Escolar Documentos
Profissional Documentos
Cultura Documentos
In
Trans-cultural
Organisation
BYAAKASH KHANDELWAL (2012-IPG001)
ANSHIKA SINGH (2012-IPG017)
HIMANSHU MEENA (2012-IPG043)
SHUBHANKIT NIGAM (2015-MBA011)
FEATURES :
Makes decisions from a global perspective
Includes managers from many countries
Based on ideas contributed by people representing a variety of cultures
Decisions that are the outcome of a transnational HRM system balance
uniformity with flexibility.
Cultural
Intercou
nty
differenc
es
influenci
ng HR
practices
globally.
Economic
Legal
Cultural Issues
Communitys set of shared assumptions about how the world works
and what ideals are worth striving for.
Culture can greatly affect a countrys laws.
Culture influences what people value, so it affects peoples economic
systems and efforts to invest in education.
Culture often determines the effectiveness of various HRM practices.
Cultural characteristics influence the ways members of an organization
behave toward one another as well as their attitudes toward various HRM
practices.
Cultural differences can affect how people communicate and how they
coordinate their activities.
Cultural Issues
Waiting to be recognized
Economic Issues
Employers going abroad must be familiar with the labor law systems in
the countries they are entering
Managing globally also requires monitoring political risks. Political risks
are any governmental actions or politically motivated events that could
adversely affect the long run profitability or value of the firm.
The countrys laws often dictate the requirements for HRM practices:
training, compensation, hiring, firing, and layoffs.
An organization that expands internationally must gain expertise in the
host countrys legal requirements and ways of dealing with its legal
system.
Organizations will hire one or more host- country nationals to help in the
process
in an International
Workforce
Employees in an International
Workforce
Managing Expatriates :
Selection
Expatriate managers need technical competence in the area of
operations.
In addition, many other skills are necessary to be successful in an
overseas assignment:
Managing Expatriates :
Preparation
Personality
Personal
Intentions
Family
Pressures
Why
Expatriate
Assignments
Fail
Inability to
Cope
with
Overseas
Responsibilit
ies
Lack of
Cultural
Skills
Careful Screening
Helping Expatriate
Assignments Succeed
Improved Orientation
Cultural and Language
Training
Improved Benefits
Packages
LITERATURE
REVIEW
Examples
Problems Encountered
With Workplace Culture
Cultural Diversity
Problems Encountered
With Workplace Culture
Religion
Problems Encountered
With Workplace Culture
Conflict Resolution
Cultural Awareness
When Google founders Sergey Brin and Larry Page visited India a few years
ago,
they reportedly came across as college backpackers.
They just seemed too informal, given their responsibilities for managing
Google. Their experience illustrates the fact that countries differ widely in
their cultures in other words, in the basic values their citizens adhere to,
and in how these values manifest themselves in the
nations arts, social programs, and ways of doing things.
For example, in a study of about 330 managers from Hong Kong, Mainland
China, and the United States The U.S. managers tended to be most concerned with getting the job done.
Chinese managers were most concerned with maintaining a harmonious
Power
Distance
Uncertainty
Avoidance
Masculinity
Long Term
Orientation
Implement the
international HR
system and
practices,
such as by
allocating
adequate
resources
Develop the
international
HR
system, such
as by
forming
global
networks
THANK
S!
Any
questions?