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Question: Discuss About The International Review Business Management? Answer: Introducation Yes, I entirely agree with the author. The reason behind my agreement is the fact, which is being displayed by the author. The author has rightly said that companies are now more focussed on CSR activities. This is because the community is now aware of the different facts related to the environmental values. They also have access to different opinions of other people, which help them in educating over a particular point (Walmsley and Lewis 2014). For example, people have come to know the harmfulness of carbon particles, which are assimilating with the air in an incremented trend with passage of time. Such awareness has brought a revolution as more and more companies are now trying to save them in environmental related cause. One of such examples is the introduction of electric cars, which has been introduced as an alternate of gas run vehicles. Moreover, electric cars have been introduced because it is supposed to emit less carbon particles (Zivin, Kotchen and Mansur 2014). The organisation where I am currently working is also being influenced by the CSR related facts. They have started taking care of the disposal such as disposing them at the appropriate place. They are also trying to keep the office premise tidy and clean in order to protect their employees safe from any bacterial effect. Confirmation Bias and Affect Bias are the two with which I was much related. Anchoring Bias, Saliency Bias and Risk Bias are the three with which I am least aware of. Anchoring Bias is the one bias, which is in high practice in my organisation. I was initially not aware of the different types of biases; however, the five biases outlined by the Kahneman et al (2011, cited in Johnson et al, 2014) let me understand that Anchoring Bias is in use in my organisation. It has mixed impacts on the overall performance of my company. The managers in my organisation are successful in making decision with the use of anchoring bias; however, it is also dislodging the faiths of employees on the management. Employees have least respect to the managers, which is indeed not a good sign for a progressive trend. There should be a balanced relationship between the managers and the employees. Force can make others to work but the same force can never stop many to stay with the organisation (Awadh and Alyahya 2013). Such circumstances would give birth to rebellion thoughts in significant numbers. Nevertheless, this is never good for an organisation no matter what the size of the organisation is that it has employees who have rebellion thoughts for their management (Palmer 2014). The role of a motivator has interested me a lot. I love to motivate others who are working under me. I have my own style of working, which is bit different to professional motivators. However, it is very much expected, as there can never be a same style of motivating role. Different people have different approaching styles, which also affect their motivational approach (Mller, Geraldi and Turner 2012). To some extent the team role profile that excites me a lot have its usefulness in my current role in my organisation. However, the scopes are limited because I am not working there as a professional motivating coach. My working domain is limited and so my work as a motivational coach. I am more related with the production team, which is why the role of motivator has very limited scope for me though I enjoy doing this. However, I spend some time with my friends and listen to their process related issues. I then try to resolve their issues with help from my understanding, which I have developed into me in my long time association with my organisation. I love this job because I get some time to interact with people, which is exciting to me. It is necessary to do such stuffs while being at the workplace. This helps release the work pressure to some extent (Newman 2012). I did learn a lot from the team role test. The test enabled me to go know insight of me, which I had never cared before. I never actually looked at things as such I did it now. There are some positive points in me, which I came to know after going through the role test. Some of such positives are honesty, respectful, kindness, energetic and hard worker. These all aspects are fruitful to any cause, which is why I think that I must continue with all the likes of such characteristics in me. I need to bring in some changes in me as well. I am very reserved, which makes things difficult for me to dissolve with my rest team members. Such thing should never be a part of life, as this would affect the team performance (Rajhans 2012). Friendly working atmosphere is of utmost importance for letting the team to success. Moreover, this would also help me progress with my tenure in my organisation. This is because sometime when there is a problem, it requires assistance of