Cross-Cultural Human Resources Management - 2330 Words

Cross-Cultural Human Resources Management Abstract: As human resources management and organizational culture are closely related, it is very meaningful to study human resource management from the cultural and cross-cultural perspective. Effective management of cross cultural human resources is the guarantee of Chinese enterprises running successfully under cross cultural background and region. The article concerns that the following aspects should be understanding of the cross-cultural human resources management. Key words: cross-cultural human resources management capability 1 Introduction Now the world is experiencing the unprecedented political reorganization and the international economy order which changes day by day. This†¦show more content†¦The definition of culture in the United States Lang Man Modern English dictionary is artistry of the thought and other activities as well as their production. These definitions are too general and broad. We should study at the point of business management to explore the narrow, more specially cultural essence and the essential factor. The well-known American expert Etal, in the study of organizational behavior, gives the definition to culture. Culture is a set of basic assumptions of the model discovered by a special crowd, when they learned how to adapt to the outside world and solve the problem of the internal integrity. And this set of pattern continuously operates well and is regarded effective. Thus it is treated as an correct way to teach the new members who join this crowd in the sensation, pondering and feeli ng. As human resources management and organizational culture are closely related, it is very meaningful to study human resource management from the cultural and cross-cultural perspective. Seeing from the perspective of human resource management separately, human resource management will tend to take an unified internal position. Its basic requirement is to organize members to work together for the common interests and exclude the effects of the conflict, and so as to the achievement of common goals. But it is often a matter of wishful thinking. There is often a strong unifying cultureShow MoreRelatedInternational Human Resource Management: Determining the Strategies for Effective Cross-Cultural Training2944 Words   |  12 PagesThe internationalization of human resource management has increased the scope of traditional HRM. Today, HR practitioners not only manage people from their home country, but one that involve managing many diverse nationalities, with which the culture of staff and employees are already well-known or predicted. Companies start business within their country of origin and staff are hired from within that country. However, with the arrival of glob alization and the shift from industrial to informationRead MoreGlobal Partnerships : The World Markets Today Are Full Of International Partnerships1156 Words   |  5 Pagescustoms. Moreover, cross-cultural partnerships succeed because human resources (HR) have a hand in providing relative information to corporate management in candidate selection. All in all, organizations must analyze factors that drive companies to international alliances, HR contributes sound advice to the executive management team before joining with potential partners, and HR making a move toward decision-making process in partner collaboration. The Five â€Å"Cs† in Cross-Cultural Partnerships NowadaysRead MoreStrategic Human Resource Management : A Deeper Understanding Of The Dominant And Minority Cultures Essay839 Words   |  4 Pagesstrategic human resource management models. Cross Cultural Management, 20(1), 39-49. doi: http://dx.doi.org/10.1108/13527601311296247 RQ How effective is workforce diversity without a deeper understanding of the dominant and minority cultures in human resource management? The article expounded on how strategic human resource management can get the most out of workforce diversity via the universalistic, contingent and configurational perspectives. With the inclusion of cross-cultural initiativesRead MoreThe Challenges of Globalization: Best Practices and the Correct Approach to Cross-Cultural Understanding and Cooperation1875 Words   |  7 Pagesanalyzed as the main focus of globalization. But managements pivotal need to develop smart strategies for the cross-cultural relationships that are inevitable vis-à  -vis globalization has perhaps not been sufficiently explored in the literature. This paper focuses on how corporations, businesses and other organizations are going about or should be going about the correct approach to cross-cultural understanding and cooperation when it comes to globalization. A portion of this paper also will serve as aRead MoreCase Study : International Human Resource Management Essay1448 Words   |  6 PagesSingapore and Japan bit it fails. After the crisis, they expanded to Europe and the Middle East. Expand to Oceana for the better growth. This report focused the international human resource management to the padi- cepat company. Discussion Padi-cepat a Malaysian company faced lots of international human resource management challenges they are: National culture, expatriate adjustment, function and assignment failures, workforce diversity and labor relations, public infrastructure, health and lifestyleRead MoreCross Cultural Management of Japan United States1020 Words   |  5 PagesCross Cultural Management of Japan United States One concern of the merger between these two companies involves group interaction and sense of space. People in the United States take great pride in themselves on individualism and informality. The Japanese culture values groups and formality. People in the United States admire a person who excels above everyone else. If this merger takes place and it makes the price of stock to rise, the American company might want to buy more stock andRead MoreDeveloping A Cross Cultural Training Process1513 Words   |  7 Pagesin recent years, many companies have tried developing themselves in order to accommodate this change across the world. To manage those new market, companies’ human resources developed the concept of expatriation which is the process of sending someone from the company to a host-country where the firm is now operating to support the management operations. The process of expatriation has a high cost and the business needs to invest a lot in it. The risk is t hat it can be a huge failure, a failure whichRead MoreCase Study : Cultural Human Resource Management1361 Words   |  6 Pagesstudy of cross- cultural human resource management Introduction Cultural issues in business are a phenomenon born by globalization of the market where companies invest in a foreign country to bring the culture of the host country and the company’s culture into contact. The market today is defined by global market that permits sharing of customers worldwide. However, during fierce competition, the market winners become the companies that who understand the Chinese culture. Therefore, cultural humanRead MoreAviation Safety And How Effective Crew Resource Management Training1513 Words   |  7 Pagesmechanical, technological and human interfaces. To mitigate risk of injury and death it is critical for companies to implement safety defences within their practices. Prioritising an effective safety culture within aviation depends on a combination of professional, national, organisational and just cultures (Hamilton, 2016). This essay gains insight into the potential positive and negative effects of these cultures in aviation safety and how eff ective Crew Resource Management training is, how it has systemsRead MoreThe Emerging Challenges in Human Resource Management Essay923 Words   |  4 PagesThe main purpose of this article is In the past human resources management played more of an administrative role which were consist of processing payrolls, sending birthday gifts to employees, rearranging company outings, and making sure forms were filled out correctly. Human resource management has experienced several changes over the last twenty years such as staffing, development of Workplace policies, compensation and benefits administration, retention, and training and development. These

