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HRM in Multinationals Problem Solution Essay

Table of Contents Introduction HRM Approaches to Cross-national differences Similarity in Diversity HR Challenges to Multinational companies in the global economy Resolving HR Problems in Multinational Corporations Conclusion References Introduction This essay explores the relevance of the saying “when in Rome do as the Romans Do” with regard to human resource management in multinational firms. Multinational firms are organizations that operate in more than one nation. Necessarily, cultures differ from nation to nation or country to country. The import of ‘when in Rome do as Romans do’ resonates with human resource management practices in multinational firms. In their operations, multinational firms have to conform to the diversity of cultures and beliefs in the host countries in order to avoid conflicts thus guaranteeing good working relations. Some multinationals have had challenges, even stopped operations in some countries, due to not being responsive to cultural differences. For multinationals, appreciating and understanding cultural differences is a necessary obligation towards profit maximization. When a firm engages or rides on cultural diversity well enough, it is able to create a formidable organization. Diversity should empower and spur an organization to greater heights rather cause problems or disparage operations. When the human resource management function works on cultural differences to its advantage it helps towards minimization of loses while maximizing profit (Harris, 2007, p. 164). HRM Approaches to Cross-national differences Human resource management refers to efforts aimed at optimal utilization of manpower contribution in a workplace. HRM aims are optimizing personnel efforts geared at production of goods or services. For a multinational firm, it’s important to have regulations that will ensure that the working environment is conducive to the entire array of multicultural employees. Accommodation of difference is critical for maximization of productivity in a firm. Tjosvold and Kwok (2003, p. 6) believe that respect and tolerance are a vital ingredient in dealing with individuals from other cultures. Additionally, they point out that accepting other people’s differences should be treated as a moral obligation. They point out that interaction between different cultures must be encouraged to reduce culture shocks. Harris (2007) concurs that interaction helps reduce culture related prejudices and stigmas. He further advices that this could be achieved by organizing training programs for the employees in the host countries in order to integrate them into the work system (Harris, 2007, p. 164). Cultural immersion or induction helps improve employee’s personal skills and helps them towards appreciating other peoples’ values. Apart from training, rewarding employees who support diversity can be a good way of encouraging people to move from their cultural safety zones. Managers have to highlight all the contributions achieved due to the diversity of the employees so as to help all realize how beneficial diversity can be (Harris, 2007, p. 165). Get your 100% original paper on any topic done in as little as 3 hours Learn More Cultural difference affects the way employees handle their respective duties. African Americans have their unique way of interacting that would baffle the Japanese. Therefore, cultural flexibility is an important factor to consider when hiring employees. Recruiters have to look into finding employees that can do what roman’s do when they get to Rome. It would be pointless getting someone who is too prejudiced against Africans as head of marketing in an African country. Their prejudices will most likely come into the way of their job and affect the organization in a big way. Another consideration human resource managers in a multinational corporation have to take seriously is homogenizing guiding principles in all the firm’s operational countries. Homogenizing procedures and principles ensures an all inclusive and unique culture is created in the organization. Any employee joining the organization from wherever meets the culture of the organization. By so doing, cultural differences only enrich the working culture in the organization as opposed to becoming an impediment. Human resource managers have to address themselves to the issue of stereotypes. When dealing with multinational related matters, stereotypes often guide individual’s instinctual reactions. However, stereotypes only become an impediment to organizational operations if an organization has not addressed itself to them. Human resource managers have to institute systematic research and from findings implement guidelines that help workers live interact well with others from different backgrounds. Similarity in Diversity Warner (2005) notes that for effective running of multinational firms; human resource managers must address themselves to the psychological, financial and technological perspectives of the firms operations. He argues that the type of technology adopted in an organization determines the firms’ level of production in conformance to the local context. Not all countries are at the same level of development. Therefore, human resource managers have to be aware of the business environment in different countries. For example, if there is a subsidiary in an African country, the kind of technology available or applicable may not be as sophisticated as what is applicable in the US. Therefore, the human resource department has to address itself to the peculiar characteristics as per business environment and get deserved employees (Warner, 2005, p. 31). On the other hand, Warner (2005, p. 32) notes, some technical operations remain the same despite place or culture. Therefore, if an organization uses given plants, since the procedures of running such plants are the same, employees to engage in those operations can only be sourced on the basis of competence. Warner also notes that psychology also presents a certain similarity or point of integration. We will write a custom Essay on HRM in Multinationals specifically for you! Get your first paper with 15% OFF Learn More Psychology is basically depended on nature of humanity; Irrespective of their cultural differences, human beings share similar requirements or needs. They are driven with the desire to fulfill individual goals. Therefore when it comes to employee motivation, the basic assumptions should apply to all employees despite cultural background. In concurrence, Moran et al (2007, p. 31), asserts that the human person will always have a drive to be successful irrespective of his or her cultural beliefs. Based on the noted similarities, a cross cultural work force should not hamper productivity in an organization. In actual sense, diversity in the work place should add value to operations. Diversity should be a source of unconventional views that offers answers to challenges that arise as a result of assumptions or oversights. Diversity, therefore, becomes a fertile ground for quality judgment and thus strengthens loyalty (Tjosvold et al, 2003, p. 6). Diversity does not just exist in terms of cultural differences but also in terms of skill level. There are skill differences between experts and non skilled employees in every organization, which could easily lead to a sense of rivalry. However, with proper HRM practices that lead to appreciation of difference or contribution of every individual member in organization, difference becomes asset as opposed to liability. HR Challenges to Multinational companies in the global economy Due to technological changes especially in the communication and transport sector, the world has become one integrated market. Most organizations are keen on becoming global players. Globalization of an organization is the process of linking an organization to the worldwide market. With the emergence of multinational trading, the issue of sending employees to different destinations for assignments has risen. The expatriates should be well versed with the new culture they are bound to encounter in host countries. Acquainting with the cultures in host countries enables them to be prepared in all perspective for challenges such as adjusting to new laws in the country, learning foreign language and the cultural shock associated with intermingling with the natives. If not appropriately addressed, there may arise the challenge of coping. If the expatriate cannot cope with host country culture it may cost the organization dearly either in terms of poor relations or employee replacement costs. Even with proper prior preparations, sometimes an employee may not be able to adjust and as a result execute work poorly. Harzing and Ruysseveldt (2004) argue that such an employee becomes a liability to the parent company due to loss of business prospects and damage to company reputation. The employee may also suffer from psychological problems such as low self esteem which further affects her total output (Harzing
San Jose State University ?Request for a Recommendation Letter Paper.

