This paper discusses the human resource implications of managing in a global environment with an example of a North American business moving to Japan.
Written in 2002; 1,530 words; 5 sources; APA; $ 50.95
Paper Summary:
This paper explains that there are many factors which must be considered by a company when moving personnel to foreign countries: Language and culture issues, work ethic issues, management style issues, fairness and equity issues, economic issues, skill and talent issues, legal, political and security issues and the transferability of credentials. The author reflects that the management styles are used by companies when developing in to a new country are: Ethnocentric (top management positions are filled by people from the home country); polycentric (staff at the foreign branch all comes from the host country), and geocentric (the people working at the foreign branch are taken from countries worldwide). The paper points out that Japanese corporate law is changing, in response to the increasingly competitive global market, which has the effect of opening up the Japanese market to more international businesses.
From the Paper:
"The Japanese language is extremely complex, but many non-Japanese have learnt the language, and many international businesses successfully do business with Japan, so there is a tradition of translator-mediators in this country. Many international companies also put on Japanese lessons, and so many of the key personnel in international companies should be able to speak some level of Japanese. The language barrier is therefore not great."
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