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英国人力资源管理硕士毕业论文:Hrm Global Company

时间:2015-05-26 13:59来源:www.ukthesis.org 作者:英国论文网 点击联系客服: 客服:Damien
Hrm Global Company
 
本文主要介绍了人力资源管理全球化公司。工作场所的管理多样性毫无疑问是做生意的一个必要组成部分。企业在未来几年的生存是那些想方设法吸引、保留和获得最优秀的人,这必然包括不同的种族、宗教、年龄、肤色和性取向的人。跨文化管理者应具备一个了解文化差异观以及其带来的影响的能力。
 
First Chapter

Introduction

Groups of people see the world through their own set of assumptions, attitudes, beliefs, and values. Learn about their culture and how it formed them, and aim to understand how other culture work so that everyone can be an effective global manager.

Organization from every part of the world is reaching out beyond their domestic markets to become international players. Not only is this very challenging on the business them, but it also creates a challenge for individual managers who must cope with working across geographic and cultural borders. Managing globally provides clear systems and approaches to help manage global networks and teams, and it examines the skills needed for dealing with different cultures. It teaches how to succeed in this new world.

This is widely recognised that an organisational diversity is obvious and necessary nowadays because of increasing pace of economic and technological development. Organisations need to be flexible if they seek to remain competitive and want to survive in a long run. This research explores the phenomenon of diversity in one of UK’s leading super market named Sainsbury’s (London Colney). The researcher intends to examine what the policy to work with different culture people and how management manage working with diversity people in workplace in the store in last two years I have seen.

1.1 What we think about culture:

Hofstede, (1991) defined culture as ‘the collective programming of the mind which distinguishes the members of one category from another’. It’s about share your beliefs, values, expectations of a particular group of people and differentiates them from a member of other groups. It can be found at many different levels. Each cultural world operates according to its own internal dynamic, principles and its own laws. As individuals, we generally only become aware of our own culture when confronted by others. Cultural differences are significant differences which have been identified across countries based on observed cultural dimensions.

1.2 Why culture consider in a multinational company:

Multinational companies are completely different from export-based firms not least because of their foreign subsidiaries. Not only does physical distance pose a challenge for effective communication, but also there is the challenge represented by cultural differences. Some MNCs have regarded cultural differences as so important that they have chosen to operate as multi-domestics with decision-making, management style and product development. The attitude is that people in the subsidiaries know best and should be allowed to go their own ways. For example, the attitudes in the Dutch electronics firm Philips for most of the previous century.

The downside of this approach is the fiefdom and ‘not-invented-here’ mentality, which resulted in Philips’ North American subsidiary refusing to adopt the Philips video recorder (V2000) and opting instead for the rival Japanese model. However, many MNCs, including Philips since 1987, require a much greater degree of coordination, particularly in regard to learning. To do so, these firms must develop common practices and common values. If foreign subsidiaries are to be integrated for knowledge-sharing purposes, a starting point is an understanding of the mindsets of subsidiary management and employees in terms of their work-related values. The management challenge for many MNCs is to be able to adapt their organizations to culturally distinct environments without losing organizational stability.

1.3 About an organisation:

Sainsbury’s is one of the leading retail super markets with approximately 792 stores all over the UK. There are some others supermarkets (Tesco, ASDA, Iceland and Somerfield) in UK which are the competitors of Sainsbury’s. All of them are trying their best to provide good services to their customers and working under diversity workplace. For the present research the researcher has taken Sainsbury’s London Colney to study about diversity. There were many reasons to select Sainsbury’s London Colney for this research. One of the reasons was that this is a big store with 350 employees working in different shifts (morning, evening, day, night and some are working as seasonal employees).

The management of this store comprises on around 20 to 30 people. This is a 24 hours store, located in the retail park and is very busy because of its location and also because this is close to M25 and people can get everything from the same store and also there is some other shop near to Sainsbury’s like M & S, Next, Boots and so on.

The second reason to select this store as a case study was that the researcher is working in this store in its customer services and checkouts department so the researcher as a participant has enough experience to work with different culture people in the store in the last two years. The sample size of this research (which includes on management and employees) was also easily approachable to get the relevant data. The researcher was quite hopeful that management and employees will cooperate with him for collecting data.

1.3.1 Company policy and commitment to colleagues:

There is much legislation surrounding the area of diversity and at the same time this provides a minimum standard for this policy, it is the company’s intention to move beyond simple legal
compliance where appropriate. This policy exists to enable a working environment in which everyone feels valued and respected in everything that they do.

Innovative thinking and different ideas are critical to Sainsbury’s success and their ability to develop new ways of adding value for their customers will be greatly enhanced by the diversity of experiences and perspectives amongst their colleagues.(责任编辑:BUG)


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