Approaches to Strategic International HRM (ISHRM)

Approaches to Strategic International HRM (ISHRM) Managers are not aware of the severe consequences treating their employees like that? Is it because of a deficit in managing people within an opposed cultural working environment or is it because of an inconvenient HRM strategy? Skinner, B. (1971) argued, that people are simply a product of the stimuli they get from the external world. Interestingly, negative reinforcement causes behavioral change in undesirable ways, whereas positive reinforcement causes rather intended change. General management is therefore not only accountable for defining such stimuli according the corporate strategy, but also its degree of involvement is a prerequisite for a successful HRM (Baron, J. Kreps, D., 1999). What difference does it actually make to augment the word international to HRM? Needless to say, as corporations globalize, HRM activities like HR-planning, staffing, developing, and retaining employees goes far beyond a national scope. Thus, IHRM broadly covers all issues related to the management of people in an international context (Stahl, G. Bj rkmann, I., 2007). Morgan (1986) developed a three-dimensional model of IHRM (Figure 1), which expose firstly the broad human resource activities of procurement, allocation and utilization, secondly the national or country categories involved in IHRM activities (host, home, other), and lastly three categories of employees of an international firm (HCNs, PCNs, TCNs). Morgan defines IHRM as the interplay among these three dimensions. Generally, IHRM involves the same activities as domestic HRM, for instance, procurement refers to HR planning and staffing; however, domestic HRM focuses only on activities within only one national boundary. Many firms underestimate the complexities involved in international operations, a nd there is some evidence to suggest that business failures internationally may often be due to poor management of HR (Desatnick, R. Bennett, M., 1978). Strategic International Human Resource Management in Multinationals Alfred Chandler highlighted once, structure follows strategy. Hence, a holistic  corporate strategy is not only based on a precise knowledge of internal and external factors  or can be measured along financial and non-financial KPIs. In fact, a sustainable corporate strategy must be a reference point towards every part of the value chain. Thereby, the functional-level is typically concerned with maximizing efficiency; and particularly the HRfunction addresses the question, Are the current HRM policies sufficient enough to support the strategy? Schuler, R. Jackson, S. (1987), took up Porter s framework of competitive strategies in order to develop a model of its idea in SIHRM (Figure 2). Their model concludes that business performance will increase, if HR policies mutually reinforce the firm s strategy. According to Dowling, P. Welch, D. (2005), MNEs operate in the context of worldwide conditions, including the external contexts of industry, nation, region and interorganizational networks and alliances. De Cieri and Dowling (1999) developed the model of strategic HRM in MNEs (Figure 3). The internal organizational factors are shown in order of most tangible to most intangible. Pointed out by Dowling, P. Welch, D. (2005), following developments in the literature, such as that of Taylor et al. (1996), (), the model suggests that there are reciprocal relationships between organizational factors, SHRM and multinational concerns and goals. For instance, HR activities such as expatriate management are influenced by both factors of procedures from in- and outside the company. Contrasting Two Approaches of Strategic International Human Resource Management Any convergence will be balanced by divergence (Harzing, A. Ruysseveldt, J., 2004). Its sound so simple, however, since MNEs globalize and their structure change rapidly, managers should decide upon two major issues; firstly, to which extent key decisions have to be made at the parent-country HQ or at the subsidiary units and secondly, which type of management control system the parent could execute in the subsidiary unit. Thus, the main distinction is whether to standardize or customize SIHRM. In case of standardizing SIHRM, the HQ decides upon HR policies and standards independently from their foreign subsidiaries. Forces towards standardization are mainly driven by the need for control and sustain of competitive advantage. Assuming that a generalized approach leads to conformity and unity among all employees, while neglecting cultural differences, the standardization may ensure adoption of corporate values und promotes the corporate strategy above national boundaries. However, the probability of a successful standardized approach depends very much on the openness of the foreign subsidiary to cohere, for instance, with the corporate work practices and cultural differences (Dowling, P. Welch, D., 2005). Since a standardized SIHRM approach is not only influenced by cultural differences that may facilitate resistance of the foreign subsidiary, Bae, J. Lawler, J. demonstrated (Figure 4) comprehensively which factors influence standardization of work practices (2000). Discussing issues about customization, the statement `Think global and act local pops up frequently. As customization of SIHRM considers the specific demands of the hostcountry, the involvement of foreign subsidiaries in managerial decisions is in comparison to a standardized SIHRM very high. By involving host management, parent firms should do both, acknowledge different cultural attitudes and take actions in order to incorporate them when feasible. Obviously, there is more than one correct way to manage people; thus, the HQ and the foreign subsidiary can gain from customization due to knowledge-sharing, resulting in cross-cultural learning. Another interesting point is the implication of corporate language. Even though, within most MNEs English is the corporate language, Marschan-Piekkari et al. puts it, companies do not have languages, people do. Therefore, language standardization in contrast to customization increases burden on foreign subsidiaries since being competent in the c orporate language is considered to be important for career development (Dowling, P. Welch, D., 2005). Conclusion Effective ISHRM is expected to assist the firm in achieving its goals and objectives. The managerial challenge for HRM is thereby not only the implementation of the corporate strategy, but also to define a meaningful balance between standardization and customization of its activities and policies. Heading for sustainable corporate values, MNEs should focus on managerial consistency. However, due to thinking global and acting local, they should not deny regional and cultural differences; rather heading for knowledge-transfer in order to  achieve a comparative advantage. Clearly, like Dowling, P. Welch, D. argued, while the global nature of the business may call for increased consistency, the variety of cultural environments may be calling for differentiation (2005). Reference List Baron, J. Kreps, D. (1999). Strategic Human Resources. John Wiley Sons: Hoboken Bae, J. Lawler, J. (2000). Organizational performance and HRM strategies in Korea. Academy of Management Journal, 43(3): 502-517. Chandler, A. (1996). Strategy and Structure: Chapters in the History of the American Industrial Enterprise. Cambridge, Massachusetts: The MIT Press. Clavell, J. (1983). The Art of War: Sun Tzu. New York: Dell Publishing. Desatnick, R. Bennett, M. (1978). Human Resource Management in the Multinational Company. New York: Nicholson. Dowling, P. Welch, D. (2005). International Human Resource Management: Managing People in a Multinational Context. Toronto: Southwestern College Publishing. Morgan, P. V., International Human Resource Management: Fact or Fiction. Personnel  Administrator, Vol. 31, No. 9 (1986) p. 44. Skinner, B. (1971). Beyond Freedom and Dignity. New York: Knopf. Stahl, G. Bj rkmann, I. (2007). Handbook of Research in International Human Resource Management. Cheltenham, UK: Edward Elgar Publishing Ltd. Schuler, R., Dowling, P.J. de Cieri, H. (1993). An Integrative Framework of Strategic International Human Resource Management. Journal of Management, 19(2): 419 60. Schuler, R. Jackson, S. (1987). Linking competitive strategies and human resource  management practices. Academy of Management Executive, 1(3): 207-9. Taylor, S., Beechler, S. Napier, N. (1996). Toward an Integrative Model of Strategic International Human Resource Management. Academy of Management Review, 21(4): 959 86.

