Managing Culture Shock: Policies and Practices of Coca Cola

Running head: INTERNATIONAL HUMAN RESOURCE MANAGEMENT
International Human Resource Management
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1INTERNATIONAL HUMAN RESOURCE MANAGEMENT
Introduction
International Human Resource Management (IHRM) deals with the problems related to
human resources pertaining to the multinational firms within foreign subsidiaries. It primarily
deals with the relationships between that of HRM activities in the organizations and foreign
environment within which the organization operate. It is inclusive of the work systems of the
firms and the employment practices. It deals with both the individual along with the collective
aspect pertaining to people management. This essay deals with culture shock and the policies and
practices that can be undertaken by international human resource management so that it can
successfully deal with it. Culture shock refers to the experience that a person has when he moves
to a cultural environment that is different as compared to that of one’s own. Culture shock is
indicative of an experience when an individual has to move into a cultural environment that is
different from his own. This essay analyses the policies and practices of Coca Cola that has
helped it in managing “culture shock”.
Discussion
It is found that if culture shock is not managed in the proper manner then the work skills
of an individual become unusable on account of the cultural differences. In the event of an expat
not being able to get along with other colleagues then he will lose his motivation of working. He
will feel workplace stress and it would reduce the value of the individual in front of the
company. Cultural awareness can help in making the expat think about the cultural limitations
beyond his/her own. Cultural training helps in emphasizing on the features pertaining to the
business culture of the host countries like that of communication styles and etiquettes
(Fitzpatrick, 2017). Familiarizing the family members of the expat in the arenas of lifestyle and
other local culture can prove to be an effective step in helping the expats to deal with the culture
shock. This can help them in having a more fulfilling life within the new country by imparting to
them teachings regarding standard of behavior within the host society.
The human resources should make arrangements so that the expat can work in a flexible
manner with the people of other nationalities within the team. The human resources in an
organization should appreciate the different kind of working styles that will help the expat in
successfully adjusting to the situation. The national culture differ from that of the foreign culture
in terms of communication behavior, disclosing of information along with that of self-

2INTERNATIONAL HUMAN RESOURCE MANAGEMENT
categorization (Naeem, Nadeem & Khan, 2015). The expat human resources manager should be
able to adapt to the cross-cultural communication skills that can help the expat in having cultural
empathy so that he can avoid the work place conflict. It can pave the way for augmenting the
work performance of the expat employee. The human resources management should introduce
the expat staffs in the proper manner so that it can help him in working with the new people.
Proper amount of time should be kept so that he can know the other people working with him
before starting with the work (Goldstein & Keller, 2015)
Coco- Cola is an international company that has managed to maintain its standing in the
top of industry. The success of the company is on account of the branding along with smart
marketing of the company. Coco Cola has managed to handle the issue of culture shock by
understanding and appreciating the culture of the people belonging to the different culture. Self-
awareness along with reflection helps the employee in getting deeper perspective regarding why
some of the things are different (Van Dyne, Ang & Tan, 2017). The human resources
management of Coca Cola has played an important part in providing empathy to the workers that
can help them in successfully adjusting to the new environment. Tolerance to that of the new
working style along with culture of the expat worker can play an effective step in building
rapport and maintaining relationships with the employees (Martin, 2014). Human resources
management of Coca Cola recruits employees who would be able to accept the new cultural
norms. Adherence to the core values pertaining to official communication can prove to be an
important step in managing the organizational culture It has been seen that cultures are learned
and the mangers in Coca-Cola communicate about the core values of the company that can help
the employees from the new culture to adjust to the new working environment (Clark, Gertler &
Whiteman, 2017).
Coca- Cola takes steps so that specific information is provided to the employees before
their return. A “welcome pack” can be built in line with the line manager of the employee at
home in order to help the expat employee. The human resources management of Coca Cola takes
steps to communicate about the legislative industry change, organogram and details regarding
the organizational developments so that he can work comfortably in the new culture (Davies,
Kraeh & Froese, 2015). The employees bring along with them invaluable insight along with first-
hand experience. The human resources of Coca Cola sets apart sufficient amount of time so that