The IOM (International Organization of Migration) promote humane and order policy in movement of person across borders and also protect migrants in different issues such as migrant health, assisted returns and against counter trafficking; however there is important mention the policies establish by the organization to ensure, facilitate and improve the conditions of migrant’s women coming from Africa.


In an effort to identify and support African women who wish to engage in the development of their countries of origin, IOM is creating a Database for African Women in the diaspora, which will serve as a special component to the general database; this will help them to:


• Connect to your home country
• Match your skills with local needs
• Receive job offers and information about self-employment opportunities in your area of expertise
• Learn about financial investment in key sectors
• Network with colleagues in the Diaspora

Here is the information taken from the IOM web page, in which explains how they can register and which benefits, in the helping plan their will engage.

Who should register?


You are a female member of the African diaspora, and you would like to contribute to the development of your country of origin in key sectors such as:

• Agriculture
• Arts and Humanities
• Business and Commerce
• Education
• Health
• Law
• Public Administration and Services
• Science and Technology


How can I register?

Complete and submit the registration form.


What benefits can the Database offer me?


When you register in the Database, your information will be facilitated by IOM and shared accordingly with potential stakeholders, such as governments, civil society and the private sector. Consequently, you may be contacted about various project assignments, job vacancies and entrepreneurial and investment opportunities available in the labor market of your country of origin. In the larger picture, the Database helps to connect diaspora members with their country of origin and with the network of colleagues in the diaspora

UBUNTU

Acknowledge the fact that culture and behavior represent the diversification that cross-cultural manager has to deal, it is important analyze the different theories that give us a explanation of what are the main issues, that help us to understand the rational behavior of a determinate group of people, therefore ubuntu theories can help cross-cultural manager to prevent different kind of problems that can emerge inside a company due to the fact that this theories take into account many variables that can give an advantage in terms of a good relationship between employees but also with their bosses.



Then we can highlight on the main advantage of this theories, the assumption of the first step is the relationship with others, this is one of the most important issue because managers wants to keep the motivation of their employees high, he has to start to treat them with respect, in which they establish channels of reciprocity, helping to handle a good environment at the work place, the second relevant issue is the language and communication, as in the chapter of Academy of Management executive, building competitive advantage from ubuntu said “ communication is to the organization as blood is to the body, it is important to understand that if there no a good communication within a organization is too difficult to coordinate and establish, the good ideas and take decision that help to continue growth of the company and the third fact is belief system, represent the first step that give us a idea of the behavior of a person, then for cross-cultural managers understand the main traditions involves within their belief system can help them analyze and determine how the employees should b treat and which stuff of their traditions they can use in favor to management good their employees.


In conclusion cross-cultural managers shouldn´t base their decision not only on the workplace behavior, but also of what we cannot see and what defines the social attitudes, a slopes at the end is who determine the rational behavior of a person.

I COMMENTED ON THE FOLLOWING BLOGS:

* Carlos Mejia :

http://organizationsculturescarlosmejia.blogspot.com/


*Nicolas Arrazola:

http://nicoachadid.blogspot.com/

*Luisa Mejia:

http://organizatiosnandcultures.blogspot.com/

*Alejandro Bustamante:

http://organizationscultureisaac.blogspot.com

*Daniel Montoya:

http://organizations-and-cultures.blogspot.com/

The Pygmalion effect


When we talk about the Pygmalion effect, is when you believe that someone is capable of achieving greatness, then that person will be able to achieve greatness, so we can say that believing in potential simply creates potential
Is effect can happened around us every day and may occur at home, in the school and be in the workforce, when supervisors, professor and parents can have better persons if they just believe in them.
Therefore we can say that companies are willing to create the Pygmalion effect in their internal factories because if they have a high expectative in their employees to work faster and better, including a good treatment , then a worker happy is a worker efficient; a good example of this is Starbucks, this company is applying the criteria of the Pygmalion effect giving their employees a good treatment because they believe that if they feel comfortable and happy during the job they can give a good treatment to the costumer and transmit a good feeling of amiability and good service making the client come back to the coffee store.

Organizational behavior

Describe the main role that international business managers may play in the negotiation arena and the importance of developing cross cultural management skills


To understand the different barriers within an international organization is very important for international managers understand when culture is a significant factor to take into account at the time for doing business; however “ for some management scholars culture must be understood as the predominant force driving all decisions made in the company. At the opposite extreme others reject the notion that culture has any relevance to management at all” (Richard Mead, international management, chapter one). Although international managers should act as a interpreters depending of the country where they want to do business; because culture varies change in each region no matter if they beliefs at the same, so it is important to know what are the common behavior of the people in the country because at the time to negotiate you must know how to behave, to dress and also to eat properly if you want to be successful in your meeting business.

International manager cannot apply the same structure and the strategies used in another national culture, because as a I said before people behave change in each region so their way of thinking change too, so is important to managers developing cross-cultural management in order to be adaptable to the changing circumstances because it gives the capacity to leading their members, applying the different good ideas that each members of a cultural diversity group can gives depending on how well they understand they each culture.

http://tariknunez.blogspot.com
http://colombiaysusdesgracias.blogsp