Organizational Culture And Human Resource Management

1048 Words Aug 24th, 2014 5 Pages
Research by Newman & Nollen (1996) indicated that organization performance is better in the companies which there is congruency between national culture and human resources practices. If the human resources management practices are not in line with the basic tenets shared by employees, it will lead to dissatisfaction, lack of commitment and discomfort among the employees (Early, 1994).

Culture affects and governs all facets of life by influencing values, attitudes and behavior of a society, while organizational culture relates to the unique modes of carrying out their activities (Dartey-Baah, 2013). Furthermore, the nature of organizational culture is largely influenced by the cultural orientation of the individual forming it. As the rapid globalization, international companies tend to deal with various people from various culture backgrounds, it is necessary to have a closer look at the influence national culture on corporate culture and human resource management (HRM) practices (Adler, Doktor & Redding, 1986).

In this paper, some HRM practices differences in China and American would be analyzed by looking at the culture difference.

HRM difference due to power distance

During the survey conducted by Fu & Kamenou (2011), they found that Chinese high-power distance culture is reflected in the training and development practices.
In one transnational corporation in China, the company selects potential employees and sends them to overseas assignments as part…
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