Global Mindset (Competencies)

Cultural determinism

"The culture made me do it." This perspective basically absolves individuals of any responsibility for their actions.

Ethnocentrism

"our way is the best way and we are really not interested in other ways of reaching a goal." possible to alter

Parochialism

"there is only one way to solve a problem or reach a goal." not as easily to alter

Key global HR Skills

- Develop a strategic view of the organization. - Develop a global organizational culture. - Secure and grow a safe and robust talent supply chain. - Use and adapt HR technology. - Develop meaningful metrics - Develop polices and practices to manage risks

What are the three major types of world legal systems?

1) Civil Law - Is based on written codes approved by legislative bodies 2) Common Law - is based on legal precedent or previous cases. 3) Religious Law

What are the 4 T'S

1) Travel - Can help expand awareness and appreciation of different places and cultures - Helps managers and employees gain experiences - Time consuming/Culture Shock 2) Teams - Employees develop cross culture management skills when they work on different teams 3) Training - Must be relevant, must take in participates diversity profiles 4) Transfers -lasting impact on relationship development

Ways to develop your global mindset?

1) study and understand your own culture and how it relates to others 2_study and understand global business trends and forces 3_promote global mindset within your organization

What is dilemma reconciliation?

1.Recognize. (Create awareness of cultural differences.) 2.Respect. (Appreciate the value of difference.) 3.Reconcile. (Resolve differences by finding a common path.) 4.Realize. (Implement solutions and institutionalize them in the organization.)

What are three elements that much be in place in order to achieve global mindset?

Appropriate knowledge, skills, and understanding Desire and motivation on the part of the employee to change Support from systems and management

The HR director and executive team agree that pay and benefit increases are necessary to remain competitive in the market. Which action should the HR director take to determine if the organization is experiencing benefit from the proposed solution? Answers A. Monitor the employee departure rate to see if it declines in six months B. Communicate to managers that a plan has been implemented to reduce departures C. Conduct stay interviews with employees to periodically review benefit offerings and track retention rates D. Review the next cycle of performance evaluations to confirm whether goals are being achieved

C. Conduct stay interviews with employees to periodically review benefit offerings and track retention rates

What are the different layers of culture?

Center: Basic assumptions (Implicit Culture-- world views and habits) Ex: How the world should be, like success, freedom and doing good Middle: Norms and values Ex: May be a country's rules and regulations or a company's mission and COD Rim: Artifacts and products (Explicit culture-- language, dress or manner) Ex: Open office with jeans, cowboy boots, county music

The term "cultural relativism" is best demonstrated by which of the following? State of mind that focuses on narrow section of an issue versus considering a broader context Evaluation of other cultures according to preconceptions originating in the customs of one's own culture Concept that holds that there are no absolutes and everything is based on the situation Philosophical position that, for every interaction with others, conditions exist that cause no other events

Concept that holds that there are no absolutes and everything is based on the situation

High Context Culture

Context level affects communication and relationships: --High-context culture—A statement's meaning includes the verbal message and the nonverbals and social and historic content attached to the statement. --Low-context culture—A statement's meaning is encoded in its words only.

A global organization implements a clothing policy that sets general guidelines for a neat appearance and safety in the workplace. The policy also allows regional management to issue appropriate expectations for the local operations. Which does this action illustrate Cultural relativism Cultural determinism Cultural imperialism Corporate standardization

Cultural relativism When a firm adopts a cultural relativist perspective, it allows local HR practitioners to interpret general guidelines according to local cultural practices and norms.

What is the different between culture and climate?

Culture is about the norms, values and behavior adopted by the employees within the organization while the climate is about the atmosphere of the organization that is created based on the culture. For example, a handful of managers who are attentive only to their own goals or a serious downturn in revenue or market competition can create a poor climate even in an organization with a positive culture.

Strategic Perspective

From a strategic perspective, HR must be able to balance the priorities of headquarters and subsidiaries. They must understand and appreciate their disparate businesses and identify critical success factors related to talent, which will vary considerably from Malaysian plant workers to European hospitality employees to highly trained scientists in a competitive talent environment.

Practical Perspective

HR must consider certain day-to-day aspects of managing a workforce across borders and continents. For example, certain policies and procedures will have to be translated into local languages.

Due process

No individual is beyond the reach of the law; authority is exercised in accordance with written and publicly disclosed laws.

Rule of law

No individual is beyond the reach of the law; authority is exercised in accordance with written and publicly disclosed laws.

Tactical Perspective

the group must develop programs that can deliver measurable success and work in different cultural and sociopolitical contexts.

Hofstede's Cultural Dimensions: Power Distance:

Extent to which unequal distribution of power is accepted High: Malaysia, Latin America, Middle East, China, Indonesia, India Low: Austria, Israel, Scandinavian countries, U.K., U.S.

Also, managers do not provide candidates an accurate representation of day-to-day activities within positions. Which action should the HR director take to help hiring managers understand the criticality of a realistic job preview? Answers A. Recommend all hiring managers be placed on a performance improvement plan for their interviewing shortcomings B. Conduct refresher training for experienced managers and more in-depth training for new managers on effective interviewing C. Partner with managers to review current job descriptions to create a representation of the typical workday D. Discuss with managers the importance of accurate representations in the interview, turnover costs, and their questions

D. Discuss with managers the importance of accurate representations in the interview, turnover costs, and their questions

