HRMT20025 - IHRM Policies for Culture Shock: Coca-Cola Case Study

This essay defines 'culture shock' and discusses International Human Resource Management (IHRM) policies and practices used to manage it, highlighting the importance of cultural awareness and training for expatriate employees. It emphasizes how unmanaged culture shock can negatively impact an employee's motivation and performance, while cultural training, communication skills, and empathy can aid in adjustment. The essay uses Coca-Cola as an example of a company that effectively manages culture shock by appreciating diverse cultures, fostering self-awareness among employees, and providing resources like 'Welcome Packs' to help employees adapt to new environments. Open communication, involvement in organizational life, and ongoing support are also crucial for successful integration and performance. The essay concludes that managing culture shock is essential for maintaining employee motivation and avoiding conflict in globalized organizations.

Running head: INTERNATIONAL HUMAN RESOURCE MANAGEMENT
International Human Resource Management
Name of the student
Name of the University
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Introduction
International Human Resource Management (IHRM) is indicative of the problems
pertaining to human resources in relation to the multinational firms within the ambit of
foreign subsidiaries. It mainly talks about the relationships in between organizational
activities and that of foreign environment in which the organisation works. It refers to the
work systems of the organisations along with that of employment practice. It concerns itself
with the individual and collective aspect in relation to the management of people. This essay
discusses about culture shock and the policies that are used by international human resource
management to deal with the different kinds of management problems. Culture shock is
indicative of the experience that a person has to face when he moves to a different cultural
environment from his own. This essay elaborates in great length regarding the practices that
are used by Coca Cola in managing the issue pertaining to “culture shock”.
Discussion
In the event of the culture shock not being managed in the right direction the work
skills of an individual suffer. The cultures differences often makes it difficult for the
employees to provide effective performance for the team. It is found that if the expat
employee cannot adjust with other colleagues in organization then he might lose the
motivation to work. The employee will undergo workplace stress that will effectively reduce
the value of that employee within the company. In the event of an expat employee being
culturally aware he would be able to think about the cultural limitations that exist beyond that
of his or her own. Cultural training emphasizes the features of business culture within the
ambit of host country (Vance and Paik, 2014). Communication styles along with etiquettes
can be conveyed with the help of cultural training. The family members of expat can be
familiarized regarding life style along with that of local culture that can effectively help the
expat in dealing with the issue of culture shock. The expat employee can enjoy a more
fulfilling life in the new country if he is imparted with teachings pertaining to standard of
behaviour within the ambit of host society (Cavusgil et al., 2014).
The department of human resources in an organization should be able to make the
necessary arrangements that can help the expat in working flexibly along with other
nationalities of the team. The various kinds of the working styles that are existing in an
organization can successfully help an expat employee in the matter of adjustment. National
culture is found to be different from foreign culture in the aspects of communication

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behaviour, self-categorization and the way information is revealed to the people. The human
resources manager who is working at the international level should have the ability to adjust
to cross-cultural communication skills which can develop cultural empathy in the expat
(Presbitero, 2016) Cultural empathy will prove to be immensely useful in avoiding conflict
within the organization. It is the responsibility of the human resources management to
properly introduce the expat staffs so that they can work comfortably with that of the new
people. Right amount of time should be allotted so that it can help him in knowing other
people who would work with him before he starts the work.
Coca Cola can be termed as an international company that has managed to create a
distinct position of itself within the world. Branding and smart marketing is responsible for
the achievement of the company. Culture shock has been managed by Coca Cola by the
appreciation of culture of the people who belong to the different culture. It is important that
the expat employee develops the faculty of self-awareness and reflection so that he can gai a
deep perspective about the reason why some things are different. The human resources of
Coca Cola is responsible for providing empathy to workers so that they can adjust in the new
environment (Naeem, Nadeem and Khan, 2015). The new kind of working style of the expat
employee should be understood. The atmosphere should be such within the organization that
the employees can built rapport with each other. This can help the new employee to maintain
good relationship with the other employees of the organization. The department of that of
human resources recruits the employees in such a manner who can adjust to the new cultural
norms. It can be said that abiding by that of the core organizational values can help
employees who are from the new culture to successfully adjust to the new kind of working
environment (Gunn, 2017). A deduction can be made that cultures are acquired and the
management laying emphasis on that of core values can be of great benefit for the employees
in adjusting to the new kind of working environment (Graen & Grace, 2015).
Necessary steps are taken by Coca Cola in order to make sure that certain kind of
information has been provided to the employee before they go to work in the new place.
“Welcome Pack” that is built along with the line manager who is working at home can be of
great boon for the expat employees (Cranston, 2016) It is the responsibility of department of
human resources to provide information in relation to the changes in legislative industry and
the specific developments pertaining to the organizational culture that can help him in
adjusting comfortably within that of the new culture (Hiratsuka, Suzuki & Pusina, 2016) It is
often found that the employees bring invaluable insight and that of first-hand experience. A

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great deal of time is spent on the new employees so that they feel comfortable in sharing their
experiences by taking recourse to which the whole organization can learn. A cordial meeting
in between HR Representative and the new employee can help in setting the stage for the
perfect platform (Knies et al., 2015) The expat employees can be involved in different aspects
of that of the organizational life so that they can adjust within new environment. Social
functions can be attended by the employee and his/her partner that can prove to be of great
help in removing the barriers in relation to culture shock (Zein, 2016). On the occasion of an
employee feeling that they are an important part of the organization it will be seen that they
will be able to deliver superior performance in the organization.
The expectations pertaining to the organization should be communicated to the
employees at the outset so that they can work in that direction. Human Resources
Management should play a pivotal role in making such kind of life adjustments that can
encourage the employees within the organization (Martin, 2014). The employees being kept
informed at all the different stages can help them in adjusting to the new kind of
environment. Follow-up meeting can be of great help and they can be scheduled after some
months so that it can help the organization (Klüppel, Pierce & Snyder, 2017) Meeting can
prove to be of great help in revealing the problems pertaining to different kinds of issues.
National cultural difference is responsible for creating conflict in an organization
specially within the parameter of the globalized world. On the occasion of it being found that
the employees cannot adjust to the fundamental values then it can give rise to conflict within
the parameter of the organization. Person-organization fit can be of crucial importance for an
organization to be successful (Sayles, 2017) Helping the expat employees in the field of
language training can help them in the proper understanding of organizational values.
Conclusion:
It is found that if the culture shock is not managed along the right direction then an
employee can lose motivation. Cultural training can help in highlighting on the significant
features in relation to organizational culture. Familiarization with that of the family members
can help the employees in the matter of life style and local culture. Open communication can
be encouraged in between the employees that can assist them in knowing regarding the aims
of the organization.

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