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How Cultural Environments Affect Human Resource Management

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Discuss the cultural environment of one country in which a U.S.-based MNE exists. Compose two cultural differences between the U.S. and that country, and suggest how different cultures affect the activities and programs of a centralized IHRM. Provide specific examples to support your response.

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Japan is a country in which a U.S.-based MNE exists, in which there are cultural differences between this nation and the U.S... One very important cultural difference between that country and the United States, is the fact that females in that country are expected to be docile and to play subservient roles to their male counterparts. Another cultural difference between the U.S. and that country, is the fact that employees and their companies demonstrate a very strong degree of loyalty to one another, and there is ...

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This solution describes how cultural environments affect human resource management activities.

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Burke-Litwin Causal Model

In this segment of our ongoing case, we will be identifying key transformation or throughput processes and looking at the relationships between them. To do this we will be drawing on the Burke-Litwin Causal Model. Thus, you will need to read the article referenced on the background information page.

The Burke-Litwin is a complicated model and is, perhaps, too big for an analysis of this size. For that reason, I would urge you to limit your analysis to those transactional variables they identify in the article.

Those variables are:

Structure (Identify the structure by type: matrix, team based, functional or product departmentalization, organic/mechanistic, etc.)

Tasks and Skills (Unique or core competencies)

Management practices (e.g. participative or centralized decision making)

Systems and Policies (information systems, financial, marketing, production, human resources, etc.)

Work unit climate

Motivation

Individual needs and goals

Identify the key throughput variables and discuss how they are interrelated. Focus on whether they fit together or work toward opposite ends. For example, Does the Human Resource System staff the organization with workers who have the right skills for the requirements of the production system? Does the compensation system quash motivation, or the climate support individual needs and goals? Does the structure fit management practices?

Please provide 4 to 5 pages of good information.

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