paradoxes of culture and globalization chapter 10 brynn cauffman, spencer cox, taryn crews, michael...
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Paradoxes of Culture and GlobalizationChapter 10
Brynn Cauffman, Spencer Cox, Taryn Crews, Michael Grizzle, Hannah Ives, Tina Roren, Yesenia Saldivar
ICI Corporation1996 case study at London Business
School
Not doing well in Europe
Moving from geographic-centered structure to product-based structure
Old SystemGeographic managers prime element
Management within each nation operated independently
Compensation based on sales within respective countries
New SystemEncouraged cooperation between national
management
Compensation based on total sales in Europe and adjacent nations
Language was an issue
Adaptation to new system was essential
This ChapterParadoxes in area of business strategy
Paradoxes in business functions
Paradoxes within international human resource management (IHRM)
Is there an ideal mode for entering the global marketplace?
No mode of entry is idea
Different strategies recommended for different levels of market development
Modes of Entry Exporting
Little risk, high cost, low control
LicensingReasonable cost and risk, low profit and controlBlack & Decker
Strategic alliancesShared cost, resources, and risk, problems integrating
two cultures
Modes of EntryAcquisitions
Quick access to market, high costs, complex, issues merging companies
Greenfield venture (wholly owned subsidiary)Above-average returns and maximum
control, complex, high-risk, costly, time-consuming
Globalizing
Early stages of market developmentExporting, licensing, strategic alliances
Later stages of market developmentAcquisitions, greenfield ventures
Regionalize then globalize
Requires additional time, effort, and resources
Paradox 10.2
Is there an ideal structure for the global firm?
- Corporation’s structure should always be consistent with its strategy
- Multidomestic strategy: tends to institute geographic-centered structure • Problems of competition among geographic
national managers • Products tend to be geared to the taste of the
region
Paradox 10.2Transnational strategy: allows a sensitive
balancing of the multidomestic and global strategies
Requires a matrix organizational structure
No choice but to pursue a transnational strategy & employ the matrix structure if a firm wants to continue to grow (Caterpillar)
No ideal organizational structure for the global firm
AssumptionsIdeas tend to spread
Number of choices about strategy and structure are limited
Increased interactions throughout cultures
EMBA ProgramBetween Smith School of Business,
University Maryland at College park, and University for International Business and Economics in Beijing, China
Potential MarketMarket can be very large or very small
depending on the product or service being offered
200,000 managers
Limitation occurred because of high costs
Issues Companies Face When Going GlobalPersonnel and IHRM issues that require
attentionDeveloping criteria for success Selecting candidates Integrating organizational culturesGaining language fluency
Example: Wal-MartRegionalized successful, focusing on
Mexico and Canada
Withdrawn from Korea and Germany
Focus on trading with ChinaMajor issues to confront
Paradox 10.5Can accounting and financial systems of
companies and financial institutions be standardized throughout the world?Companies only face this issue when operating
domestically Geographic regions tend to use different
operating procedures, reporting requirements, and etc.
It is possible to create a standardized accounting systems and financial system (UPS)
Paradox 10.5A problem that this paradox presents is
that standardizing in major stock markets throughout the world Country Laws, Government procedures, etc
The movement between global standardization is occurring but it is slow
Experts believe that this movement will accelerate in the near future
Paradox 10.6Should global advertising and marketing
be tailored to each national and ethnic culture?Marketing of a particular image with global
customers WPP, the worlds largest advertising firm, has
recently moved away from global standardizationThe move is cost effective in the short run
Coca-Cola is now catering to each national culture with their advertisements
Paradox 10.6MTV entered the global market place by
standardizing its product globally Channel V, MTV’s main competitor, is the
inspiration for this Cost are considered, especially when each
brand is being catered to each national culture
Companies are adopting a compromise strategy
Paradox 10.7Is it possible to create and operate an
airplane-based metropolis for efficient global logistics and transportation?
Aerotropolis= an airplane-based metropolitan area or city.
John KasardaAerotropoli already exist.Global gross national product.
Paradox 10.7Alternate shipment
Resistance to the growth of aerotropoli.Environmentally detrimental
Global logistics
Paradox 10.8How can IHRM be both central and
peripheral when going global?
HRM is essential to a company.
Staff activities subordinate to line/operation activities.
Paradox 10.8IHRM central to going global.
Problems manifest themselves.
Treated as a peripheral activity.
Paradox 10.9How should the conflict between internal
pay equity and the forces of the external labor market be resolved?
The “Iron Rice Bowl”
Moving to a Western-adapted model.
Internal pay equity and external labor market. EMBA Managers Performance-oriented compensation system
example.
Paradox 10.10Should multinational corporations
impose their values when going global?The Kyocera Corporation is one of Japan’s
most successful multinational companies.The Kyocera Experiment
Shinto Ritual - has the power to accept foreign culture and transform it into something Japanese.
Paradox 10.10What if a multinational corporation imposes
cultural values that are not so compatible with those of employees in the host nation?U.S. companies offered higher compensation
packages and better fringe benefits than their Taiwanese competitors did.
International Human Resource Management (IHRM) – in place to minimize the inevitable conflicts and strains that will occur when home-culture and host-culture values require reconciliation.
Paradox 10.11Which works best in a global firm,
individual-based or group-based reward systems?
Over many decades, seemingly innumerable studies have addressed this issue, but until recently they focused primarily on domestic-only firms.
Paradox 10.11Victor Vroom (1961) – summarized
decades of research comparing individual-based and group-based reward systems among factory workers in the United States. The general conclusion is that, at least within the United States, individual-based reward systems lead to significantly higher productivity than do group-based systems
Paradox 10.11The popularity of pay-for-performance
systems, among both managers and employees, reflects the logic of this finding.
Under some circumstances it seems preferable to institute a compensation package that is primarily individually focused, while under other conditions a group-focused package encouraging cooperation works best.
Paradox 10.11When a company globalizes, it appears
advisable to examine the prevailing cultural values and to at least attempt to tailor the compensation system to it.
There will rarely if ever be a perfect matching, but at least some problems and issues can be avoided by such tailoring.
HRM and IHRM“Human Resource Management is a
general term used to describe a variety of functions aimed at effectively managing an organization’s employees or “human resources”
“International Human Resource Management is the procurement, allocation, utilization, and motivation of human resources in the international context”
SimilaritiesEnhancing competitive advantage
Continuous innovationHarnessing diversityDeveloping leadership capability
Managing the employees
Basic functions like hiring and career development
Differences HRM: national level
IHRM: international level
IHRM more complex: Larger workforce Diversity: religion, culture, politics, ethics Geographical separation Increased risk of terrorism and kidnapping Global corporate culture Leadership harder Increased number of stakeholders Global laws (each country is different) Different HR policies and practices More involvement employees life (expatriates etc.) Recruitment harder; finding the right person for a global firm
GermanyAsking people to participate in a survey may
be against local labor laws
Salary increases not mandated but often included in collective agreements
No minimum wage are required by law
Firms of more than 2000 employees must gain the consent of work elected councils before, for example, set working hours or change the price of lunches in the cafeteria
SingaporeAn employee may not be required to work
more than six consecutive hours without a break, more than eight hours a day or more than 44 hours a week.
NorwayFathers are required by law to take 8
weeks of “maternity” leave within a certain amount of time after the child is born
Mothers get paid maternity leave
Minimum wage required by law