HRMT20025 Term 1 2018: IHRM Policies to Manage Culture Shock

This essay explores the concept of culture shock and the role of International Human Resource Management (IHRM) in mitigating its effects within multinational organizations. It emphasizes the importance of cultural awareness, training, and flexible work arrangements for expatriates. The essay further discusses how Coca-Cola effectively manages culture shock by fostering self-awareness, providing empathy, and promoting open communication. Key strategies include language training, involving expat employees in organizational activities, and maintaining consistent follow-up meetings. By aligning organizational values and addressing language barriers, Coca-Cola ensures that employees feel connected and perform optimally, ultimately contributing to the company's global success. Desklib offers a wide range of solved assignments and study resources for students.

Running head: INTERNATIONAL HUMAN RESOURCE MANAGEMENT
International Human Resource Management
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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-

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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

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they can share their experiences with the help of which the entire organization can learn. Good
platform is provided owing to meeting between that of the HR representative and that of the new
employee. The Human Resources management of Coca Cola involves the expat employees in
various aspects of that of the organizational life that can help them in adjusting to the new
environment. The employees along with their partners can be invited to the social functions
along with events that can help them in overcoming the effects pertaining to culture shock. This
will make them feel as if they are an integral part of the organization and they will be able to
work in an efficient manner (Thomas, 2017).
It is important to maintain open communication with that of the employees so that it can
help them in knowing about the expectations of the organization. The human resources
management of Coca Cola help the employees in making the appropriate life adjustments and
keeps them informed at all stages. A follow-up meeting can prove to be of immense help and
they should be scheduled after every 3 months in between the HR and the employee (Selmer &
Lauring, 2015) This meeting can prove to be beneficial for both the parties involved. It can help
the employees in voicing their concerns regarding issues in relation to the repatriation. It can
help the human resources in averting loss of that of highly skilled employees.
National cultural differences are an aspect that creates conflict within the organizations
pertaining to the globalized world. The corporate culture can vary on that of two levels:
organizational values along with pattern of organization. It is found that if the employees within
an organization cannot agree with that of the fundamental values of an organization then it can
create conflict in between the employees. Person-organization fit is crucial for the success of an
organization (Punnett, 2015). The human resources management of Coca Cola takes effective
steps so that the individual members feel connected to that of the organization and it helps them
in performing at an optimal level. The human resources management of Coca Cola helps the
expat employees in the arena of language training that can help them in understanding the
organizational values in a better manner (Kassar, Rouhana & Lythreatis, 2015). It is of extreme
importance that everyone in the organization should learn the techniques pertaining to working
through the language barriers so that the employees can serve the organization in a better manner

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Conclusion:
It can be concluded that the improper management of culture shock can pave the path for
loss of motivation of the worker. The human resources management can carry out cultural
training that can highlight on the important features in relation to that of business culture. The
human resources management should familiarize the family members of the expat employee in
the arenas of lifestyle along with that of local culture that can help them in dealing with the issue
of culture shock. The human resources management of Coca Cola communicates to the
employees regarding the changes pertaining to legislative industry and other important details
regarding the development in an organization. Open communication is fostered between the
employees that can help them in knowing about the goals of the organization. The human
resources management pertaining to Coca Cola helps the employees in making life adjustments
and keeping them informed helps them in overcoming culture-shock.

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References:
Clark, G. L., Gertler, M. S., & Whiteman, J. E. (2017). Regional dynamics: studies in adjustment
theory. Routledge.
Davies, S., Kraeh, A., & Froese, F. (2015). Burden or support? The influence of partner
nationality on expatriate cross-cultural adjustment. Journal of Global Mobility, 3(2), 169-
182.
Fitzpatrick, F. (2017). Taking the “culture” out of “culture shock”–a critical review of literature
on cross-cultural adjustment in international relocation. critical perspectives on
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Goldstein, S. B., & Keller, S. R. (2015). US college students’ lay theories of culture
shock. International Journal of Intercultural Relations, 47, 187-194.
Kassar, A. N., Rouhana, A., & Lythreatis, S. (2015). Cross-cultural training: its effects on the
satisfaction and turnover of expatriate employees. SAM Advanced Management
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Martin, G. C. (2014). The effects of cultural diversity in the workplace. Journal of Diversity
Management (Online), 9(2), 89.
Naeem, A., Nadeem, A. B., & Khan, I. U. (2015). Culture Shock and Its effects on
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Punnett, B. J. (2015). International perspectives on organizational behavior and human
resource management. Routledge.
Selmer, J., & Lauring, J. (2015). Host country language ability and expatriate adjustment: The
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Thomas, E. (2017). Globalisation, cultural diversity and teacher education. In Globalisation,
education and culture shock (pp. 152-170). Routledge.

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Van Dyne, L., Ang, S., & Tan, M. L. (2017). Cultural intelligence. Oxford University Press.