1. Concept and Brief Description
In chapter 15 the authors discuss HRM in international markets. They say that there are four major factors. They are:
• Culture
• Education
• Economic systems
• Political-legal systems
I am going to talk more about culture. This is by far the most important of the four. Culture plays a very big role in the way one does business, the way they act, and the way they interact.
There is really no culture exactly alike. They all have different things that are ok, and things that are taboo. To combat this many businesses look to hire people that have knowledge and experience in other cultures so they can be more effective there.
2. Emotional Hook (provocative question/claim/real-life problem)
Globalization is very much a part of our society. How does a growing business deal with vendors, and subcontractors from all over the world?
How must businesses compete to stay on top?
3. Key Points to Elicit in Discussion
Hofstede’s classic study on culture:
• Individualism/ collectivism
• Power distance
• Uncertainty avoidance
• Masculinity/ femininity
• Long term/ short term orientation
4. Facilitative Questions
How could an HRM effectively implement an HR practice in multiple areas of the world?
What obstacles might stand in their way?
I picked up about the same things from the chapter as you did. Thought that this was interesting.
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