Request for a Recommendation Letter, Ch. 7 Situation: You have just received an offer letter from your “dream job” company, and you are very excited about the opportunity! As part of the application process, you have been asked to submit a letter of recommendation from a professor or an employer. Follow the guidelines in Chapter 7; review the sample letter on page 165, but do not copy!! Your task: Requests for recommendations and references are routine, so you can organize your inquiry using the direct approach. Open your message by clearly stating why the recommendation is required and that you would like your reader to write the letter. If you haven’t had contact with the person for some time, use the opening to trigger the reader’s memory of the relationship you had, the dates of association, and any special events that might bring a clear and favorable picture of you to mind. Tips: Use the body of the request to list all the information the recipient would need in order to write the recommendation, including the full name and address of the person to whom the letter should be sent. Consider including an updated resume if you’ve had significant career advancement since your last contact. Close your message with an expression of appreciation. When asking for an immediate recommendation, you should also mention the deadline. Always be sure to enclose a stamped, preaddressed envelope (or email address) as a convenience to the other party. Figure 7.2 (p. 165) provides an example of a request that follows these guidelines.Subject lineSubject line tells what message is aboutSalutationMessage begins with an appropriate salutation – “Dear Ms. (or Mr.) Xxxx:”Opening purpose/requestOpening states the purpose of the letter and makes the requestmemory refresherincludes information to refresh reader’s memory about the writer/requestersupporting informationincludes a reference to enclosed/attached resume, mentions information that could be used in the recommendationcrucial detailsincludes the deadline for response and information about the person who is expecting the information, including contact information/email/preaddressed, stamped envelopeclosing salutationMessage ends with an appropriate closing salutation:Sincerely, … Regards, …email signatureSender’s contact information is included below their name at the end of the messageGrammar/Sentence Structurepresentation/formatMessage is organized, correctly formatted with paragraphs
San Jose State University ?Request for a Recommendation Letter Paper

CPMGT 305 University of Phoenix Post Graduation Adventure Essay

CPMGT 305 University of Phoenix Post Graduation Adventure Essay.