Essay about The Ultimate Collection by George Gershwin

The Ultimate Collection by George Gershwin George Gershwins The ultimate collection, is a compilation of Gershwins greatest hits. The compilation is made out of two CDs; the first cd is Gershwins pieces sung by different jazz singers such as Ella Fitzgerald, Louis Armstrong, Bing Crosby and more#8230; The second cd, is Gerswhins famous pieces taken from musical shows such as Porgy and Bess, Rhapsody in Blue, Cuban overture, Funny face and more. First Cd: The cd starts with the song Strike up the Band performed by Oscar Peterson. The piece consists of a piano, cello. This song in my opinion sets the mood of the cd. It represents pure jazz music without the vocals.†¦show more content†¦Very mellow song, very enjoyable. S wonderful performed by Joe William Count Basie, one of my favorite songs composed by Gerswhin. Use of typical instruments for jazz songs (drums, pianos, trumpets#8230;). This song has a very party mood; it is a very upbeat song. The next couple of songs, are basic love songs/blues songs. For you, for me, forever more performed by Morgan King, in my opinion this song repeats itself from the other love songs, still great performance by Morgan King. Who Cares the title for the song speaks for itself, im getting slowly disappointed of the first cd, the songs basically repeat themselves, same themes (mostly about love), same kind of instruments used in each song. They All laughed performed by Bing Crosby and Buddy Bergman, great song, very enjoyable and upbeat tune. This song is short but very good. Orchestral work done very well. This Cd ends with Embreaceble you performed by Ella Fitzgerald, i feel very neutral towards this song, it basically concludes the first cd in a good way. In conclusion for the first cd, i really enjoyed the first parts, the upbeat tunes, and the jazzy songs, i was just disappointed in the second half; for the reason that it was veryShow MoreRelatedJazz Albums as Art Essay4662 Words   |  19 Pageswere called, first appeared with pictures pasted onto their covers. The first jazz album, Chicago Jazz (1939), consisted of six 78s bound in an album whose yellow cover bore simple blue designs and drawings of the musicians at the edges; producer George Avakian (who at the time was an undergraduate at Yale), wrote the enclosed booklet. The new pictorial albums came about because of several factors.(3) As the U.S. recovered from the Great Depression, records began to sell again and companiesRead MoreAnalysis of the Music Industry30024 Words   |  121 Pagesindustry, neither is an ageing population. However, the prosperous and numerous `Baby Boomers , born after World War II, have fuelled demand since the 1980s for buying older music on compact discs (CDs), often replacing their older vinyl and tape collections. Gross Domestic Product Generally, the UK economy prospered over the review period (2001 to 2005), despite predictions that the economic cycle should by now be moving towards recession. As Table 1.2 shows, the index of growth for gross domestic