others. In my case, I would not be able to reach to anybody in my team seeking the required help. Learning agility is the one, which stood out to me. This is because it helps to build up the leadership quality in an individual. The leadership journey is very influencing as it guides to some necessary steps that truly affects the leadership construction in an individual. The research is very helpful in understanding the leadership journey. I am an employee; however, I have never ever thought of leadership status because I could not relate myself with it. The leadership journey has helped me know that it is very much gettable. The only thing is required is to be patient with the career progress. I need to explore many opportunities that are there in for me in my organisation. The research has helped me know few important aspects of a leadership journey such as learning agility at the different levels in life. Learning agility is something that encourages learning something and designing a position, which is presently beyond of reach; however, it can be attained with the help from the leadership journey graph (DeRue, Ashford and Myers 2012). The graph instructs on some other important points such as openness to experience, values experience etc. One of the challenges, which my organisation might face, is to maintain a highest standard of customer service while entering the blue ocean strategy. Blue ocean strategy refers to a new and uncontested market, which has never been thought before (Strategy 2015). For example, the introduction of Nano cars by Tata is a good example of blue ocean strategy (Singh and Srivastava 2012). Blue ocean strategy in my business case would look like a service firm that has its objective to give an utmost importance to customer service. My business firm is related to the marketing stuffs. My company do have clients who hire us for doing promotion. The blue ocean strategy for my firm would be to introduce a new format of promotional stunt, which had never been thought before. However, such strategy would remain in the blue ocean market for few moments. Once things start working well for the concept, other companies would also be attracted towards the concept. There is a requirement to maintain an utmost standard for the customer service, which would definitely depend on the way we interact to our clients and deliver the service. Eastern organisations are much more ethical than the western organisations. This can be understood in numerous ways. One of such example is of labour exploitation, which is higher in western countries. They exploit labours from the other parts of world. They pay less to the foreign labours; however, those labours do the same hard work as done by the local labours. They are also exploiting labours in other parts of world such as with their subsidiary branches. One of such example is of Unilever in Pakistan. The company had not paid the entire amount to the labours. Additionally, the company hired few part timers. They were made to work like full timers but they were treated as part timers while paying wages to them (Wilshaw et al. 2013). Additionally, they are not careful to the rivers, which they pollute with the wastages of manufacturing plants. Another such example is of drug, which the foreign companies use it for the business purpose. They purposefully add chemicals to drugs, whi ch should never been sold to the patients. Despite the fact, they are circulating such drugs just for the sake of business. The healthcare industry has become a good resource to business, which is benefitting the health care centres, the doctors, the Pharmacy companies and the administrative body of hospitals (Bagley 2012). Outsourcing has become a significant option for organisations across the globe. They have viewed this as a solution to cut down on the production cost. This is because outsourcing is available at the most cheaper rate in some developing countries such as India (Chang and Gurbaxani 2012). It has been a good experience with the outsourcing in my company. My company has outsources some of its marketing stuffs to third party companies in order to reduce the work pressure and enhance the customer service standard. It was a good learning experience. This is because it helped me learn a lot about the facts, which is related with the outsourcing business. There is a risk related with the customer service standard because parent companies do not have their direct control over the outsourcing companies. The communication gap because of the physical distances in between the company and the outsourcing firms is a major resource to poor service quality (Sharpe 2013). However, it was still outsourced few of the businesses because it helps in reducing the work pressure, which was growing on my company with the addition of new clients. There is an utmost requirement to facilitate an enhanced involvement in the outsourcing business. Yes, I agree but the process involved in the