Corporation Cope with Emerging Human Resource Issues Tolulope Opokiti (12048704) Rasaq Olasunkanmi (12002534) Ademola Adebiyi (12057819) Isaac Orimogunje (12002127) Introduction of McDonalds Corporation Practise of MNC according to Perlmutter McDonald’s practise as indicated by Perlmutter’s (1969) MNC strategy as revealed by Bartlett and Ghoshal (1989) McDonald Strategy; Is Transnational? If not‚ what does it practise (staffing‚ appraisal etc.) Merits and demerits of
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1 INTRODUCTION 1.1 Culture [Culture] generally refers to patterns of human activity and the symbolic structures that give such activity significance. Different definitions of "culture" reflect different theoretical orientations for understanding‚ or criteria for valuing‚ human activity. (Wikipedia. 2005) People from different countries have different cultures. People from the same country also have different families and backgrounds. Therefore their behaviours‚ attitudes or values‚ are not
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terror tactics. Perlmutter (Perlmutter: 1981‚ p 7-16) claims that authoritarism is a political system controlled by nonelected rulers who usually permit some degree of individual freedom. (Perlmutter: 1981‚ p15) ‘The following principles apply; rule of men‚ not rule of law‚ rigged elections‚ all important political decisions made by unelected officials behind closed doors‚ bureaucracy operated quite
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policy 54. Which of these is NOT an approach to staffing international business operations? a. Ethnocentric b. Polycentric c. Regiocentric d. Geocentric 55. Individuals from the home country manage operations outside the home country in which kind of staffing? a. Ethnocentric b. Polycentric c. Regiocentric d. Geocentric 56. Which of the following statements is false? a. Ethnocentric staffing appeals to companies that want to maintain
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is where locals which are known as Host country Nationals (HCNs) are recruited to manage foreign subsidiaries. The third approach is Geocentric which seeks out the best person for the job regardless of their nationality. And the final approach Regiocentric staffing which involves hiring and promoting employees based on specific regional context where the subsidiary is located. With reference to the Scenario provided in the unit L G‚ pp5-7‚ what do you think are the advantages and disadvantages of
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By Bilal Itani International Human Resources Management Lecturer: Mr. Chamberlain Fall 2014 Table of content 1.0 Introduction 3 2.0 Recruitment and selection of employees for international assignments 3 3.0 Types of international employees 4 4.0 Expatriate roles and characteristics of expatriate managers 6 5.0 Expatriate failures 7 6.0 Repatriation issues 8 7.0 Cross Cultural Training 9 8.0 International management development
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advantages of each and the condition under which you would choose one approach over another? Answer (1) Major staffing approaches for international operation falls into one or more of the following staffing modes: ethnocentric‚ polycentric‚ regiocentric and global operation. Firms using the Ethnocentric staffing approachfill their key managerial positions with persons from headquarter that is parent country nationals. Among the advantages of this approach‚ parent country nationals are familiar
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major problem facing MNCs is that they sometimes attempt to manage across cultures in ways similar to those of their home country. MNC dispositions toward managing across cultures can be characterized as (1) ethnocentric‚ (2) polycentric‚ (3) regiocentric‚ and (4) geocentric. These different approaches shape how companies adapt and adjust to cultural pressures around the world. 2. DISCUSS cross-cultural differences and similarities. One major challenge when dealing with cross-cultural problems
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four major categories (see appendix)‚ Spin’s expansion into the USA involves a regiocentric orientation. This type of orientation reflects the company’s basic mission for both public acceptance and profitability‚ while maintaining regional values and utilizing flexible manufacturing. Governance is negotiated between regions and subsidiaries‚ and connected to the product organization with a matrix-structure. The regiocentric approach combines both ethnocentric and polycentric strategies‚ but maintains
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understand‚ so human resource tactics such as training‚ motivation‚ rewarding and assessment should be adjusted according to host country needs (Perlmutter‚ 1965). The following table shows characteristics of polycentrism. Perlmutter (1969) compared a polycentric firm to confederation where headquarter has loose connection with subsidiaries. Source: Perlmutter‚ 1969‚ p.12 2. 2 Alignment Problem behind Polycentrism Polycentrism can generate both pain and pleasure for a global company (Hoecklin
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