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Introduction Cross Cultural Management Session 1

Yoginder Kataria yoginder.kataria@iilmcms.ac.in

Resource Support
I thank
Nov 2010 Jan 2011

Dr. A.K Sinha, Dean IILM Dr. Sanjay, Ms. Sonika and Ms. Shalini Management of IILM, Academic department, library, computer lab and colleague faculties : For extending support, constructive criticism & numerous discussions, in structuring our Module, presentations etc.

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Session aims

Introduce the module learning activities and assessments expectations Outline the assessment requirements Understand Cross Cultural Management

Reading: Hodgets, Luthans & Doh

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Introduction of Facilitator Introduction of Students Teaching methodology and style Best practices on learning Participation Do the reading! Learn collaboratively Lateness!

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Some rules for the module


Attendance Attendance:results Class room climate Mutual respect Assignments Manage your time!

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Session Plan

Session Plan

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Learning Outcomes: Knowledge


Understand how people, groups, organizations, and societies become infused with culture. Gain an analytical and conceptual understanding of ones own culture and the differences from own versus other cultures. Understand the influence of culture on attitudes and behavior. Learn to recognize when cultural differences are affecting work relationships and the circumstances in which cultural differences are most likely. Understand the Integrated Cultural Framework and the role of culture (both internal and external) in organizations. Define leadership ,international dimensions of leadership.
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Content
INTRODUCTION TO MANAGEMENT IN GLOBAL ORGANIZATIONS: MEANING AND CONCEPT OF CULTURE DIMENSIONS, CHARACTERISTICS AND ELEMENTS; HUMAN AND CULTURAL VARIABLES OF ORGANIZATION; 5. MODELS AND ATTITUDINAL DIMENSIONS 6. CULTURE DIVERSITY 7. CROSS CULTURAL COMMUNICATION AND NEGOTIATIONS, 8. INTERNATIONAL COMPENSATION ISSUES 9. LEADERSHIP 10. CROSS CULTURAL TRAINING (CCT) AND DEVELOPMENT OF INTERNATIONAL STAFF 11. MANAGING GLOBAL STAFF: RECRUITMENT, SELECTION CRITERIA AND ISSUES 12. TEAM DEVELOPMENT AND CO-OPERATION 13. EXPATRIATE ISSUES IN GLOBAL CONTEXT 14. REPATRIATE ISSUES IN GLOBAL CONTEXT 15. ISSUES AND CHALLENGES IN GLOBAL PERSPECTIVE 1. 2. 3. 4.
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Plan of the module

Lecture two way learning process Allotment of Countries for country specific cultural inputs Paired student presentations Question bank 2000 word report Mid Term Exam End Term Exam
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Assessment
Internal 40% Class Participation (5) Assignment ( Physical Presence, Mental Presence, Participation, Presentation + 2000 word report 5) Mid Term ( 10)

Examination 60% (30 Marks) Question bank 3 questions including one compulsory case study 1 questions from each units (with option to attempt one)

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2000 word hand written report


Choose one multi-national company that operates in India and undertake secondary research to identify Cross Cultural Management activities OR One topic will be allotted to you to do extensive literature review and add different examples of global / MNC companies You may only use secondary sources in accessing information about this firm. You may NOT make direct contact. The company information can be obtained via company documents, websites, electronic data bases or through published case studies in journals, books, reports etc. Develop secondary research skills Due on or before session 6, submission in class of session 6

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List of Topics - 2000 word report


Staffing strategies, Recruitment & selection, Training & Development, culture, Diversity management, expatriate management, Repatriate management, Negotiation strategies, current issues, Retention strategies, Motivation strategies, Talent management, Hr strategies, Compensation management, communication and work practices etc
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2000 word report


It is essential that your report be clearly referenced to relevant literature and theories. The bibliography should not be included in the word count.

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Assignment Presentations
Making of Groups (2 members each). Assignment presentations in each class (10 minutes). Class Representative to give schedule of presentation. Ideally presentations should start from session 4 onwards

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Defining HRM Bratton and Gold 1999 That part of management that specialises in the management of people in work organisations Employees are critical to achieving sustainable competitive advantage HR practices need to be incorporated with the corporate strategy HR specialists help organisational controllers to meet both equity and efficiency objectives

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List HRM Activities?

Brain Teaser

What do you think may be the main similarities and differences between domestic and international HRM?

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Brain Teaser suggested responses


More HR activities The need for a broader perspective More involvement in employees personal lives Changes in emphasis as the workforce mix of expatriates and locals varies Risk exposure Broader external influences

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Why do we need to study CCM?

Increased interdependence between national economies and markets Increased development of global or worldwide activities Extension of your consideration of Management theory and practice into international and cross-cultural dimensions

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How do we define IHRM?


3 Main approaches: (Edwards and Rees, 2006)
Cross-cultural management; examined human behaviour from an international perspective Comparative Management; focuses on describing, comparing and analysing HRM systems in various countries Focus on managing Management in a multinational organisational context

What is IHRM?
The worldwide management of human resources (Brewster et al, 2002) The purpose of IHRM is to enable the firm, the MNE to be successful globally. This entails: Being competitive throughout the world Efficient Locally responsive Flexible and adaptable within short time periods Capable of transferring knowledge and learning across globally dispersed units

What does CCM aim to do?


Develop and administer HR policy and practice across a wide variety of nations, each with its own: Social Cultural Legal Economic Political Historical characteristics

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Variables that Moderate Differences Between Domestic and CCM


The Cultural Environment The industry within which the MNE is primarily involved

Domestic and International Activities of the CCM Function

Extent of reliance of the MNE on its home-country/ domestic market

Attitudes of senior management

Complexity involved in operating in different countries and employing different national categories of employee
Dowling and Welch(2004) page 12

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Drivers of Globalization

There are 6 key driver


~ ~ ~ ~ ~ ~

Developing economies with huge markets Move to low wage and low cost countries Changing demographics Declaration of Regional Trading Blocks Declining trade and investment barriers Technology shrinking the world
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Effects of Globalization Globalization and management Globalization and jobs Globalization and wages Globalization and child labor Globalization and women

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The India story for Globalization


India as a Rapidly Developing Economy The transformation of the Indian organization The strengths of the Indian people

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Phases in Internationalisation Adler & Ghadar 1990


Domestic: Concentrates on the development of the domestic market with a limited focus on overseas market possibilities Internationalisation: A commitment to developing overseas business resulting in the expatriation of managerial expertise

Phases in Internationalisation/cont
Multinationalism: Aims to disseminate corporate values throughout the corporation. Managers are sourced from any country in which the corporation operates with an emphasis on career development within the corporation. The aim is to promote competitiveness through high sales and low costs. Globalisation: Aims to enable staff to combine corporate knowledge with local expertise, thus enabling the corporation to benefit from global integration and local responsiveness. The approach is characterised by forums designed to facilitate the transmission and exchange of knowledge on a global scale by building on practices developed during the international and multinational phases of development.

Thank you

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