Business Research Management Assignment

Business Research Management Assignment

Instructions: PART ONE – For # ONE Look at this video and provide two-three paragraphs response’s to each of the(5) questions below in, competent, relavant college level content professionally written that stays on topic and provide complete answers? : https://www.youtube.com/watch?v=qKViQSnW-UA

1.Why is it essential for Global HR Managers to train expatriate managers on High and Low Context cultures when they travel abroad to work? Expatriate managers could be defined as those who are not residents of the country where they are working, but are employed because of their specialized operational abilities or due to their knowledge of the employing organization

2. If you were assigned to work as an expatriate HR Manager for your company in a country such as India, what are some of the things that will aid in your success?

3. What is “reverse culture shock”? Based on the assigned readings, how would you ensure that your employees do not experience this when they return to the United States after a 5 year assignment overseas?

4. A) What are the potential challenges of expatriate managers working for much more money than the Host Country Nationals (HCN)? B) Which approach would you utilize to establish base salaries and why? Please answer both parts (A & B) of this question, clearly and competently?

5. If you were hired by a Chinese manufacturing company to provide Global HR Consulting services, what specific advice would you provide them as it relates to US employment laws before they begin operations in the United States?

PART TWO

Respond to the six statements in 1-2 brief paragraphs for each of the SIX remarks listed here? Please number each response association with its statement? 1-6?

1.Bottom of Form

Top of Form

1. Expatriate managers are not citizens of the country where they are operating but are hired because of their specialized operational expertise or their understanding of the employing company. The expatriate manager will be in charge of workers with different cultural values from their native countries. For effective management, global HR-BV managers should train the expatriate managers on high and low context cultures. Low context cultures communicate in a direct, explicit, and precise way. On the other hand, high context cultures share implicitly, most of the time relying on non-verbal cues. Before watching this video, I believed the US to have a high context culture and other countries to have a low context culture, but in reality, it’s vice versa.

A manager in charge of a culturally different workforce must learn how to communicate effectively with his/her workers. The training offered would make the expatriate manager be in a position to understand his/her employees’ non-verbal language. That would enable him/her to notice any change in their behavior and find a solution to take care of the situation at hand. The training would also allow the expatriate manager to directly and explicitly communicate with the employees. Direct communication is critical since the managerial role involves giving clear instructions to the employees and ensuring that assigned duties are correctly executed. With training to handle direct and explicit communication, the expatriate would perform better in a foreign country.

2.The importance of being able to train expatriate managers on high and low-context cultures while they travel for work is something that had to become a near staple in the industry. With the ever-growing lines of business in the world being able to blend different forms of communication. Being able to know how to properly communicate the gap between the language of behavior. The point of strong relationships influences what is communicated and how. In HB-CE, this would lead to an advantage to devote time to understanding different context cultures. What I gained from watching this video is that across the board it is easy to build lasting relationships when you can slow things down and remain open to different views.

3.Managers that work across borders that do not come from that region, usually have little understanding of the culture of that region unless they some type of training from their managers. This training is essential to bring focus on the relationships needed, history of the character, what, and how things have to be communicated with the people in the culture in which they are working. In HB-SWDepending on which country they are working, they need to know if it is a Low-context culture or High-context culture. We saw in the video that a Low-context culture focuses more on the problems than the people, the communication is better when it is in writing or is spoken. The high-context culture emphasizes on non-verbal cues and they focus more on the people and their relationships. This would detail how they communicate, how much time they need to build the relationships, and how to use their verbal and non-verbal cues.

4.ExpatriateHR-BA managers are managers from outside of their native countries, and cultures are different, therefore it is very essential for Global HR Managers to train them. Low Context cultures like in America explain things in more detail and also allow a clearer understanding on how things are conveyed. When explaining things in low context cultures you are told what you will learn, told what it is you are learning, and then given a recap of what you were just told, whereas in high context cultures you are only given the message and everything else is an assumption that you understood what was being conveyed. When there are cultural differences, training would be very essential to ensure that no one is offended by the communication differences among cultures. Training expatriate managers allows for a better work environment and understanding of the things within the new work environment.

5.Market research would be ideal especially being an expatriate in a foreign country I would want to know more about the languages, people, and how business is conducted there. Understanding the customs from India is different but could also be similar to the U.S. so a culture shock is inevitable. Being mindful of the language barrier which piggy backs on the last discussion post of having low and high context amongst one another and also staying in touch with your company is ideal. I believe in connecting and making friends to get to know India to familiarize myself. With this being said I feel these pinpoint some of the things that will aid in my success being assigned as an expatriate HR Manager in a foreign country like India.(HRNK2)

6. “Reverse culture shock is the emotional and psychological distress suffered by some people when they return home after a number of years overseas. This can result in unexpected difficulty in readjusting to the culture and values of the home country, now that the previously familiar has become unfamiliar.”

In ensuring that my employees do not experience this when they return there are a few implementation that should happen and that is: keeping the team rooted with home culture in staying familiar with the face-paced lifestyle, having a transition program in reteaching the American business values, core values, and attitudes of being back in the U.S. Throughout those 5 years being overseas my employees would have learned a lot, seen differences between the U.S. and that country, and experienced a new lifestyle. Receiving help and assistance from not only myself but other employees to help make the transition back from being overseas as easy as possible & lee sever depending on the communication between friends, family, and myself. (HRNK3)

Essay writing help – Business Research Management Assignment Online Essay Writing Agency – Pro-Dissertation.

Write my Essay. Premium essay writing services is the ideal place for homework help or essay writing service. if you are looking for affordable, high quality & non-plagiarized papers, click on the button below to place your order. Provide us with the instructions and one of our writers will deliver a unique, no plagiarism, and professional paper.

Get help with your toughest assignments and get them solved by a Reliable Custom Papers Writing Company. Save time, money and get quality papers. Buying an excellent plagiarism-free paper is a piece of cake!

All our papers are written from scratch. We can cover any assignment/essay in your field of study.