Spanning the Globe Essay

This report examines cultural and institutional factors of Mexico and how they can impact global HR management and practices. Specifically, by analyzing Mexican culture based on Hofstede’s dimensions, economy, labor legislation, union and employment tradition we reached the conclusion that the features of Mexican culture (high power distance, strong collectivism, high level of masculinity and uncertainty avoidance) and institutional factors have a strong impact on management styles and HR practices of business in Mexico and may arouse some challenges for global company and their expatriates, especially those from countries that bear different cultural features and institutional conditions. In order to minimize the potential conflict between Mexican local employees and expatriates, parent companies need to provide trainings (culture assimilation, country condition, etc.) before sending anybody to Mexico. Also, whether the expatriates should put more effort to disseminate home country (headquarter) culture or to adjust to local culture depends on the company’s strategy in terms of being localized or standardized around the globe.

"Globalization" is a term that came into popular usage in the 1980 's to describe the increased movement of people, knowledge and ideas, and goods and money across national borders that has led to increased interconnectedness among the world 's populations, economically, politically, socially and culturally. Although globalization is often thought of in economic terms (i.e., "the global marketplace"), this process has many social and political implications as well. Many in local communities associate globalization with modernization (i.e., the transformation of "traditional" societies into "Western" industrialized ones). At the global level, globalization is thought of in terms of the challenges it poses to the role of governments in international affairs and the global economy

It was such a long way it was difficult to bring enough food and water.

Performance criteria and goals are best established by combining the values and norms of each local environment with the home-office’s performance standards. An individual country profile should be developed and should take into account the foreign subsidiary’s environment. This profile should be used to review any factors that may have an effect on the expatriate employee’s performance. Such factors include language, culture, politics, labor relations, economy, government, control, and communication.

In the modern world, on the basis of the recent changes that exist as a result of the exchange of information, transportation, and the trade in goods and sales, crime has become a demand-driven global phenomenon. In view of the situation, the sociological study of crime that covers resourceful information over criminals and the punishment of criminals must become global in its scope. The aforementioned coveys that comparative criminology, the international study of crime, should be considered when weighing the pros and cons of a situation before making a decision, and not regarded as a separate subject. Based upon this assumption, this

GE has numerous expatriate employees in overseas positions. Catalanello and Redding (1989) argued that GE’s success with their human capital is based on the training they provide to them (as cited in Jain and Agrawal, 2005, P. 83). The training provided to its expatriate employees helps to build competitive advantages at GE. Expatriates, when visiting a foreign country on business would need a basic understanding of that nation’s culture, as it relates to business. Being able to say please and thank you in the native language can go a long way to building productive relationships with foreign nationals. Although, as business has become more global, business people understand there are cultural differences and are generally tolerant of visitors that do not understand, or have a working knowledge of their

Upon reading about Kelly’s assignment and the problems that she faced while being chosen to work in Japan, it seems as though she along with her family had a difficult time adjusting to the different culture and customs that working overseas can bring. Kelly was selected by a process known as expatriate selection, which is the “selection of personnel for overseas assignments” (Deresky, 2014, p. 278). Her boss believed that due to her performance in her regular domestic setting, she would prove that she would do well while working abroad. However, it seems as though her boss may have overlooked certain cross-cultural factors that are important for international business matters.

Today, as businesses hire white-collar workers abroad, similar opportunities will abound for those ready to change and grow. As in earlier eras, the capital accumulation made possible by the increased efficiency and specialization at American companies will fuel demand for employees with new skills, such as managers able to integrate a company's activities across countries and cultures.

It has been recently brought to my attention that one of our competitors, Cash Flo, has implemented a benefit program called “Linx”, an international exchange program. This program allows their junior and middle level employees to work at a partner firm and live abroad for 6 months. An exchange program provides companies with competitive advantage through attaining greater experienced candidates and international operations. As Cash Flo’s employees are gaining international investment and financial experience,

Solvay’s HR group wants to develop consistent policies for the International Mobility (IM) program and be more transparent about the expatriation process. Therefore, it is important to minimize the exceptions because exceptions require a deviation from standard protocol. However, HR must also remain flexible in order to meet the strategic needs of the company. As noted in the case (pg. 1), special requests are “not unusual for the expat process.” Standard protocols are essential when handling employees who work in similar environments, and who have similar roles. However, it is important to make exceptions when asking

Global Affairs is a very broad discipline that involves several fields of study. In fact depending on the source, the definition of Global Affairs can have many meanings. Since Global Affairs covers many areas, most people within the discipline chose to focus on one area of study. Discussion and debate are important within Global Affairs. They allow for education about issues that are occurring in the world and provide suggestions for problems to be fixed. International conferences and debates in scholarship are two of the ways in which people in Global Affairs interact to make change in the world.

Global Politics The study of international or rather global politics, seeks to provide an account of politics in the broadest domain. The domain of international politics in the twenty-first century is characterised by the increasing number of actors pursuing common and personal interests. It is largely due to the globalised, interdependent nature of the current international political environment that the concepts of sovereignty and power deserve further evaluation.

Throughout the twentieth century, and continuing today, the process of globalisation has dramatically changed the context in which nation-states operate and, in turn, the central governments’ ability to govern in a truly democratic manner. With this in mind, this essay will address the question of whether the federal principle of governance is applicable to all or only certain states. It will argue that as the forces of globalisation continue to operate, the federal principle will gradually become the most attractive option for all democratic states as they contend with its consequences. These include the growth of ethnic diversification, the rise of ‘personality politics’, the centralization of power in the face of ‘asymmetric warfare’

In addition, the pay for performance plan is also approved. The CEO plans to establish a another branch location in Germany and plans to bring three mid-managers from Germany to work in the USA location to learn how the organization operates. Nevertheless, all these changes are making people in the organization has caused fear, anxiety, and even resistance from some of the employees. HRM needs a means to determine if it is making effective and efficient use of resources to meet its greatest training needs in Cultural Diversity.

While the numbers of expatriates across the world have been increasing so has been the difference in their performance or the outcome of the assignment. Research in recent years has been able to partly explain the reason for such variances that have largely been attributed to culture, manager support, home country support and so on. However one of the most crucial aspects, pertaining to the psychological impact of the location that the expatriate moves into, or the sense of security the expatriate expects to feel while on their assignment has largely been ignored (Bader and Berg, 2013).