How can international human resource management respond to the need Essay

How can international human resource management respond to the need for global integration yet also local responsiveness in transnational corporations - Essay Example Multinationals often learn the hard way when it comes to integrating HR systems to function optimally across the world, and some have spent enormous sums of money to solve this problem. Even for the biggest and most innovative companies, this problem still worries them because the transition requires time to manage successfully. Time is something multinationals do not have. For most international corporations, the question is not an option between globalisation and localisation, but the delicate balance between the two. On one hand, business resembles an organism; it must build a global brand to maintain its organisational attributes in international expansion (Badie, 2011:39). On the other hand, global variation in cultural and institutional settings demands multinationals to establish local responsiveness. Overemphasis on global control and consistency can only impede domestic vitality and result in what is commonly referred to as the â€Å"headquarters syndrome.† This paper will examine how multinationals can implement and practice glocalisation – â€Å"think globally, act locally† – to balance its local HR needs with global HR system s so that overemphasis on one does not cause negative consequences for them (Kaynak and Fulmer, 2013:11). Glocalisation requires HR managers to combine both global and local strategies. When implemented correctly, the rewards can spread evenly between local divisions and the multinational headquarters based abroad. Despite the global recession that followed the 2008 financial downturn, glocalisation surges on steadily. Scholars have argued that the core driver of glocalisation today is international corporations, which is true because they are the ones who need it the most. According to Drori (2013:18), as many large companies set up local or regional divisions in emerging and culturally rich markets, HR practitioners are required to implement sustainable HR practices that respond to local needs. HR

Fatalistic Attitude Essay Example | Topics and Well Written Essays - 250 words

Fatalistic Attitude - Essay Example Following September 11, American perceptions of people from Middle Eastern countries underwent a dramatic shift. Many citizens propelled by popular media and cultural and religious misunderstanding have demonized Arab-Americans, making it more difficult for them to function happily and safely within our society. The more narrow-minded have gone so far as to blame any person of hailing from this basic region of the world as anti-Christian, American-hating zealots who only come to the U.S. to undermine our freedoms and safety. While this is obviously not the case, as a result Arab-Americans, particularly those who actively practice the Muslim faith, are marginalized or sometimes outright despised by their fellow citizens. While this it is entirely inaccurate to blame all Arabs for the events of the past decade, many people from this cultural/ethnic background simply attempt to keep their heads down and wait for public sentiment to change. They do not believe that any amount of campaigning for cultural understanding or open exchange of ideas will affect a true change in their status within American society. Though over time it is likely that these prejudicial and inaccurate perceptions will no longer be equated with Arab-Americans as an absolute negative, it is the way in which fellow citizens interact with this subgroup on a daily basis which will most effectively alter the current attitudes and ideas existent in our culture. In addition to this, media coverage should be limited to factual relation without emphasis on ethnicity and instead promote cultural understanding which would also be an important factor in changing the overall perceptions of Arab-Americans in our society