Business Ethics †Whistle Blower Free Essays

Whistle-blowing is the release of information by a member or former member of an organization that is evident of illegal conduct in or by the organization. Morality on the other hand can be defined as the concern with the distinction between right or wrong conduct. There are basically four categories of whistle-blowing in the organization. We will write a custom essay sample on Business Ethics – Whistle Blower or any similar topic only for you Order Now Whistle blowing can be internal, external, personal or impersonal. Internal whistle-blowing is where the matter is reported to an executive in the organization. An external whistle-blowing is reporting the matter to external public interests groups, the media, or enforcement agencies. Personal whistle-blowing is defined as harm reportedly done only to the whistle-blower and impersonal whistle-blowing is harm observed as done to another. It does not matter what form the whistle-blowing is done in, a moral dilemma can occur when loyal employee observes the employer committing or assisting in an illegal or immoral act and thus would be forced to make moral decisions. In making moral decisions, employees need to consider factors that may have both positive and negative results. These factors are to make sure the situation warrants whistle-blowing. One of these factors is, if serious trade secrets or confidential company property will be exposed the employee should also know the harm and calculated risk. The other factor is that the whistle-blower needs to examine their motives and verify then document their information, while making sure that the information sustains its place in the case of a hearing and court as well as there are a lot more guidelines to consider. Whistle-blowing carries serious consequences and often involve decisions to be made among conflicting moral, legal, economic, personal, family and career demands and choices. It does require a lot of self-sacrifice to stand firm and tells the truth regardless of personal outcome. There is nothing morally wrong with whistle-blowing or the right to freedom and speech. Virtue theory requires an individual to personify integrity and courage (Adams, 2006; Bolsin et al. , 2005). However, whistle-blowing is legally wrong when the accusations are false and the motivation is not justifiable or accurate. This can violate the basic virtues of honesty and courage. Two such conditions under which whistle-blowing should not protect freedom of speech against their employers are when divulging information about legal and ethical plans, practices, operations, inventions and other matters that should remain confidential that are necessary for the organization to perform its work efficiently. The other condition is when an employee’s personal accusations or slurs are irrelevant to questions about policies and practices that appear illegal or irresponsible. Kant’s Categorical Imperative says, a person should choose to act only and only if he would be willing to have every person on earth in that same situation act exactly in that same way. Kantian theory directs or instructs people to act in universally accepted rules. In light of Kantian’s imperative, employers and employees should use this as a guide to carry out their functions of preventing, reporting and effectively and fairly correcting illegal and immoral actions, policies and procedures. Management cannot expect employees to be loyal to an organization that promotes or encourages wrong doing to its stakeholders. Whether or not stakeholders are primary or secondary, they are directly or indirectly affected by the actions and goals of the organization. Whistle-blowing can also be looked at as a selfish act as well as a moral and legal act. Despite its outlook it should be the last resort. A more active goal or motive of the organization should be to hire, train and promote morally and legally sensitive and responsive managers to communicate efficiently and effectively for the benefit of all the stakeholders. If both employer and employees follow Kant’s Categorical Imperative which is in nature goes with the principle of universalism which states that that the right thing must always be done, even if doing the wrong thing would do the most good for the most people. With these theories whistle-blowing can be mitigated in an organization. In most organizations, employees normally quickly adapt the norms and culture. If the organization is involved in illegal practices then more often than not whistle-blowing will be a major dilemma. In order to avoid whistle-blowing, organizations need to practice legal acts and set examples that will uplift and promote the organization in a positive way. Every member in an organization is dependent on each other, especially those who are at total risk in terms of securities. The principles of Utilitarianism can also be applied to the issue of whistle-blowing. This theory believes that the act is morally right if it produces the greatest good for the greatest number of persons affected by it. If the circumstances is however such where the employee decides to blow the whistle on an illegal conduct by another employer or by the organization then according to Richard DeGeorge, the whistle-blowing must fit all six of the conditions that makes the actions morally justified. The first two conditions are when the firm, through a product or policy, will commit serious and considerable harm to the public example; consumers or bystanders. The employer should report the firm and then when he or she identifies a serious threat of harm, then he or she should report it and state his or her moral concerns. How to cite Business Ethics – Whistle Blower, Papers