Evil, Faith, and Redemption in Hawthorne’s Young Goodman Brown Essay

Evil, Faith, and Redemption in Hawthorne’s Young Goodman Brown There are many things that go on â€Å"behind closed doors† in today’s culture. In many cases it is not closed doors that conceal what goes on, but the dark. Usually what is not seen is not considered good. During the time of early America, there was an event that came to be known as the Salem witch trials. This event has sparked many debates and many folk tales. Nathaniel Hawthorne writes in a way to show the error of modern culture. This style allows him to speak to everyone, including his own community. He does this by using the themes of the story to show the tendencies of modern culture. In Hawthorne’s â€Å"Young Goodman Brown† the themes of redemption, the source of evil, and the power of faith are developed and can be used to show the problems in today’s culture. The belief of redemption, in modern day culture, bases itself on human perspective over God’s intervention, and human perspective is how the main character in â€Å"Young Goodman Brown† believed he found his salvation. This is not the actual way to find redemption. Redemption, according to the Bible, is the payment of sins through the death and resurrection of Jesus Christ. The story begins as a man, Goodman Brown, leaves to go out to a meeting that turns out to be for witchcraft and finds himself torn between going to the meeting or deciding to stay at home. Brown wants to go home to his wife Faith and believes if he goes back he will not be punished for his sins. At first he comes to a decision to discontinue his trip to the meeting; he later changes his mind and chooses to move on his path to the meeting and sin. Brown decides to continue because of the shock he just recei... ...ut the faith they have. Hawthorne leaves the problem of faithless people unresolved. I believe he does this to show that faith is an idea that is so loosely thrown around that it has lost its meaning. Simply stated, redemption, the source of evil, and the power of faith are themes developed by Nathaniel Hawthorne that display problems in today’s culture. Although these issues occur frequently, many people decide to ignore them. Many of these difficult situations in today’s society present themselves behind closed doors or in the dark. These problems happen today, and they have happened in the past. It is best that we find a way to deal with these issues before they reach the future. Works Cited Hawthorne, Nathaniel. â€Å"Young Goodman Brown.†Making Literature Matter. Ed. John Schilb and John Clifford. Boston: Bedford/St. Martin’s, 2000. 1085-95.

