Cultural Issues of Human Resource Management

One source once stated, “By masking the discomfort, of being pre-judged” (Mora 40). People should examine their culture in order to better understand how it affects their identity and perceptions. In order to understand one’s cultural identity, he or she needs to understand what the term means. According to one source, cultural identity can be defined as “We all have unique identities that we develop within our cultures, but these identities are not fixed or static” (Trumbull and Pacheco 10). Various aspects of a person’s life that may determine his or her cultural identity music, community, family, ethnicity, relationships, religion, clothing, and food. After analyzing several texts, the reader recognizes that four important

Stuart Hall defines identity as an ‘already accomplished fact, which the new cultural practices then represent’. We should think instead of ‘identity as a ‘production’ which is never complete, always in process, and always constituted within, not outside, representation’ (Hall 1994 p.392). An individual’s sense of belonging to a particular group, thinking, feelings and behaviour can also be referred to as identity. One’s cultural image can construct identity; such features as hair, skin tone and height. History shapes our identity.

Coaching and mentoring are not about learning to do something the right way, but are about helping to lead an individual to find their own way of doing it practically and efficiently. Coaching and mentoring sessions are guided with theoretical models, which help focus both the coach and the coachee in attaining desired outcomes for problem situations. However, even with the aid of theoretical models not everyone can coach another person. The first and far most important attribute of a coach is the ability to build relationships with the coachee

A major part of one’s identity involves a system of morals and beliefs which are too influenced though one’s culture and experiences in life. The

This report will determine the value of coaching and mentoring; highlight some factors to consider when developing coaching and mentoring and show models and methods

The world has become modern and global. Identification of the self is a complicated, though, an important problem of every individual. Self- identity is based on inner values and reflections on culture, politics and social interactions. The main point is that people label themselves to any particular group in the society (Worchel etc., 1998). According to Ferguson: “Identity commonly refers to which it makes, or is thought to make

Q: Which of the following two concepts is more critical for international Human Resource Management: understanding the cultural environment or understanding the political and legal environment? Why? Include key terms and concepts from the textbook.

This has highlighted a crucial issue for international companies to be aware of the cross-cultural implications in the conception, design and implementation of the various market entry strategies for the Chinese markets, especially when considering the Human Resources Management strategies since Corporate Strategy will in turn determine the Human Resource (HR) strategy to be deployed.

The importance of understanding cultural, ethnic and gender differences by managers and professionals in a business setting is essential to make the work environment comfortable. In every culture there are basic standards of thinking, and acting and these cultural differences strongly influence workplace values and communication. What may be considered acceptable and natural in the workplace for one person may be unacceptable for another person. People from diverse cultures bring new ways of thinking, creativity and language skills needed to survive in today’s work force. In many

In most case, identity is shaped by culture. Since culture is a set of ideals life practices, routines and attitudes set up by a certain community hence culture plays a major role in shaping the identity of an individual. An individual’s character and attributes can be because of their background. This is due to the set up that one has grown up (Dumas 19). People tend to learn more about their culture, and as they grow up it becomes part of them. They embrace the culture’s beliefs and tend to do things following the set routines. The aspect of following the set routine and beliefs play a significant part in shaping the identity of an individual.

This particular theory views identity as conditional and self motivated as well as being related to one’s culture. Although other theories on identity consider the personal and social identity to be separate, SCT considers the personal and social identity to be

Today more than ever, individuals and societies are built as an integration of different cultures and carry different characteristics that construct their unique identity.

In this era of Globalisation, cross cultural management is the biggest challenge that is faced by the organisations. Within the business context, cross culture refers to interaction between different cultures. Cross cultural management refers to managing the employees from different cultural background in one environment (Adler, 2008). Cross culture management is a significant issue within the organisations as the success of an organisation depends upon the smooth interaction of the employees. This paper is aimed at providing insight on the cross cultural management and the main issues and challenges relating to cross cultural management. For the purpose of this paper, two articles, “Cross-cultural Differences in Management”, by Amman & Jordan

Cultural identity is a part of the psychological self-concept that expresses an individual or group’s worldview and perceived cultural affiliations. The first step in finding a societal fit is to establish a cultural identity; this can be on an individual level and group level. Who am I? And where do I belong? These questions start to form in the human mind from an early age; it drives humans to explore their worldviews and how and where they fit in the world. Rosenfeld (1971) argued it is a deep-seated primal process that has ensured our continual survival. By finding others that think and act similarly we are offered some protection (Erickson, as cited in Carducci 2015). Erickson (as cited in Carducci, 2015) and Maslow (as cited in Mcleod 2007) argued that the need to belong is a basic building block of human development. Whatever the reason, the consensus is that humans have an intrinsic need to find a like-minded cultural group to belong to; this chosen affiliation is their cultural identity. A person may identify with more than one cultural

'Culture is the collective programming of the mind which distinguishes the members of one category of people from another.' (Hofstede, 1991)