An organization is experiencing a high turnover rate in new hires within the first six to nine months. The HR director conducts research and determines that several of the employees have joined a competitor. The HR director decides to employ a third-party firm to conduct a salary survey, and a complete review of the job description and a job analysis for the position. Additionally, the HR director performs an internal employee opinion survey in which employees share that the current benefits package lags that of other companies in the area. The results from the third-party survey confirm that the company does lag the competitor by a large margin in compensation and benefits. The departure of the new hires shortly after starting the job is a cause for concern. Which recommendation should the HR director make in order for the organization to see an immediate reduction in the turnover? Answers A. Increase new-hire starting salaries by 20% because the competitor is paying its employees more B. Review the job description for accuracy since that is the only important factor C. Review the hiring process and ensuring that hiring managers are interviewing correctly D. Partner with managers to review the job description and conduct interview and onboarding training Submit

D. Partner with managers to review the job description and conduct interview and onboarding training

Hofstede's Cultural Dimensions: Individualism/Collectivism:

Degree of group integration: Individualism values self-reliance, collectivism values group loyalty Individual: U.S., Australia, U.K., Netherlands, Italy, Belgium Collective: Latin America, Pakistan, Indonesia, South Korea, China

Which is the best example of a civil law being applied to the practice of HR? Updating current policies and practices based on recent court decisions. Identifying ways to eliminate liability from high risk areas across the organization. Conducting an annual review of all policies, rules, and regulations across the organization. Employers changing policy to comply with newly enacted legislation.

Employers changing policy to comply with newly enacted legislation. Civil law is based on legislation: written codes (laws, rules, or regulations) approved by legislative bodies. It obligates employers to know the specific requirements of employment laws

Jurisdiction

Jurisdiction is the right of a legal body to exert judicial authority over a region, subject matter, or individual.

Forum or jurisdiction shopping

Jurisdiction shopping (or forum shopping) is the practice of taking complaints to jurisdictions sympathetic to the complainants' case.

Where is a plaintiff more likely to file a legal suit when jurisdiction shopping? Country where the plaintiff is employed Region where the company headquarters resides Locale that historically provides the desired results District that allows for jury trials

Locale that historically provides the desired results Jurisdiction or forum shopping is the practice of litigants taking their legal cases to the most likely location that will provide a favorable judgment. Some jurisdictions have become known as "plaintiff-friendly" and so have attracted litigation even when there is little or no connection between the legal issues and the jurisdiction in which they are to be litigated.

If you are familiar with explicit culture are you completely culturally understanding?

NO

Levels of law

National—federal laws applicable across the nation Subnational/regional—laws that apply to states, provinces, municipalities, or regions (Their relationship to federal laws can be complex.) Extraterritorial—laws that extend beyond a nation's borders and protect or apply to the nation's citizens traveling or working abroad Supranational—binding agreements between nations; may supersede national laws International—laws between nations that also apply to individuals within national borders (for example, human rights laws); usually ratified by participating countries but can also be accepted without ratification

Which employee action is most effective in developing a global mindset? Learning another language based on organizational locations Spending time living abroad Demonstrating motivation to work in another country Completing cultural diversity courses the employer offers

Spending time living abroad

Travel, training, and transfers are three of four tools, often referred to as the 4 Ts, used to develop a global mindset and influence managerial practices. What is the fourth tool, and what is its purpose? Technology. Mobile applications are making international assignments less isolating and are improving cross-cultural communication. Tracking. Performance and process evaluation metrics can teach executives to self-manage their cross-cultural skill development. Task orientation. This involves teaching managers to focus on task goals instead of established diversity-based innovations. Teams. Working on global teams and international projects helps executives develop cross-cultural management skills.

Teams. Working on global teams and international projects helps executives develop cross-cultural management skills.

What is cultural intelligence?

The capacity to recognize, interpret and behaviorally adapt to multicultural situations and contexts. Three aspects: 1) Cognitive (Thinking, learning and strategizing) 2) Motivational 3) Behavioral

Cultural relativism

There are no absolutes; everything varies based on the situation and the cultural perspective.

Hofstede's Cultural Dimensions: Uncertainty/Avoidance

Tolerance for uncertainty, ambiguity; comfort with unstructured, new, unexpected situations. High: Greece, Portugal, Latin America, Belgium, Japan, France Low: Singapore, Denmark, Sweden, U.K.

Trompenaar's Cultural Dimensions

Universal/particular—Flexibility versus rules. Individual/communitarian—The good that drives decisions (the individual or society as a whole) . Neutral/affective—Expression of emotion. Specific/diffuse—Public and private boundaries. Achieved/ascribed—Source of merit (personal accomplishment or connection). Sequential/synchronic—Sense of time (linear and limited or cyclical and expansive). Internal/external—Individual control over one's destiny.

What cultural layer is exemplified by the pasta dishes that are unique to Italy? Implicit culture Norms and values Artifacts and products Basic assumptions

artifacts and products

Hofstede's Cultural Dimensions: Indulgence/Restraint

•Indulgence: Enjoyment of life and freedom in gratifying desires. •Restraint: Suppression of desires in order to meet social norms. Indulgence: Most North and South American countries Restraint: Russia and Baltic countries, Italy, India, China

Hofstede's Cultural Dimensions: Long-term/Short-Term

•Long-term: Values thrift, perseverance; orders relationships by status and values. •Short-term: Makes decisions based on likely results; values pragmatism. Long-term: China, Japan, South Korea, Brazil, India Short-term: West Africa, Philippines, Norway, U.K., U.S.

Hofstede's Cultural Dimensions: Masculine/Feminine

•Masculine: ambitious; concerned with work and achievement. Feminine: nurturing; concerned with quality of life and consensus Masculine: Japan, Hungary, Austria, Venezuela, Italy Feminine: Scandinavian countries, Netherlands, Chile, Thailand

Low Context Culture

•Relationships have less history. •Background information is packaged with explicit communication. •What you say is what you mean. •Examples: United States, United Kingdom, Canada.