Globalisation is occurring at a fast and accelerating rate. Over the past decade foreign direct investment has grown three times faster than world trade and four times faster than world output. Over the past quarter century the number of countries operating without exchange controls affecting the import of goods and services has increased more than five fold. These developments have led many organizations to assume that the historical cultural differences which existed between the territories in which they operate are less marked, and less important than they once were. As the markets for their goods and services becomes increasingly global, so too do the needs and aspirations of the employees who produce and deliver these goods and services. Companies increasingly structure themselves around global business units rather than national organizations, and seek to enhance employee commitment to and identification with the goals and objectives of transnational units rather than the traditions and bonds of bounded country fiefdoms. Technological innovation, new product markets and a diverse workforce have increased the need for companies to re-examine how their training practices contribute to learning. The need for globalisation emanates from the quest of organisations for larger market share, low cost production and sourcing of skilled workforce. Ethical consideration and work practices must result in the greatest good for the largest number of people. Employment practices must therefore respect the basic human rights of privacy, due process, consent and free speech. Finally managers must treat employees and customers equitably and fairly. / Thesis (MBA)-University of KwaZulu-Natal, 2005.