Alienation Essay

What does alienation mean to you? Being alienated means to be isolated and choosing not to be with anyone. It can also be someone who is not like the rest and is different. Alienation can be when you walk into a place, and people stare at you because you don’t belong there, resulting in fright of socializing with others. In the novel, Blue Winds Dancing, the narrator starts noticing a difference between the two landscapes. Thomas Whitecloud becomes alienated because he cannot see how he can live in both worlds without relinquishing his own pride. These civilized white men want us to be like them-always dissatisfied- getting a hill but wanting a mountain. † In this quote, Thomas Whitecloud explains what he comes to realize during his journey, he is defensive to White culture, due to willful pride. These differences can be felt internally and externally as the narrator searches how to deal with society in a respectful manner. Thomas Whitecould chooses to combine the two different cultures, â€Å"my people are not inferior nor are they uncivilized† and agree with the rest of society that you must be one or the other. I can identify with Thomas Whitecloud because I have been through a very similar experience. At a young age, I moved thousands of miles away from home, to America, without knowing any English or anyone except my mother and older sister. My first day of school was the day after getting here. After going to what would be my new school in the morning, and signing papers with my mother, I walked into my new class. Alone, isolated, and alienated was what I felt as I walked through those doors for the first time. People could tell by just looking at me that I wasn’t from anywhere around there. The worst part is that I could not communicate with anyone because they all spoke English, and I only knew Portuguese. I can be on familiar terms with Thomas White cloud because those experiences were very similar. Thomas Whitecloud and I were trying to find a place where we would fit in, a place where we belonged. Thomas Whitecloud and I both felt like we didn’t belong at that place, like we were not being accepted, we felt embarrassed, and different. I felt like this was the way it was going to be forever. But I was at school for a reason, to learn. Unlike Thomas Whitecloud, I quickly learned this whole other language and culture. That then allowed me to communicate with my peers. I mastered this new language, English, in a short amount of time. And little by little my classmates started communicating with me, even if it was saying â€Å"Hello†, or asking a question about homework. Unlike Thomas WhiteCloud, I was able to meet my classmates, and get to know them. Now that I have been able to analyze this subject, I have gotten a lot of things out of this story. It really is sad that citizens cannot learn to live between one another and feel happy and not feel so lost and isolated in society. The novel, â€Å"Blue Winds Dancing† is an example of this because Thomas WhiteCloud has a difficult time trying to find a way to live in both worlds without giving up his pride for his own culture. There is nothing wrong with wanting the best of both worlds. I really look up to Thomas Whitecloud because throughout the story, he did not give up on himself and his culture. Many people would take the easy way out, since it’s the most convenient, and try to fit it even if it means to forget about who they really are. People can become depressed, or they can start to hate themselves, or become detached from the world because of alienation. Feeling alienated can also lead to a person to go with in themselves, which is not a good place to be and very painful to recover from. Being alienated can also lead to loneliness which is a dangerous place. It is important to socialize with people, friends, and family, because it can also make a person more confident. It is important to feel connected with different types of culture and people. There is no good effects of alienation, it makes people feel unwelcomed, like an outcast, like a loner, and shunned. This is how society is, but it is not how society should be. Before acting, think about what affects it will the people around you, and yourself.

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