Global Human Resources - Fred Bailey: an Innocent Abroad (Expatriates)

The average point differential between Japan and Canada on Hofstede’s cultural dimensions is 35.6. The largest differentials between the two cultures are pragmatism (52), uncertainty avoidance (43), and masculinity (42). Given that individualism has the largest differential in favor of Canada, as well as being Canada’s highest scoring dimension, it will be included for analysis as well. (The Hofstede Centre)

In a moment of inspiration, Nerriere christened it ‘Globish’.” (McCrum) Linguistic and cultural divides make conversation and business between Korean and Japanese businesses difficult, but Globish serves as a neutral medium for the two parties to talk. Globish is very simplified, and exists to assist with international business, travel, and diplomacy where a common tongue is needed. Neither side feels at a disadvantage speaking the other side’s language, especially since Globish is detached from normal English. The desire of countries to teach English to their populaces, mostly for an edge in international business, is growing. There are some 50 million people in China enrolled in “Crazy English”, a program conducted by Li Yang to teach English. The goal of this program is to help students get jobs in international businesses (McCrum). As a result of this widespread desire to learn English, the majority of the people in nations such as India, China, and assorted economically poor nations, have adopted English (or rather the simplified “Globish”) as a secondary language in hopes of economic success. This also causes English to be known by diverse peoples across the world, while many other dominant languages are much more geographically confined. English is also very prevalent in international organizations and the internet. “Indeed, over 85% of

Since each national market has its own set of values and beliefs, that one has to appreciate in order to pursue a future in said globalized-world, it is no wonder we observe a constant rise in the demand for intercultural and cross-cultural trainings.

Question 1. How might the troubles with the tourism company be explained by Hofstede’s dimension of culture. Make sure to look at both Japanese and American cultures.

“Effective communication is a two way information sharing process which involves one party sending a message that is easily understood by the receiving party”

This entrenchment and aptitude for communication allows me to provide support to other ambassadors seeking comfort or struggling with the language or culture. Being that I have many years of exposure to Korean culture and language, cooperation with the people of Korea and assimilation into Korean society will be a natural fit. My ability to communicate within regard to cultural nuisances will allow me to develop genuine relations and new experiences with my host family and those I interact with.

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.

Geert Hofstede developed the widely applied Hofstede’s cultural dimensions, which mainly focuses on how different countries with different cultural backgrounds handle different anthropological problems that occur in cross-cultural communication (Hofstede 1980). The first five Hofstede’s dimensions will be discussed in following paragraphs. It should be clear that there is no good and bad between two elements in each dimension since every culture has its unique features and ways to function.

This assignment is a portfolio, based on three current topics in Human Resource Management. The common theme of all the media articles I reviewed is the recognition of people as an asset by the organisations to achieve their strategic goals and objectives. It is observed that organisations are directing their efforts to recruit, retain and develop this asset.

In this case “Kelly’s Assignment in Japan”, we have an example of expatriation poorly managed and unprepared. Different cultures, customs seem very important between Japanese and Westerners. Added to this barrier, we also not that there

Kelly’s company put her in an unrealistic situation of requiring an answer within two days of extending her the position abroad. Kelly’s company should not have assumed because she had great success in business relationships in London and Germany, which have similar cultures to the United States, it would have implied she would have been just as successful in Japan. The company lacked in preparing her in the customs and cultural ways of the Japanese, instead only considering the financial compensation as enough motivating factor. The company should have provided training of Japanese for the family, assisted in Joe’s networking in Tokyo to locate a job and should have been readily available for Kelly’s family with any questions and provide timely follow-up. Kelly lacked in doing her due diligence into the Japanese culture and fully understand what it would take to move her family abroad. A little research on her part into Japanese culture, customs and etiquette would have provided her with forethought on how to handle herself in Japanese

They must consider language differences especially whilst preparing training material. Some individuals may also require an interpreter to get messages across clearly (Noe, Raymond, 2002, p333). If an interpreter is used, it is important to conduct a practice session with the interpreter to evaluate pacing of the session and whether the amount of topics and material is appropriate (Noe, Raymond, 2002, p333). A needs assessment or analysis would be helpful for trainers to evaluate cultural dimensions and the characteristics of their employees whether it be language barriers, cultural status (Noe, Raymond, 2002, p334). By identifying the needs of cultural and ethnic minorities, trainers will be able to properly train and develop this minority to group to not only suit the individual themself but also the company.

This is a research paper on international business in the United Kingdom. This paper will show investors everything about the UK and if they wish to invest in the country. Before any person should invest in any place that is unknown to them, they should conduct research like here before you. The following paper includes research like culture, background, trading, business ethics, recent events. An understanding of this information will help you decide on investing.

Globalisation, as an integrated and independent world economy, has contributed to the rapid expansion of international trade and world’s economic growth (Paik & Vance, 2006; Mutsuddi, 2012). The increase presence of global firms is shifting domestic HR towards global HR in addition to carry out a wider span of HR responsibilities (Losey, Meisinger & Ulrich, 2005; Rao, 2010; Jie, 2011; Mutsuddi, 2012). The generation of cross-border labour market also had brought human resource management into an international context (Mutsuddi, 2012).

Within this essay an in depth analysis will be conducted on the difference between Human Resource Management and Strategic Human Resource Management using contemporary perspectives. Human Resource Management (HRM) is the process of managing human resources in a systematic way. It is a practice devised to maximise the performance of employees and is concerned with the application of management principles to manage organisational personnel while paying attention to the policies and systems of the entity (Delaney & Huselid, 1996). Strategic Human Resource Management (SHRM) is a function of management which entails development of policies, programmes and practices related to human resources, which are aligned with business strategy so as to achieve the strategic objectives of the organisation (Patrick M. Wright, 1992). Its primary purpose is to improve the performance of the business and maintain a culture that encourages innovation and works continuously to gain competitive advantage. In this essay the Resource-Based View, High Performance Management and High Commitment Management perspectives of Strategic Human Resource Management and Traditional and Collaborative