The mission statement has always been "Your Career Partner" and it has over 30,000 members in 28 national sections of the CILT across the world. Through its national councils and sections around the globe, it offers information, guidance, forecasts, scientific knowledge, and educational courses with qualifying examinations, seminars, conventions, constructive partnerships, professional development and many kinds of assistance. It had classified the branches into groups and regions for good and easy governance. The network contact is in more than 50 countries.
Her Royal Highness, The Princess Royal, the Institute's patron, takes great interest in CILT's activities. Organisation has Vice President for Supply Chain Innovation at the International Consultancy, Solving International, and Chairman and Chief Executive at the topmost level, who had been functioning mostly in an authoritarian style. The organisation has a very high international profile, even though it had not been easy for it to build it up. Its management had always been of the best quality and they hire people from very well known organisations like Price water Coopers, who already have tremendous experience of running international giants. In spite of it, it had been facing management crises for sometime now, with new areas to make unprecedented moves and decisions opening up all the time.
It had been, no doubt the authoritarian style of management and the decisions were always taken by the topmost authorities, with the expectation that the lower ranks would fall in line with those decisions, and it had been happening so. But now with the changed circumstances, even organisations like Price Water Coopers are facing enormous problems due to culture clash and diverse organisational set-ups and conflicting working environments and mostly, they avoid these problems by taking local people as partners in the company and interfering in the company matters as less as possible. The main area where research should be done and conclusions to be drawn is communication that leaves much desired. "While the effect of communication apprehension on a multitude of psychological and performance variables has been studied in many other disciplines, it has not been extensively examined by sales researchers" http://www.apmforum.com/emerald/cross-cultural-management.htm
The international organisations have noticed that employing local people had always been not the best of the alternatives. But under the circumstances, there is no other better alternative. People representing different cultures and countries, speaking languages other than English, being used to different working environments have posed a challenge to the working style and management ways of these organisations. It had not been very easy for the said organisation to get over the barriers and come into terms with the frustratingly diverse ways of local employees. This in spite of CILT being an international player for a long time, and that has not helped enormously. Values, beliefs, business dealings, conversation, language, ways of discussion and decisions, interactions, food habits, all are different and cultures