Essays on International Culture and the Impact on Approaches to Managing People Coursework

Download full paperFile format: .doc, available for editing

The paper 'International Culture and the Impact on Approaches to Managing People" is a good example of management coursework. Culture has the capacity to influence the preferences and behavior of customers and clients. In order for a firm to successfully sell in a foreign market, the manager must adapt the product/service needs to meet the different needs of such customer groups. The advent of international HRM practices significantly increased the need for understanding organizational culture from a global perspective. Organizational culture of a given company is vastly affected by the cultural orientations of people forming it.

The multicultural workforce has become an obvious and common aspect of both multinational and national organizations and is increasingly growing; contrastingly, people’ s cultures including preferences, values and beliefs differ. This paper discusses how International culture affects the approaches of managing people in organizations. Introduction The emergence of international human resource practices increased the prominence and attention to organizational culture. Culture in its context is responsible for governing and affecting all facets of life due to the fact that it influences societal attitudes, values, and behaviors.

For instance, the organizational culture of a given organization is directly related to the unique modes within which they perform their organizational activities. The organizational culture’ s nature is vastly affected by the cultural orientations of people forming it. In this aspect, organizational culture is viewed as the socially transmitted behavior patterns, values, norms and beliefs of a given organization and it is seen as a source of conflict. Global workforce dynamics management can only be successful when the management understands the culture and its effects. National and organizational culture has a great influence on international human resource practices.

A multicultural workforce is increasingly growing; contrastingly, people’ s cultures including preferences, values and beliefs differ. Having an in-depth understanding of international cultural difference is critical in managing people. This paper discusses how International culture affects approaches to managing people. The Importance of Culture in Different Business Dimensions Managing a cross-cultural workforce comes with a myriad of issues particularly in the business contexts. For example, a manager from a foreign parent company has the obligation of understanding the local employees in the host country; this requires may need different organizational structures as well as HRM practice (Adler & Gundersen, 2007).

Furthermore, for organizations successfully selling products and services to foreign customers need culturally sensitive adaptations to services, products, advertising and marketing. Companies in most cases tend to have dissimilar organizational and decision-making practices based on their evolution as well as cultures and subcultures they encompass. For business organizations to form successful alliances, there is a need for understanding and their organizational differences (Punnett, 2012). Culture has the capacity to influence the preferences and behavior of customers and clients.

In order for a firm to successfully sell in a foreign market, the manager must adapt the product/service needs to meet the different needs of such customer groups. Failure to do so may result in communication blunders and marketing mistakes. Importance of International Culture Regardless of the different globalization patterns, cultural differences still remain significantly important (Adler & Gundersen, 2007). Cultural convergence has been found to overstate the similarities between people from around the world. Cultures vary and their variations lead to significant differences with regard to how companies are confronted with complexities of doing business globally.

Cultural stereotypes is a highly sensitive topic and problematic.

References

Adler, N., & Gundersen, A. (2007). International dimensions of organizational behavior. London: Cengage Learning.

Burke, R., & Cooper, C. (2005). Reinventing human resource management: challenges and new directions. New York: Psychology Press.

Crawley, E., Sailes, S., & Walsh, D. (2013). Introduction to international human resource management. Oxford: Oxford University Press.

Parry, E., & Tyson, S. (2013). Managing people in a contemporary context. London: Routledge Publishers.

Punnett, B. (2012). International perspectives on organizational behavior and human resource management. London: M.E. Sharpe.

Download full paperFile format: .doc, available for editing
Contact Us