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This document discusses how culture impacts human resource management practices internationally. It defines culture as the values, attitudes, and meanings shared by a community that influence lifestyle. Culture can affect employee management through attitudes towards power and authority, tolerance for ambiguity, interpersonal trust, and preferences for leadership behaviors. National culture also shapes specific HR issues like selection, training, performance reviews, and rewards. Additionally, non-cultural factors at the individual level like education and position, and at the organizational level like market conditions, technology, size, and organizational culture also influence HR management style.
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This document discusses the concept of culture and its levels. It defines culture as a set of shared attitudes, norms and values that influence how people see themselves and the world. Culture has three layers - artifacts/attitudes, norms/values, and basic assumptions. Cultures can develop at different levels, including national, organizational, corporate, and professional. Cross-cultural management seeks to understand and improve interactions across different cultural groups in organizations.
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Module01
- 1. Internationalization of HRM: Socio-Cultural Context
- 2. What is culture? • Culture refers to values and attitudes that people belonging to a given society hold. • Tayeb: – defined culture as historically evolved values, attitudes and meanings which are learned and shared by the members of a given community, and which influence their material and non-material way of life.
- 3. Culture and Employee Management Issues.
- 4. 1. Attitude to power and authority and its implications for employee management.
- 5. 2. Tolerance for ambiguity and attitude to risk and their implications for employee management.
- 6. 3. Interpersonal trust and its implications for employee management.
- 7. 4. Individualism and collectivism and their implications for employee management.
- 8. 5. Preference for certain leadership behaviors and its implications for employee management.
- 9. National Culture and specific HRM issues • Selection and recruitment • Training • Job expectations and motivation policies • Performance appraisal, reward and promotion policies
- 10. Business Imperatives and other non- cultural influences on HRM • Influence of non-cultural factors at individual level – Education – Position for employee management style
- 11. Business Imperatives and other non- cultural influences on HRM • Influence of non-cultural factors at organizational level. – Market conditions – Production technology and industry – Size – Organizational culture