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The Importance of Cultural Theories for International HRM

   

Added on  2020-05-04

4 Pages1393 Words80 Views
First part:Reflecting on the importance of cultural theories for IHRM (approx 1000 words).Reflect on HRM policies variation across Countries and how Cultural Theories might play a roleFollow up the lecture topic by reading the recommended texts and articles -as specified in your hello.doc - and THEN reflect on why HRM practice varies worldwide:a)-present REAL and up-to-date HRM data on HR policies and practices used across the world,(you can look at any countries/regions andat any HRM functions, be it recruitment and selection; employee development, employee relations etc...) proceeding from reliable international DATASETS(e.g. CRANET; UNCTAD; OECD; ILO)and international ACADEMIC journals. The focus here is on differences than can be attributed to cultural differences- see below.Writing (answer)There are a large number of factors that are usually responsible for influencing g the HRM practices and policies of different countries at different regions. These factors are that of social, economic, cultural and political factors as well. Due to the large scale globalization, there is flexibility among the human resource management across countries, but the cultural norms however tend to limit them. It is said that the industrial relations and policies often tend to change within the context of a particular country (Jackson et al 2013). There are mainly three important perspectives that arise out of the cultural cognitive pillar; they are the convergence, divergence and the crossvergence. Religion is one of the major differences that influence the HR managers in taking decisions who have to manage people from a widely diverse cultural background. The term cultural polarization opposes the concept of cultural homogenization which says that the western countries like Australia, Canada, USA show a strong similarity in the HRM practices due to their strong anglo cultural roots. Cross vergence must be inculcated in each and every work organization as it defines fair organizational practice and helps in avoiding nepotism. The differences are only present in the minds of people, their values and their principles. As far as Germany is

concerned, there were differences in the organization of certain manufacturing units that were applicable for a certain society only. Hostile takeovers are however common in France but it remains absent in Germany. This is because of the fact that there are the cross share holding and regulatory regimes present in Germany. The HRM policies that might work out well in one country may not be very much useful in the other. For instance the pay for performance of the employees is very much effective in the unitedkingdom but is not very significant in other country. Similarly the quality circle programis prominent in Japan, whereas it is not very prevalent in any other country. Different countries have different cultural and social set up and those influences and forms different HRM policies. Like, Japanese companies usually spend huge money on the social activities. This is relevant from the fact that Japan has the policy of life time employment that is totally absent in USA. Another distinct feature see in the HRM policy of France is that of Adoption leave policy (Xing et al 2016). This policy gives the French workers a leave from work for adopting children of up to 18years of age. Apart from this, the HRM policy also provides a working hour of 35hours per week which is different from rest of Europe because of the fact that the French people are very muchspecific in nature (Jackson et al 2013). They also enjoy five weeks of holiday per year which forms a very important part of the French HRM policy. Another very recent trend that France has brought in its HRM policy is providing equal opportunities to all the employees irrespective of their disabilities as well (Do et al 2016). The HRM policies of France are made keeping in mind strict attachment with the culture and environment of France. REFLECT And DISCUSS: What are the implications of cultural theories for IHRM practice?Can you explain/discuss the HRM differences presented earlier by using cultural theories? Try to back up your discussion with academic literature (e.g.Hofstede's; Paik et al's paper, special focus on Table 1).Please note: No need to 'describe' Hofstede's theory in great length; awareness and knowledge will be demonstrated by competent applicationandintegration with the HRM analysis.Writing (answer)As per the theory of Hofstede there are almost six dimensions of culture that can in influence the International human resources management policy in all the places. They

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