Assignment:
Instructions: Write as if you were talking to the student. Replies must be a minimum 150 words and include at least 1 citation from scholarly/peer-reviewed sources in addition to the text and relevant scriptural integration in current APA format.
1. Abigail Ryan
According to the Business Dictionary (2017), globalization can be defined as, "The worldwide movement toward economic, financial, trade, and communications integration" ("globalization"). The Business Dictionary goes on to explain that Globalization implies the opening of local and nationalistic perspectives to a broader outlook of an interconnected and interdependent world with free transfer of capital, goods, and services across national frontiers. However, it does not include unhindered movement of labor and, as suggested by some economists, may hurt smaller or fragile economies if applied indiscriminately ("globalization").
Globalization is a process by which business develop global influence, or rather begin operating on some sort of international scale (Globalization, 2016). Globalization is the result of the pressure put by companies which, in turn, are under the close "magnifier" of all the involved factors (the so-called "stakeholders") (Stela, 2013). This phenomenon is extraordinarily influential in the business world, effecting businesses and organizations, as well as the labor standards and free trade agreements. In order to find greater success and continually develop more progress, companies initiate more businesses, more selling options, more strategies and standards meant to grow their company as a whole (Stela, 2013). The broader a company gets, branching into different counties, states, or even nations, the more important it becomes to ensure that the labor standards are consistent and the employees in each portion of the company are being treated with fairness. Enforcing them can be difficult, seeing as management in each separate branch of the company is run by different individuals, but strategies for ensuring that these standards remain consistent is by keeping corporate involved in the day-to-day operations of the various employees.
While employees are by no means slaves, Colossians 4:1 still applies to the situation, in which it states, "Masters, treat your slaves justly and fairly, knowing that you also have a Master in heaven" (ESV). Owners of businesses should remain consistent in their treatment of employees, making sure that the management teams are upholding standards in the utmost consistent manner across the entire line of business.
References:
globalization. (2016). International Journal of Psychology, 51, 647-651. doi:10.1002/ijop.12323
Stela, D., PhD. (2013). BUSINESS GLOBALIZATION: TRANSNATIONAL CORPORATIONS AND GLOBAL COMPETITION. StudiaUniversitatis "VasileGoldis" Arad.SeriaStiinteEconomice., 23(2), 108-119.
2. William Weiss
Globalization has produced numerous benefits and difficulties for multinational corporations. While it has been successful in advancing efforts to integrate the global economy, it has consequently had both positive and negative effects on domestic employment. Budd (2013) noted some of these negative consequences, by illustrating globalization makes it easier to replace workers and reduces the bargaining power of labor (p. 385). Furthermore, it simplifies the decision of moving a factory or business to a new country to avoid rising costs, for example, the higher costs associated with unionized workforces.
The labor standards in developed countries are predominately considered to be better than those in less developed countries, where many organizations relocate their businesses. A study conducted by the U.S. Department of Labor discovered that 5 of the 11 nations surveyed constrained the labor rights of its citizens, while allowing foreign firms to disregard the hosting countries labor laws (Osland, 2003, p. 141). While these lenient principles may result in decreased labor costs and increased profits for a company, it should not come from the unethical labor standards often found in these countries. This raises a plethora of ethical and legal concerns for multinational corporations and international trade organizations such as the World Trade Organization. Therefore, there must be international trading policies put in place that require all participants to meet a minimum labor standard.
These minimum standards should be comparable to the International Labor Organization's core labor standards, such as "freedom of association and collective bargaining" and "no discrimination in employment and pay" (Budd, 2013, p. 396). Likewise, this author would also incorporate a minimum wage requirement that is based on each countries equilibrium wage rate. Moreover, these requirements should be integrated through both individual trade agreements and the WTO. Doyle (2004) elucidated that the WTO and ILO should combine their resources and concentrate on improving labor standards, which would benefit not only labor, but globalization as well (para. 20). These should be legally enforceable and not just recommendations that require voluntary compliance. There is a plethora of historical examples that could be illustrated, which show the propensity of employers to disregard labor standards in pursuit of higher profits.
Lastly, it is important to integrate a biblical foundation to this discussion. The Christian businessperson must always remember that God's word is what should guide him or her; not the financial goals of an employer or societal norms. Proverbs 11:3 states, "The integrity of the upright guides them, but the unfaithful are destroyed by their duplicity." The reward for following God's word should be the goal of every Christian and striving to ensure that all of God's people are treated fairly is a step down that path.
References:
Budd, J. W. (2013). Labor relations: Striking a balance. (4th ed.). New York, NY: The McGraw Hill Companies.
Doyle, K. J. (2004). Can labor standards improve under globalization? Working USA, 8(1), 110-114.
Osland, J. S. (2003). Broadening the debate the pros and cons of globalization. Journal of Management Inquiry, 12(2), 137