Global Environment And HR

Global environment and HR

Global Environment and HR

China is among the rising countries in terms of job opportunities as I believe that in the near future, United States might not have that many jobs to cater the needs of the unemployed people. Seeing this threat, I might plan to relocate to China, as it suits my preferences with respect to job and housing. I have observed that Chinese are more adaptive to external culture, which is quite appreciable. However, there are cultural differences too. For example, the people of Chinafocus more over team initiatives and dislike individualism ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"QIJK4utd","properties":{"formattedCitation":"(Steers & S\\uc0\\u225{}nchez-Runde, 2017)","plainCitation":"(Steers & Sánchez-Runde, 2017)","noteIndex":0},"citationItems":[{"id":248,"uris":["http://zotero.org/users/local/s8f0QVnP/items/48JHIYE7"],"uri":["http://zotero.org/users/local/s8f0QVnP/items/48JHIYE7"],"itemData":{"id":248,"type":"article-journal","title":"Culture, motivation, and work behavior","container-title":"The Blackwell Handbook of Cross-Cultural Management","page":"190–216","source":"Google Scholar","author":[{"family":"Steers","given":"Richard M."},{"family":"Sánchez-Runde","given":"Carlos J."}],"issued":{"date-parts":[["2017"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Steers & Sánchez-Runde, 2017). Contrary to the US, Chinese companies are hierarchy based and tend to value those at the upper ranks. Chinese people also show hesitation in accepting contribution of those with different nationalities ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"S9Ty8tBV","properties":{"formattedCitation":"(Chin, 2015)","plainCitation":"(Chin, 2015)","noteIndex":0},"citationItems":[{"id":244,"uris":["http://zotero.org/users/local/s8f0QVnP/items/EC3ECP3Q"],"uri":["http://zotero.org/users/local/s8f0QVnP/items/EC3ECP3Q"],"itemData":{"id":244,"type":"article-journal","title":"Harmony and organizational citizenship behavior in Chinese organizations","container-title":"The International Journal of Human Resource Management","page":"1110–1129","volume":"26","issue":"8","source":"Google Scholar","author":[{"family":"Chin","given":"Tachia"}],"issued":{"date-parts":[["2015"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Chin, 2015). Finally, the Chinese culture is based on fostering friendships and developing a substantive relationship, which is good, but sometime a foreigner might feel uncomfortable with this.

In light of the cultural differences mentioned above, I think I would need some adjustment in the company-oriented structure. For example, I do value the teamwork, but at the very same time, I need to earn credit for my inputs. Secondly, some adjustments would be required in the company hierarchy, I would be working for. Since I appreciate the valued input of my seniors, but I value my opinion as well, as I believe my inputs add an extra edge to the product under development. Lastly, I also need to adjust something in myself, which is to be extra cautious of the cultural barriers. The human resource practices which might be helpful in this domain are self-adjustments, identifying challenges and delivering tasks ADDIN ZOTERO_ITEM CSL_CITATION {"citationID":"78s93Ee0","properties":{"formattedCitation":"(Hassan, 2016)","plainCitation":"(Hassan, 2016)","noteIndex":0},"citationItems":[{"id":246,"uris":["http://zotero.org/users/local/s8f0QVnP/items/Z855AKP8"],"uri":["http://zotero.org/users/local/s8f0QVnP/items/Z855AKP8"],"itemData":{"id":246,"type":"article-journal","title":"Impact of HRM practices on employee’s performance","container-title":"International Journal of Academic Research in Accounting, Finance and Management Sciences","page":"15–22","volume":"6","issue":"1","source":"Google Scholar","author":[{"family":"Hassan","given":"Saira"}],"issued":{"date-parts":[["2016"]]}}}],"schema":"https://github.com/citation-style-language/schema/raw/master/csl-citation.json"} (Hassan, 2016). Such practices are very helpful, just not in my case, rather generally. The HR based practices are quite obliging in being successful abroad, but one needs to be so watchful and thorough in adopting such practices. As consistency serves the purpose of success.

References:

ADDIN ZOTERO_BIBL {"uncited":[],"omitted":[],"custom":[]} CSL_BIBLIOGRAPHY Chin, T. (2015). Harmony and organizational citizenship behavior in Chinese organizations. The International Journal of Human Resource Management, 26(8), 1110–1129.

Hassan, S. (2016). Impact of HRM practices on employee’s performance. International Journal of Academic Research in Accounting, Finance and Management Sciences, 6(1), 15–22.

Steers, R. M., & Sánchez-Runde, C. J. (2017). Culture, motivation, and work behavior. The Blackwell Handbook of Cross-Cultural Management, 190–216.