Read the Post Graduation Adventure case on p. 154 in Ch. 5 of Project Management: The Managerial Process and submit an APA paper for the followingNote:- As a hint, you should have an intro paragraph, 3 sections in the paper body (1 for each question) and a closing paragraph.- In item 1 you must clearly state the project management methodology (i.e Top down, waterfall, etc) you are using and then apply it to the trip project. As another hint there are 4 trips being looked at here originating from the USA….one to Spain…one to France…one to South Africa…one to Vietnam….do not ignore any of them in your discussion.- When you discuss cost in item 2 I need to see real values…this means you will do some research on costs. Not looking for you to be a travel agent and provide costs to the penny but there should be enough data to be able to make a decision of where to go based on cost. Costs should include more than just an airline ticket (think of when you go on a trip and all the other costs involved in taking a trip like hotel, food, etc). As a hint, the easiest way to show, compare, discuss the costs is to place them in a matrix/table with the various locations you are going to and show the total cost for an easy comparison. – Item 3 asks for non-cost; I need to see at least 2 non-cost items discussed and how they are impacting your decision on where to go for each location (for example, Spain and France weather are bad but Vietnam and South Africa have great weather so they are scoring higher based on the non cost factor of weather, etc, etc); only discuss non-cost items (you already have discussed cost in question 2). For example do not discuss money exchange rates here….that would be a cost factor. Something like the weather would be a non-cost item….and since I just gave you that one, weather cannot be one of your 2 items discussed….if it is in your paper you earn no points for it. – In your paper conclusion I should see your recommendation of where to go based on your paper discussion/findings. This is where you have looked at both the cost and non cost factors to make a decision. You may find that cost might outweigh the non-cost items or possibly it is the other way around where non-cost drives the decision or possibly a combination of them both. The purpose of the assignment is to help you gain insight that when you are working on a project you should consider all factors involved and not rush to a decision based on one factor.
CPMGT 305 University of Phoenix Post Graduation Adventure Essay

The Harley Davidson Inc Marketing Essay

term paper help Harley Davidson is one of the largest manufacturers in the United States. It was establish in 1903 from William S. Harley, Arthur Davidson, Walter Davidson and William A. Davidson. It has become a major leader in the industry for creating the heavyweight motorcycle that has been designed for cruising on the highway. In 1907, the company was incorporated. They started in 1903 with three motorcycles which they sold them immediately. Then in 1904 motorcycles increased to eight. AMF Inc.’s management production increased the production from 15000 in 1969 to 40000 in 1974. In that period of time they had some negative problems such as: oil-leaking, noisy, heavy vibrating, poorly finished and hard to handle machines. Although Japanese competitors continue to improve the quality of their motorcycles. In 1981, Vaughn Beals with thirteen (13) other managers bought the company from AMF for $65million because AMF was facing huge problems with their profits, poor quality and Japanese strong competitors. Vaughn Beals with his thirteen (13) managers had a system to reduce inventories and stabilized the production schedule, so the system had been forced the production to work with marketing for more accurate forecasts. They also forced their suppliers to increase their quality in order to reduce customer complaints. The new management invested in research and development, these investments had a quick payoff in that the break-even point went from 53000 motorcycles to 35000 in the years 1982-1986. Harley – Davidson owned most of the stock of Buells’ in 1998. Year Sales Units(thousands) 1994 6million 576 1995 14 million 1407 1996 23 million 2762 1997 40 million 4415 1998 53.5 million 6334 1999 63.5 million 7767 2000 58.1 million 10189 2001 61.9 million 9925 2002 66.9 million 10900 2003 76.1 million 10000 2004 79.0 million 9900 2005 93.1 million 11200 2006 102.2 million 12460 2007 100.5 million 11513 In 2000, Harley- Davidson brought up a new model called Soft ail. Then in 2001 a new model came up with the name of V-Rod which was the quickest and fastest production model the company had ever built. V-Rod was updated in 2002 in a new name, VRSCA V-Rod and the horsepower from 110 became 115. In 2003, Harley-Davidson designed a new model – “lighting XBS9”. The next year (2004) they made a new model – FLHRSI Road King, for sports lovers which the tire frame was wider and the engine was refitted with rubber. The sport FLHRSI Road King was upgraded to a new name – “FLSTNI” with the difference that it has a softail deluxe with a new sleek appearance. The company introduced four (4) new bikes in 2008 for baby boomers and for the females. Mission statement To fulfill the dreams of the motorcyclists through experiences by an expanding line of motorcycles, branded product and services in selected market segments. Vision statement Harley Davidson is an action – oriented, international company, a leader in its commitment to continuously improve mutually beneficial relationships with stakeholders (customers, suppliers, employees, shareholders etc.). It believes that the key to success is to balance stakeholder’s interests through the empowerment of all employees to focus on value added activities. Identification of the problem Harley-Davidson’s is facing two problems: a) The high average customer age. b) There’s no inventory which results in delaying the customers orders. Values These Harley – Davidson bikes are famous all over the world. They are well known as the status symbol. They are known for their high cost. It is like possessing your own jet. All these high costs factors make these Harley Davidson bikes most sought after items. Many people use these old Harley – Davidson bikes as investment proposition. But it is extremely dangerous to do so. This old Harley – Davidson motorcycles value will depend upon the trend only. Generally it is observed that the trend of the price of these old Harley – Davidson bikes depends upon the profile of the customers. The customers who have this sort of spending power do buy these old Harley – Davidson bikes more for the emotional value associated with them and not for the practical use of these bikes. The old Harley – Davidson models associated with the child hood experiences of this class determine the trend of old Harley – Davidson motorcycles value. Value chain According to Thomas L. Wheelen

