Cases in International Human Resource Management - Assignment Example

International Human Resource Management 1. Black, S., & Gregersen, H. (2006). The Right Way to Manage Expat. In Mark, M, R. Gary, & S. Gunter, Readings and Cases in International Human Resource Management (pp. 119-253). New York: Routledge . [r2.2]. Purpose: The purpose of the article is to highlight the significance of managing expatriates and the problems observed in the present business management scenarios. The main focus of the article is on the managers who are sent abroad by their companies and aims at investigating the reasons why they are sent abroad. Research Methodology: The researches have adopted the time-limited survey as their research methodology. Management expatriates from around 750 companies were included in the survey. The companies were selected from America, Europe, and Japan. A sample of expatriates who were sent abroad by their respective companies along with the executives of the companies who decided to send these expatriates abroad were selected for the research. Findings: It was found that the main reason why these expatriates were being sent abroad was the increasing competition in the corporate world and the need to increase the number of international expatriates. It was concluded that the expatriates sent abroad were not satisfied with their work and so they returned back home to their families because they were unable to adjust to the new environment. Moreover, it was observed that 10 to 20 per cent of these expatriates failed to fulfill the needs of their respective organizations and were unable to achieve the desired results. Research limitations/implications: Since the research was conducted in different countries the results of the research are not confined to a particular culture and can be broadly applied. There are no apparent limitations of the study. Practical implications: The recommendations made in the study can be applied in different companies as the study covers different cultures and is not confined to a particular country or culture. Value to reader: The research is of great value to the reader because since covers a very important topic and makes practical recommendations for multinational companies which can be used to increase productivity and achieve the desired results. 2. Black, S., & Mendenhall. (2006). Selecting Cross-Cultural Training Methods . In M. Mendenhall, R. Oddou, & G. Stahl, Readings and Cases in International Human Resource Management (pp. 219-245). New York: Routledge. [r3.2]. Purpose: The aim of this study is to study how different cultures of the world work together in a corporation and what policies are designed for expatriates who are sent abroad to work. Research Methodology: The researchers applied an approach based on the Social Learning Theory to the Cross Cultural Training of Expatriates. The applied research methodology is qualitative nature and secondary data was collected and carefully observed for the purpose. Findings: It was found that many companies do no adopt a cross cultural training program which results in the failure of expatriates, working abroad, to achieve the desired results. It was concluded that having a cross cultural training program is important for the whole organizations and not just for expatriates working abroad and without it, the over sea projects of an organizations can never be as successful as desired as these training programs prepare individuals to adjust in a different environment, respond appropriately to the situation, and be mentally prepared for future. Research Implications/Limitations: The main limitation of the study is that it lacks primary research and practical implementations of the recommendations made. Moreover, the research is limited to the companies in America, therefore, limiting the scope of the research. Practical Implications: Even though the research lacks practical evidence, the recommendations made are very practical and not too difficult to understand. Any organizations can apply the theories suggested in the study as they are simple and based on popular theories. Value to the Reader: The research is somewhat valuable to the reader as it covers many theories related to the cross cultural training which is very important for organizations that are required to send their expatriates to a foreign country. 3. Bonache, J., & Fernandez, Z. (2006). Strategic Staffing in Multinational Companies: A Resource-Based Approach. In R. a. Management, Mendenhall, M; Oddou, G; Stahl, G (pp. 100-117). New York: Rutledge. [r2.1] Purpose: The purpose of the research is to investigate the relationship between the MNE’s international strategy and expatriate’s selection policy. Research Methodology: A resource-based view of firms has been adopted for the research and the applied methodology is qualitative in nature and is based on the existing literature on the subject. The expatriate policies applied in different companies were also studied to better understand the topic. Findings: It was found that international assignments of employees play a significant role in the internalization of a company and may require transfers of teams instead of an individual, depending on the nature of the assignment. Moreover, it was found that the MNE’s fail to apply a strategic and effective approach in the selection and execution of projects and expatriates. It was concluded that corporate performance can be improved by putting together human resource practices with the corporate strategy. Research Implications/Limitations: The main limitation of the research is that it lacks practical evidence and mostly depends on the theoretical framework for its conclusions. Practical Implications: The suggestions made in the research are very practical and can easily be applied in any corporate environment because of the flexibility of the research. Value to the Reader: The research is valuable to the reader because it gives a detailed account of the corporate culture and the strategies applied. The recommendations made in the research are very practical and well explained. The theoretical work presented in the research can be used by corporations to improve their corporate performance and integrate human resources practices with corporate strategies. 4. Black, J. S. (2006). Fred Bailey: An Innocent Abroad In M. Mark, R. Gary, & S. Gunter, Readings and Cases in International Human Resource Management (pp. 119-253). New York: Routledge. Problem identification: The case Fred Bailey: An Innocent Abroad had been written by J. Stewart Black that claims the significance of understanding lifestyle changes that could undergo in the lives of executives who are sent abroad for international assignments. Multinational companies assign international assignments to the executives who are potential enough to handle new business ventures. It is important to note that such executives have their families greatly affected due to their work. The example given in the case had claimed that the executive Fred had failed to concentrate on his work because his wife complained that he was not giving time to family and that he was working extra hours in a country that was new to the family that resulted in non adjustment. Key alternatives: It is suggested that the case of Fred could have been solved if the company Kline & Associates could have scheduled the work load and limited the working hours for better productivity. Secondly, it is also suggested that the family could have given must stipends that could have served them extra luxuries as Fred’s wife had been complaining a lot. Analysis: It had been observed that the company Kline & Associated had trouble in understanding the national differences among Japanese and American employees that automatically increased the work load for Fred in the company’s new office in Japan. Decision: As per analyzed, the case shows that the decision taken as a result of threat for Fred by her wife persuaded him to undergo decision-making. According to the case, it is obvious that Fred, the employee of Kline & Associates had to decide in favor of her wife. Fred had to give up on his job because he was unable to reduce his work timings as he needed to work for the new business activities and simultaneously he could not control his wife. Action plan: Through the analysis of the case study, it comes to our understanding that only those executives are sent abroad who are either single or in a relationship with a life companion who is capable of understanding extreme professionalism. Such a case could be very complicated. It is preferred that the potential of Fred could be used for some other task of Kline & Associates and not to be assigned international orders. Read More