Essays on Cultural Differences between Countries Challenging Human Resources Management Coursework

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The paper "Cultural Differences between Countries Challenging Human Resources Management" is a perfect example of a human resources coursework.   Depending on the country of origin, the MNC Corporation and cultural characteristics are considered as the dominant factor that influences human resource management practices. The home country of the multinational corporation exerts distinctive influences to the human resource management practices, especially on the cultural perspective. The parent company depends on the institutional environment depending on the cultural practices in the home country. The human resource operation depends on the nature of the cultural perspectives of the home country of the parent company.

The cultural features of the home country tend to be integrated into all the operations of MNC in identifying its identity, shape and international orientation (Kirkman, Lowe, & Gibson, 2006, p. 289). The general philosophy and goals of the MNC take the approach of the parent company. The mission and visions help in defining and designing the HRM systems and hence is used in the subsidiary companies overseas. The ethnocentricity and polycentrism are among the cultural characteristic that is related to the influence of MNC of different origins.

Therefore, the research focuses on evaluating cultural differences and how they influence the HRM practices to MNC operating in different countries. Culture Influencing Ability of HRM Practices HRM practices are influenced by the cultural distances and the business systems, differences among the MNC subsidiaries. The MNC subsidiaries are faced with the challenge of establishing and maintaining the external and legitimacy in their host environment within the MNC business operating systems. The subsidiaries of MNC are supposed to adopt the business operating models and systems used by the parent MNC.

The pressure to meet the expectation of the head office of the MNC, complying with the policies and practices faces a lot of challenges in different cultures. The subsidiaries operating overseas are supposed to seek a balance between the local cultural demand and the central coordination need of the central MNC operation systems (Javidan, Dorfman, Luque, & House, 2006, p. 72). The cultural differences tend to influence the MNC HR practices as these corporations are supposed to adapt and meet the demands of the host country’ s culture.

If the MNC does not satisfy these culture faces the problems in their performances. The MNC has to adapt to the host country’ s culture and norms to ensure they achieve their success in business demand and especially on human resource practices. Other issues such as religion pose cultural challenges to the MNC. Spiritual beliefs in different communities are considered powerful and transcending to the cultural aspects. The religion focuses on the moral and economic norms and hence influencing the business transactions, the nature of the jobs operations and behavior, the consumption of certain goods and services (Mornah & MacDermott, 2016, p.

73). Traditional cultures do not accept the drastic changes and hence influencing the multinational corporation drive. The MNC focuses on presenting new products and services in different cultural diversities and hence facing the reluctance of the traditional practices. Aesthetics are considered as the cultural aspect challenging the MNC operation in different countries. The aesthetics provide the cultural sense of beauty as well as the good taste of the products or services being provided. The most affected sector is the art whereby the cultural challenge on the different symbolic meaning influences the acceptance as it may portray different meaning to the people depending on their culture.

For instance, colors are used to portray different meanings under cultural perspectives. For example, the color green in Asia connotes illness or death of forest whereas in the Islamic, advertising or even packaging products with color green the product looks favorable. This requires human resource management practices to focus on the cultural impact of their operation depending on the targeted market. Therefore, MNC through the marketing operation, it should focus on the colors meaning while advertising and packaging their products and services.

References

Husted, B., & Allen, D. (2008). Toward a Model of Cross-Cultural Business Ethics: The Impact of Individualism and Collectivism on the Ethical Decision-Making Process. Journal of Business Ethics. 82(2) , 293-305 .

Javidan, M., Dorfman, P., Luque, M. S., & House, a. R. (2006). In the Eye of the Beholder: Cross Cultural Lessons in Leadership from Project GLOBE. Academy of Management Perspectives , 67-86.

Kirkman, B., Lowe, K., & Gibson, C. (2006). A quarter century of Culture’s Consequences: a review of empirical research incorporating Hofstede’s cultural values framework. Journal of International Business Studies. 37 , 285–320.

Mcnaughton, N. (2015). Diversity: it's more than cultural differences. Business in Calgary. 25(4) , 68-74.

Mornah, D., & MacDermott, R. (2016). Culture as a Determinant of Competitive Advantage in Trade. International Journal of Business & Economic Sciences Applied Research. 9(1) , 69-76.

Nguyen, T., & Nguyen, T. (2014). Enhancing Business Relationship Quality Through Cultural Sensitization. Journal of Relationship Marketing. 13(1) , 70-87.

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