Grossmont College Conductivity and Net Ionic Equations Lab Report

Grossmont College Conductivity and Net Ionic Equations Lab Report.

Lab Report: Conductivity ( Experiment 5 in the lab manual )Purpose:The purpose of completing the Conductivity experiment and worksheets are to help you become familiar with how compounds ionize or dissociate in solutions and apply this knowledge to writing balanced chemical equations.Skills:In this lab report you will: Use scientific data to answer questions about your experimental results.Practice writing conventional, total ionic, and net ionic equations.Knowledge:This assignment will also help you to become familiar with the following important content information:When compounds fully ionize, partially ionize, and do not ionize.Identify the types of bonds and how they ionize in solution.Write conventional, total ionic, and net ionic equations.Tasks:This exercise asks you to collect, organize, analyze, and evaluate data you collected in the lab. You will completely fill-out theprelab questionsprocedure questionspost lab questionsCriteria for Success:We are building your report writing skills of organizing data, analyzing data, and summarizing data. Incorporate the feedback from your previously graded lab reports.As you write up your report:Be sure that you fix any mistakes in your prelab questions as noted by your instructor.Complete the data tables and questions in the procedure questions.Answer the post lab question…
Grossmont College Conductivity and Net Ionic Equations Lab Report

University of Miami The Future of Businesses Argumentative Essay

University of Miami The Future of Businesses Argumentative Essay.

The following are the requirements for the thesis. I will send the material for reference after you receive the order.The purpose of this project is for you to apply what you have learned from this course to understand the business world. You can pick either one of the following two topics (1) identify an emerging trend, change, or new phenomenon concerning the management of people in work organizations, or (2) select a news report relevant to management/organizational behavior from a credible source (from August to November, 2020). You should briefly describe the trend/the content of the news, and then analyze the phenomenon using course materials and concepts. You can write about possible reasons for the emergence of the phenomenon, its potential positive and negative impact, implications for organizations and managers, or how the new phenomenon could be handled. Your project must be clearly linked to course materials; “more is better”: use at least two major theories/models/frameworks in detail to explain the concern and how it might be solved. Sources for identifying the trend/change/phenomenon include personal work experience, interviews with members of an organization, questionnaires, observations of workplace behavior, analysis of organizational documents, trade journals, academic journals, and the business press (e.g., Business Week, Forbes, Fortune, Wall Street Journal). Do not use a “pre-packaged” case (e.g., from a textbook or casebook). If there is a concern about the confidentiality of a company, it is okay to use a fictitious name.wEach project write-up should be typed (double-spaced) on standard white paper, and should carefully conform to generally accepted style, footnoting, and reference citation conventions (care must be taken to cite and list all references you use and to avoid anything remotely resembling plagiarism). Write-ups should be neat, grammatically correct, free of spelling and typographical errors, and should have all pages numbered consecutively (yes, “style” does count and will be included as one element in assessing your work). Please use 1″ margins throughout your write-ups and employ 12-point Times Roman font. The written paper should be at least 5 pages but not exceed 10 pages (excluding title page, references, and appendices).
University of Miami The Future of Businesses Argumentative Essay