evaluation process is very different. This is because the working culture is different. The parameters more or less would remain the same with both kinds of evaluation; however, there must be little differences in some terms such as assimilating with the cultures. It is difficult to understand the working culture of other countries. For example, the working culture of Australia is very different to that of Japan. A manager working in Australia would have high freedom. The one would not be expected to be in formal attire strictly; however, in case of Japan, managers and other employees would require to be strictly within the formal attire (Bochner 2013). This discussion is very important to understand the difficulties that might come underway while evaluating the works of foreign managers. The different way of working would have different level of productivity, which is very difficult to understand before the performance review is done. Mor eover, performance review can be done in numerous ways such as quarterly and half-yearly. Mining, finance insurance and foods beverages are the three sectors where Australia could get the benefits from FDI. Foreign direct investment (FDI) is beneficial due to many reasons. This contributes in the betterment of different infrastructures, which are used for making investments on. This enhances the employability rate in the country. This is also a very good resource to the betterment of different industries, as this would generate the required funds for the respective sectors (Roy, Shah and Sharma 2017). FDI is beneficial from many perspectives; however, this is less beneficial when the Australian dollar becomes stronger. A stronger Australian dollar would mean a high return to the foreign investors; however, this would also mean a reduced return to Australia (Gorodnichenko, Svejnar and Terrell 2014). FDI has many benefits in the local country. One of such benefits is the employability, which has become a global challenge. An incrementing FDI in the local country gives boost to the employability. It also improves the economy as it explores the hidden opportunity such as the mining industry in Australia (Gorodnichenko, Svejnar and Terrell 2014). The long term effects of a country, which is trying to restrict the outflows of FDI is the betterment of economy, high returns on the investments and an elevated investment in the different industrial sector (Roy, Shah and Sharma 2017). References Awadh, A.M. and Alyahya, M.S., 2013. Impact of organizational culture on employee performance.International Review of Management and Business Research,2(1), p. Bagley, B., 2012. Drug trafficking and organized crime in the Americas.Woodrow Wilson Center Update of the Americas. Bochner, S. ed., 2013.Cultures in contact: Studies in cross-cultural interaction(Vol. 1). Elsevier. Chang, Y.B. and Gurbaxani, V., 2012. Information technology outsourcing, knowledge transfer, and firm productivity: An empirical analysis.MIS quarterly,36(4). DeRue, D.S., Ashford, S.J. and Myers, C.G., 2012. Learning agility: In search of conceptual clarity and theoretical grounding.Industrial and Organizational Psychology,5(3), pp.258-279. Gorodnichenko, Y., Svejnar, J. and Terrell, K., 2014. When does FDI have positive spillovers? Evidence from 17 transition market economies.Journal of Comparative Economics,42(4), pp.954-969. Mller, R., Geraldi, J. and Turner, J.R., 2012. Relationships between leadership and success in different types of project complexities.IEEE Transactions on Engineering Management,59(1), pp.77-90. Newman, K.S., 2012. The great recession and the pressure on workplace rights.Chi.-Kent L. Rev.,88, p.529. Palmer, C.A., 2014.Freedom's Children: The 1938 Labor Rebellion and the Birth of Modern Jamaica. UNC Press Books. Rajhans, K., 2012. Effective organizational communication: A key to employee motivation and performance.Interscience Management Review,2(2), pp.81-85. Roy, A., Shah, M. and Sharma, R., 2017. Need for Foreign Investment.Journal of Accounting, Finance Marketing Technology,1(1), pp.18-21. Sharpe, D., 2013. Why the resistance to statistical innovations? Bridging the communication gap.Psychological methods,18(4), p.572. Singh, S. and Srivastava, P., 2012. The turnaround of Tata Nano: reinventing the wheel.Vision,16(1), pp.45-52. Strategy, B.O., 2015. Blue Ocean Strategy. Walmsley, D.J. and Lewis, G.J., 2014.People and environment: Behavioural approaches in human geography. Routledge. Wilshaw, R., Unger, L., Quynh, C.D. and Thu, T.P., 2013. Labour Rights in Unilever's Supply Chain: From compliance to good practice. An Oxfam study of labour issues in Unilever's Viet Nam operations and supply chain.Oxfam Policy and Practice: Private Sector,10(1), pp.1-108. Zivin, J.S.G., Kotchen, M.J. and Mansur, E.T., 2014. Spatial and temporal heterogeneity of marginal emissions: Implications for electric cars and other electricity-shifting policies.Journal of Economic Behavior Organization,107, pp.248-268.