's hierarchy of needs(Smoke C. H 2009, p139), Maslow used the terms Physiological, Safety, Belongingness and Love, Esteem, and Self-actualization needs to describe the stages of growth in human motivations. While Self-determination theory claims that "Competence, Autonomy and Relatedness are three universal innate needs"(Matson 2009, p. 27). And these basic needs motivate the self to initiate behavior and allow growth of an individual. As a new burgeoning academic study, the modern concept can trace its root back to Hawthorne, who illustrated that social and behavioral dimensions of work are important elements of organizational effectiveness. the field was strongly influenced by social psychology Chris Argyris, the emphasis on the behaviour subconscious dimensions of organizations. No doubt, this growing discipline is highly influential in the business circle with the advent of the world economic globalization. In 1952, Eliot Jacques first used the term 'culture' specifically in relation to work in 1952. On one hand, Peter and Waterman (1982) believes there is a positive causation between strong culture and higher level of organizational performance, Cadden (2010) in favour of strong culture dimension (i.e. sharing VBs and behaviours) as it will result in higher levels of productivity (cited in Brown 1998, p.157). On another hand, strong culture is likely to create 'culture clash', the appearance of conflicts will result in disengaged employees and lower levels of performance (De Vries 2012b).