organizations many rewards in several different levels, and well managed, the organizations can counterbalance the possible problematic aspects that exist, providing these organizations with an adjusted structure that can change the business into a prosperous enterprise operating in a worldwide stage (Mennis & Sauvant, 2006).
Transnational organizations are flexible in many areas, such as business working hours, language of service, and market penetration among others. Given that the globe operate in different time zones, companies that function in other parts of the world service 24hours by tactically functioning in specific time zones thus increasing customer service levels. Personnel employed in the host country, know the language, and become part of the host culture. Consequently, the organization therefore gets an opportunity of extending its current market by selling its products and services in that host country (Moore, 2005).
Diversity in the labor force equips the organizations with the experience and tools necessary to sell products internationally. This diversity not only brings in an enlargement in customer scope by growing the number of languages the company can service, but also equips it with experience in how to handle cultural variations among its client. Possessing this insight of managing diversity in language, provides firms with a competitive gain over industries that have only competed in home markets that cultural diversity may be absence. Finally, advancement in information technology in an organization gives it an upper hand to penetrate into international markets.
Existence of global transnational corporations leads to a number of problems and shortcomings. Big corporations tend to pull wealth from establishing communities and localize it in localities where the corporation is centered. This can make the less central communities poor, mostly in unindustrialized nations. In contrast to small, local businesses, that recirculate both