1 / 18

Mgt 485 CHAPTER 16

Mgt 485 CHAPTER 16. HUMAN RESOURCE DEVELOPMENT ACROSS CULTURES. Applied Project Papers & Presentations. Papers – Per Syllabus Note – there is NO length specified Keep it CRISP! Concise Relevant Informed Systematic, and Practical .

thea
Download Presentation

Mgt 485 CHAPTER 16

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript


  1. Mgt 485CHAPTER 16 HUMAN RESOURCE DEVELOPMENT ACROSS CULTURES

  2. Applied Project Papers & Presentations • Papers – Per Syllabus • Note – there is NO length specified • Keep it CRISP! Concise Relevant Informed Systematic, and Practical. • Presentation • Nominal 3 minutes each • Use PowerPoint or other aides • Discuss Highlights (not details!) • Lead to your conclusion

  3. Paper development • Opening sentence • Identify product, service, country • Discuss RELEVANT domains • Social, technological, economic, political • Narrow focus onto important aspects of • Cultural differences • Trade barriers, restrictions, fees, etc. • Review all exercises (important information) • Discuss exactly how these issues will impact product and or service • Viability of pursuing the market?

  4. Internet Sites - HR • http://www.unitar.org/ • http://www.itcilo.it/ • http://www.trainingitc.com/ • http://usinfo.state.gov/ • http://www.t-bird.edu/ • http://www.sit.edu/ • http://www.wetfeet.com/asp/companyprofiles.asp?companypk=1618 • http://www.nam.org/institute/success/educomp.html

  5. Training and MNC’s • 30% of MNC’s offer formal cultural training programs • 58% of MNC’s offer some cultural training to expatriates • 91% of MNC’s offer cultural orientation to spouses • 75% of MNC’s offer cultural orientation to children

  6. MNC Management Philosophies • Ethnocentric • home-office personnel in charge of key • management positions \ Polycentric local nationals in key management positions • Regiocentric • relies on local managers from a particular • geographic region to handle operations Geocentric integrates diverse regions through a global approach to decision making

  7. Reasons for Training Prior to Overseas Assignments • Organizational reasons • To reduce ethnocentrism • To Improve the flow of communication between home office and affiliates • To increase MNC efficiency and profitability • Personal reasons • To improve abilities to interact with locals • To dispel myths and stereotypes • To overcome arrogance • To assist with foreign language acquisition

  8. TYPES OF TRAINING PROGRAMS • Standardized (generic) management tools to be used regardless of where the mangers are sent in world • used by small firms • Tailor-Made (custom) management tools created for the specific needs of the participants • used by larger MNC’s

  9. The Process of Self-Evaluation What is your management style? • Factual - decisions based on data • Intuitive - innovative; jumps from idea to idea • Analytical- carefully weights alternatives • Normative- concerned with how things should be done

  10. CULTURAL ASSIMILATORS A Cultural Assimilatoris a learning tool designed to expose members of one culture to some of the basic concepts, attitudes, role perceptions, customs, and values of another

  11. Problems with Assimilators • Choice of content (critical incidents) • an expatriate interaction with a host national • a puzzling situation easily misinterpreted • accurate interpretation is probably given sufficient knowledge • the situation is relevant to the expatriates’ task requirements • Validation • Does the instrument measure what it is designed to measure? • Cost-Benefit Analysis • $40,000 per assimilator

  12. Other Approaches for Overseas Preparation • Visits to the host country • Briefings by host-country managers • In-house management programs • Training in local negotiation techniques

  13. ORGANIZATIONAL DEVELOPMENT Organizational Development (OD) - the deliberate and reasoned introduction, establishment, reinforcement, and spread of change for the purpose of improving an organizations effectiveness and health

  14. OD Interventions • Team building • sensitivity training and co-operation • Management By Objectives (MBO) • joint setting of subordinates goals • Confrontations meetings • information on intra- or intergroup conflict • Third-party peacemaking • mediator to resolve conflict • Survey feedback • using information to develop an action plan

  15. Limitation of OD in International Settings • Cultural barriers • Language differences • Power distance and uncertainty avoidance differences

  16. Why International Assignments End in Failure • Career blockage • Culture shock • Lack of pre-departure cross-cultural training • Overemphasis on technical qualification • Dumping grounds for troublesome employees • Family problems

  17. Difficulties on returning home • Lack of respect for acquired skills • Loss of status • Poor planning for return position • Reverse culture shock

  18. Approaches to Cross-Cultural Training

More Related