Development of a Multinational Personnel Selection System - Case Study Example

Koch is a man who loves what he does. He has worked in the HR office for over 17 years. It is because of his positive attitude of determination, networking skills, ability to highly adapt to new situations, and his talent to be in the right place at the right time. As he is walking down the crowded street, he sees the Asians crawling across the road like ants all busy on their phones (Krause & Piske, 2007). This shows that he had a small perception of the Asian community comparing them to ants.

When he enters the office, all the workers are seen to be in haste. This shows he is serious and a bit strict when it comes to business (Krause & Piske, 2007). During the team meeting, he notices that there is an argument between Mueller and Yuen Yu yet he does nothing. It was not their first time having this disagreement, and he could see that it had affected Yuen Yu in a big way. He thought that the conflict would be solved over time, and he did not take note that they were arguing in front of their boss.

However, his position could be misused to influence selfish interests in the company. A good working relationship between Koch and Koenig could foster respect between them, thereby bringing the development of good ideas (Krause & Piske, 2007).

Q3: Communication, language, and expression; teamwork is a collective effort, and all players have to understand the direction of the discussion. Misinterpretation can be kept to a minimum if everybody aims for clarity.
Avoid the feeling of superiority. One part of the team with a similar culture or homogeneity attempts to dominate the team process and overrule the rest of the team. One may try to swing decisions toward the direction they are comfortable with. This can cause the development of a multinational personnel selection system environment for the rest of the team leading to a poor contribution. Here the Germans are feeling superior to the Asians, which is noted by the Germans being against the points the Asians rise directly.
There should be some motivators and expectations from the job that indicate the things that make someone stick to the business and team environment. The motivators can be in the monetary state, incentives, and career progression to intangibles such as praise, job satisfaction encouragement, or recognition.
They should focus on the objective of the team. It is usually better when there is diversity of experience among team players. The working style may vary when there is a cultural mix in the team. Some work culture fosters individuals to think and offer rewards for individual contributions. Read More