Could you give your feedback to these questions below?
Problem 1. You mentioned in your post that you believe strategic alliance is most constructive because "they are able to gain wealth through multiple partnerships." Here is my question, how constructive would the same approach be if you discovered six years into your alliance that two of your partners were practicing unethical procedures? Another question, although strategic alliance has its place in effective expansion of global organizations, how would you say such an approach affects the viability of knowledge management, especially when entering an emerging market that requires substantial infrastructure renovation or creation?
Problem 2. I personally find there are many instances where matrix management will not work well because of the cultural and language differences with the different managers. China works will on a solid functional and local management scheme. In most cases Chinese managers don't like taking direction from non-Chinese individuals which is a requirement of matrix management. Does anyone else see any positive or negative impacts of matrix management in a global environment?
Problem 3. The role of an organization's talent, capabilities, competencies and attention to core values greatly impact the business when it comes to global competition. This is because qualified individuals need hired who are creative and able to think out of the box. They need to have the skills to communicate, remain sensitive, and to strive to do their best to meet others needs effectively (even if it means doing theirs later). By keeping in mind the firms purpose, they are able to stay focused and to do everything possible to make sure that people are chosen correctly within their target market. Management has a strategy, and they do not stray from it unless they are able to adapt to surroundings. However, if the wrong people are hired, then they face much difficulty. They will struggle to gain a profit and the other culture could easily become offended if employee's actions were unethical. This does include laws and regulations getting broken, and for a lack of college education and expertise in the field. All of these are reasons and implications to make sure that the right people are hired that can do global management effectively. Sometimes giving them a chance is worth it, even if it is their first time, but with much caution and direction.
While yes is a good answer, the question remains is one more important to a company than another? For instance does talent count for more in a technically oriented company than core values? Do capabilities matter more that financial stability at a large bank?
Problem 4. Having performance metrics is something every business enterprise needs. However, the vast majority of global expansion activities come with a strategy for expansion but no metrics to determine how well the opportunity is being exploited. My view is every strategy has to come with measurements of success or failure built right into the strategy. Given this thought what are some of the fundamental metrics you think an expansion strategy should contain?