Introduction
The internationalization and the globalization have changed the business strategies from trading, exporting and investing to the incorporation of the alliances, managements, business activities and operations. The transformation is resulted in the impacts and affects the human resources and management practices. Now, the firms have the employees from different countries of the world. The global workers are mainly categorized into three types include host country employees, expatriates and third country nationals (Sims & Schraeder, 2005). The paper is going to argue about the pros and cons of the global talent and supporting the restrictions from the U.S. federal legislation for the quota for high skilled workers.
Pros and cons to attracting global talent
Attracting global talent is one of the critical issues in contemporary world. The human resource is one of the important aspects for the organizations in the competitive world and the companies are involved in attracting the most skilled and talented workers from the global labor market.
Attracting global talent is very significant for the firms, mainly for the multinational firms to retain the best employees and achieve the competitive advantage. The study has stated that the efficiency of the organizations is increased with attracting global talent and skilled labors as it results in the diversity within the organization (British Columbia, 2016). In contrast, it is also argued that the diversity results in high discrimination.
In addition, the competition for the local as well as international firms is increasing with the growing trend of globalization of the talent. The globally diverse workplace possesses the employees having different languages and cultural backgrounds that directly impacts on the culture and norms of the organization that is mainly based on the culture of the origin or the host country. The differences in the culture and the language reduce the internal communication and the lack of communication results in the conflicts and misunderstandings, though, the global communication increases (Brett, Behfar, & Kern, 2006). The study has argued that the demand of the global talent for the high skilled work place is resulting in the joblessness and redundancy. It means that when the companies are more willing to hire the most talented employees from the international market, the talent and skills of their own countries are being avoided and it results in the high unemployment and idleness.
The above arguments and opinions show that the global talent attraction and hiring is both advantageous and disadvantageous, however, the joblessness factor shows that the global talent is directly disadvantageous for the economic factors of the country. Further, the lack of communication among the workers internally can also cause various issues and problems.
Let’s have an example of the managers from America in Japan that was sent to built customer data based system in Japan from U.S. and she explained various cross cultural problems working in the Japanese organization and identified that the cross cultural differences impacts on the communication pattern and results in conflicts (Grundling, 1999).
U.S. federal legislation restrict for the quota for high-skilled workers
The study has argued that restrictions for the immigrations and quota for the high skilled workers in the organizations should not be restricted by the U.S. federal legislation. According to the study, economically it is senseless to restrict the high skilled workers quota. The study called it as the discrimination in the manner to restrict the international and immigrant individuals to work in the workplaces of the United States; however, the discrimination from the side of the employer is banned in U.S. (Bier, 2012; Arman & Aycan, 2013).
Another study has stated that the globalization has been found as beneficial for the United States as its own talent, individuals, music, art and the businesses have become the attraction for the people in the other economies and emerging countries of the world. Another study has stated that the restrictions for high skilled quota would not work unless and until, there is a well designed and developed system for the immigrants. It has found that the current system for the immigrants and the other country nationals is not beneficial. It has added that the immigration system must be developed based on the economic needs of the country (Business Forward, 2013).
In line with these arguments and analysis, the point of view of this study stands along with that U.S. should restrict for the quota for the high skilled labors and workers. The lack of regulations and restrictions result in the high liberalism in the marketplace that directly impacts on the culture and practices of the organization and impacts on the economics of the country. The well planned and well designed regulations are needed in the United States for the better economic conditions in the country. The economic conditions will be improved; mainly the employment issue of U.S. will be resolved.
Let’s have an example of Japan, where, the employers are restricted and the market is coordinated. The companies and organizations there are restricted to hire the local employees for long life employment and even pay high wages (Vo, 2009). Although, some companies have transformed their practices in Japan, however, the overall system has been maintained. The impacts of the employers’ restrictions are positive as the unemployment rate in Japan is very low. Despite of this, the rate of unemployment has been increased in UK because of the lack of control of the federal legislations and regulations on the organizations and employers. The rate of turnover is very high in UK as the companies always search for the highest skilled and talented employees (OECD, n.d.).
The examples show that the restrictions from the federal legislations are important to improve the employment within the country, where, the free market is facing high unemployment, where, the unemployment is one of the important factors of economy that directly impacts the consumer confidence. It means that the restrictions will be beneficial economically.
Conclusion
It is concluded from the analysis, argument and discussion that the quota for high skilled labor should be restricted by the U.S. Federal Legislation as though, the global talent is advantageous, however, the quota for high skilled labors for the immigrants and other country nationals is resulted in the high unemployment in the countries. Although, it is good for the countries to be free market for the foreign investments, however, the restrictions for the employments and the wages laws are important to improve the labor market of the country, otherwise, the U.S. will continue to face the rising and the high unemployment rate because of the de-motivation and discouragement among the local workers.
References
Arman, G., & Aycan, Z. (2013). Host country nationals' attitudes toward expatriates: development of a measure†. The International Journal of Human Resource Management, 24(15), 2927-2947.
Bier, D. (2012). High-Skilled Immigration Restrictions Are Economically Senseless. Retrieved March 21, 2016, from http://www.forbes.com/sites/realspin/2012/07/22/high-skilled-immigration-restrictions-are-economically-senseless/#3db9c3d8465e
Brett, J, Behfar, K & Kern, M, C, (2006). Managing Multicultural Teams. Retrieved March 21, 2016, from https://hbr.org/2006/11/managing-multicultural-teams
British Columbia. (2016). Why Hire Internationally Trained Workers. Retrieved March 21, 2016, from https://www.welcomebc.ca/Employer-Resources/Hire-Internationally-Trained-Workers/Why-Hire-Internationally-Trained-Workers
Business Forward. (2013). The Business Case for Immigration Reform Part 2: High-skilled workers. Retrieved March 21, 2016, from http://www.businessfwd.org/Immigration_High_Skilled_APR_16.pdf
Gundling, E. (1999). Communicating with Japanese in business “. JETRO Tôkyô.
OECD. (n.d.). Chapter 3: The Public Employment Service in Japan, Norway, Spain, and UK. Retrieved March 21, 2016, from http://www.oecd.org/els/emp/2485484.pdf
Sims, R. H., & Schraeder, M. (2005). Expatriate compensation: An exploratory review of salient contextual factors and common practices. Career Development International, 10(2), 98-108.
Vo, A. N. (2009). Career development for host country nationals: A case of American and Japanese multinational companies in Vietnam. The International Journal of Human Resource Management, 20(6), 1402-1420.
