Cross Cultural Human Resource Management Essay Example | Topics and Well Written Essays - 3000 words

Cross Cultural Human Resource anxiety - Essay ExampleGlobalization and the development of international slew have led to the emergence of borderless trade that involves the transfer of capital, goods, service and human mental imagery. This has created profound opportunities to different people across the globe and has increased the scales of summons for different companies whose market has been significantly grown (Denison, Adkins & Ashley, 2011). The emergence of international trade has led to the development of transnational corporations whose scale of operations and vigilance practices goes beyond the domestic borders. Most multinationals adopt different human resource management approaches depending on their domestic culture and practices. However, the expansion into the international business environment has presented a major challenge to multinational in developing more flexible and effective human resources practices that suit cross-cultural determinedtings (Claus, 20 08). The choice of human resource management approach adopted by an organization will bow largely its success in the global market, thus making it highly important a management practice. Companies use different models of human resource management, including the use of expatriates, local managers or a mixture of both. This is influenced by the MNCs approach to managing cross-cultural differences that arises in the international context (Tabrizi, Ali & Safar, 2012). In order to help illustrate the message of adopting better human resource management approaches in cross-cultural setting, this paper will use a case study of Samsung. Samsung is an electronic fraternity based in Seoul, in South Korea but with significant global presence. It is currently assureed as one of the leading electronic manufacturers across the globe and thus controls significant global market ratio. The cross-cultural human resource management practices adopted by the multinational company that has enabled it to register the significant growth will be evaluated (Denison, Adkins & Ashley, 2011). Putting in mind the diversification of cultures, social values and cultural norms, will greatly enhance management of human resource in a setting where a company is set. For instance, if an American company decides to start a company in Japan, it has to consider the aspect of interpersonal relations given the fact that Japanese shake hands and do not make body contacts in public yet America is a free society where no one minds how you interact on corporate issues. Corporate and organizational cultures Organizational culture influences the demeanor of employees towards each other at bottom the organization and the way they represent the organization in market. Organizational culture is define as a set of behaviour that is nurtured and encouraged within an organization as identical set of behaviours and codes. Within the multinational setting, organizational culture is influenced by the company headquarter and this depends on the cultural setting and behaviour within the country. Different organizations and multinationals define employee relationship and behaviour towards each other and towards the top management in different ways. The hierarchal system of management and authority in an organization is also determined by the organizational culture and behaviour and this depends on the societal culture and power distance (Van Der Westhuizen, Pacheco & Webber, 2012). Corporate cultures within organization differs and this is significantly influenced by the