CULTURE AND INTERNATIONAL HUMAN RESOURCE MANAGEMENT

Assignment Overview

Before beginning this assignment, make sure you have thoroughly reviewed the main concepts from this module. This includes the concepts of host, home, and third country nationals as well as ethnocentric, polycentric, and geocentric strategies.

Rao (2010) is the main reference for these topics but the tutorial and video will also help as will Hooper (2012). Make sure you are also thoroughly familiar with Hofstede's cultural dimensions and other aspects of national culture. Carpenter and Dunung (2012) as well as Hofstede's webpage will help with this
topic.

Case Assignment

Write a 4- to 5-page paper addressing the following questions:

1. Suppose a British computer company has a top secret manufacturing technology. They are expanded overseas to China and Bangladesh to establish new factories using this secret technology. What kind of staffing policy do you think they should use when hiring managers for their new factories? Should they emphasize parent country nationals in their hiring? Host country nationals? Third country nationals? Explain your reasoning and cite Rao (2010) as part of your answer.

2. An American beverage company is planning an expansion both to France and to India by merging with some local companies in these countries. Based on Hofstede's measures, which of these mergers would be easier to manage?

What type of global selection approach to hiring do you think would be used in France and India-ethnocentric, polycentric, or geocentric? Explain your reasoning, and cite Rao (2010) as part of your answer.

3. Bob Smith is the CEO of an American company. All of his employees, even entry-level employees, call him "Bob" rather than "Mr. Smith." He has an open door policy where any employee can stop by his office to share their concerns.

While Bob is approachable, he is also quick to reward employee performance through pay raises or bonuses and quick to punish poor performing employees with suspensions or even termination. Now Bob is planning on opening a new branch of his company in South Korea. Which of Bob's practices may have to change in the Korean office? Refer to Hofstede's dimensions and to Carpenter and Dunung (2012) as part of your answer.

4. Rick is an American corporate executive who gets assigned to the company's China branch. His first month in China is really difficult for him. He is frustrated when people don't know English, is shocked by the non-Western restroom facilities, and can't handle most of the food served in the restaurants.

After a few months he starts to learn the language a bit and makes some friends with some local residents. How does Rick's first few months differ from the four-step "U-shaped" curve discussed in Rao (2010)? What techniques discussed in Rao
(2010) could Rick's company have used to help prevent his initial culture shock?

Module 1 - SLP

CULTURE AND INTERNATIONAL HUMAN RESOURCE MANAGEMENT

For the Session Long Project for this class, first choose a country interests you other than the United States (you need to learn about another culture other than your home culture for this assignment). You can pick any country you want other than the United States among those included on Hofstede's webpage.

You will be looking at a different aspect of doing business in this country in each of your Module 1-4 SLPs. For this first SLP, you will be focusing on the culture of this country and how it differs with the culture of the U.S. You can start by looking at the cultural values of this country as shown on the Hofstede webpage linked above.

Keep in mind that it is controversial to try to quantify national culture, so don't rely only on Hofstede for this paper. Do some additional research and try to find additional information about the cultural aspects of doing business in your country. Then write a two to three page paper addressing the following issues:

1. Go to the Hofstede webpage and look up the values of individualism, power distance, masculinity, and uncertainty avoidance for both your chosen country and for the United States.

What are the main differences between national culture in the U.S. and your chosen country? What implications might these differences have on doing business in your country?

2. What other information besides Hofstede have you been able to find about culture in your country? How do these aspects of culture impact doing business in your country?

3. Overall, does the national culture of your country make it easy or difficult to business? What cultural pitfalls might an American company investing in your country face?