Judgments made in business often are made based on familial ties, class and status in relationship-oriented cultures, while rule-oriented cultures believe that everyone in business deserves an equal opportunity to make their case.
Context Different cultures communicate through various levels of context, according to the Tepper School of Business. A handshake in some cultures is as ironclad as an American contract.
The word "yes," for example, usually means agreement in Western cultures. Judgments are made on universal qualities of fairness, honesty and getting the best deal, rather on formal introductions and background checks. While diversity often enriches the workplace, it can bring a host of complications as well.
A period of silence during negotiations with an Eastern business associate may signify displeasure with your proposal. In Russia, according to the University of California, female colleagues often walk arm in arm, while the same behavior in other cultures may signify a more personal or sexual relationship.
Space Different cultures have varying expectations about personal space and physical contact. Stereotypes and ignorance about different traditions and mannerisms can lead to disruptions and the inability of certain workers to work effectively as a team.
While Americans are most comfortable at arms-length from business associates, other cultures have no problem standing shoulder-to-shoulder with their peers or placing themselves 12 or fewer inches away from the person to whom they are speaking.
In Eastern and high-context cultures however, the word "yes," more often than not means that the party understands the message, not necessarily that he agrees with it.
Businesses that operate with a low-context form of communication spell out the specifics in the message, while those from a high-context communication culture expect and supply more background with their messages.
Various cultural differences can interfere with productivity or cause conflict among employees. Cues Western and Eastern cues have substantially different meanings in business. Relationships While Western cultures proclaim to value relationship-based marketing and business practices, in Eastern and high-context cultures, a relationship involves longtime family ties or direct referrals from close friends.
Low-context cultures such as Canada, the United States, Australia, New Zealand and most of Europe, require little or no explanation of orders and requests.
Many Europeans and South Americans customarily kiss a business associate on both cheeks in greeting instead of shaking hands. High-context cultures, which include most other Eastern and South American populations require and expect much more explanation about orders and directions.
While frank openness may be desirable in Western cultures, Eastern cultures often place more value on saving face and avoiding disrespectful responses.The Need for Understanding Human Resource Management (HRM) in Context to adopt the "best" practices, i.e.
those widely discussed in organizations as being the most effective (Bretz et alRynes & BoudreauSaari et al upon them by controlling the flow of human resources into and through the organization (Osterman.
HUMAN RESOURCE MANAGEMENT PROCESSES AND PRACTICES: THE PROPOSITIONS FOR SERBIA * Faculty of Economics, on HRM practices and processes in order to draw conclusions for Serbian HR practitioners, multinational corporations operating in Serbia, and any other country processes and practices in.
While Western cultures proclaim to value relationship-based marketing and business practices, in Eastern and high-context cultures, a relationship involves longtime family ties or direct referrals. Cultural and Institutional Context of Global Human Resource Management HR director for C3 Technologies, thought about how she would approach her latest “cross-cultural colli- practices do vary significantly in different countries in which global firms operate.
Cross Cultural Issues In Human Resource Management Business Essay. Print Reference this This becomes a vital and complex issue for HR personnel to manage with the increase in diversity of cultures within companies. ( cited in Bhatti,pp. ) discovered major HRM problems within a cross-cultural context faced by major.
Topic Cross-Cultural Human Resource Management, Case company: Penta Chutian Laser Equipment Co., Ltd Year Cross-Cultural Human Resource Management, but they discuss in this field they manage the cross-cultural human resources in real practices.
Limitation of the thesis In this thesis, I will focus on one theory .Download