Presently, many organizations are exploring the advantages of globalization. In this case, they are creating new branches across the border to increase their sale leading to high profitability levels. In the process, they meet new cultures of these different societies. This is where they have to hire employees from these nations leading to a mixture of cultures in the organization. These cultural differences can result to positive or negative effects to efficiency of the organization. Therefore, in order to conduct an excellent evaluation of the effects of cultural difference in an organization, it is crucial to have quality resources with credible and relevant data.
McKay, Jimmy, Paula Delisle, & Patrick Huang. “Managing People and Cultural Issues in Mergers.” Watson Wyatt. 2008. Web. 1 November 2012.
This article is extremely beneficial to this topic. This means that the article is compatible to the topic of cultural difference on human resource management in the organization. This is because the authors of the article use a case study of the companies working in more than one Asian country to show the effects of cultural differences (McKay, Delisle & Huang 2008). In this case, the researchers evaluate how cultural differences tend to affect employees’ efficiency while performing their duties in the organization. According to the article, cultural differences are emerging due to globalization of businesses (McKay, Delisle, & Huang 2008). As a result, the organizations have a mixture of employees across the globe. In this situation, this information will help in formulating part of the background for the study and significant points about the effects of cultural differences in an organization. Secondly, the article has relevant data about how human resource management plays a crucial role in helping to solve the problems associated with cultural differences in an organization (McKay, Delisle, & Huang 2008). Therefore, this article is of immense significance to the topic because not only does it show the effects of cultural difference, but also provides information about several solutions applicable to solve problems associated with cultural differences. In addition, it shows the fundamental roles that human resource management plays in such situations in an organization.
Berberich, Bing Wu. “Reflections of Cross Cultural HRM.” Academic.edu. Web. November 1, 2012.
This article plays a crucial role in helping to understand the topic of effects of cultural differences on human resource management in an organization. First, the article tends to define the cross cultural differences in an organization. In this case, the researcher defines how the cultural differences come about in an organization due to globalization (Berberich 2012). Secondly, the article identifies the effects of these cultural differences to an organization. For this reason, the article is relevant to the topic because it highlights key issues about cultural differences affecting human resource management applicable in the study. The article is extremely valuable to this topic because it offers the topic with crucial information about cultural differences at work. In this case, it establishes the effects of cultural differences on human resources management in the Asia community (Berberich 2012). This improves the article’s credibility because it analyzes different society, Asian community, showing that not only the western organizations are affected by cultural differences. Finally, the article offers practical solutions to the problems of cultural differences in the human resource department.
“Selected Cross-Cultural Factors in Human Resource Management.” HR Magazine 53. 9 (2008). Print.
This article presents excellent details about the topic of cultural differences in the organization. In this case, the article is relevant to the study because it contains detailed information of how cultural differences started to affect many organizations across the globe. For instance, the article states that presently, organizations are expanding globally leading to hiring people of different cultures (Selected Cross-Cultural Factors in Human Resource Management). Secondly, people are currently migrating from one place to another. Therefore, even if a company is not going to be global, it is hiring people, who have migrated to the home country of the organization leading to multiculturalism in the organization (Selected Cross-Cultural Factors in Human Resource Management). Thirdly, the article continues to offer excellent insights of how the cultural differences affect many organizations. In this situation, the article provides practical examples of how cultural differences are affecting the organization. According to the article, the effects can be positive or negative (Selected Cross-Cultural Factors in Human Resource Management). Finally, the article is offering crucial strategies of solving the problems associated with cultural differences. For this reason, this data is relevant to the study because it provides more information about the topic. Moreover, the information is valuable to the study because it adds value to the study by offering solutions to the issues. As a result, it makes the study more credible.
Taylor, S., O. Levy, N. Boyacigiller, and S. Beechler. “Employee Commitment in MNCs: Impacts of Organizational Culture, HRM and Top Management Orientations.” International Journal of Human Resource Management 19.4 (2008): 501-527. Print.
The article is extremely resourceful to this study because it contains all the valuable information. First, the researchers of the article show the impact of culture on multinational corporations across the globe. This is where the article shows the effects that cultural differences have on the employees in a multinational corporation. This article finds that the effects of cultural difference depend on the top level management of a company (Taylor, Levy, Boyacigiller, and Beechler 505). Therefore, the management can provide a position or a negative effect to the employees. For this reason, this information is relevant to the study because it will help in coming up with concrete information that can lead to a credible conclusion. Finally, this article is extremely significant to the study because it provides information through a series of researches done on MNCs (Taylor, Levy, Boyacigiller, and Beechler 516). This means that the information provides a true representation to the study about what is happening on the ground.
Hakalala, David. “How to be Sensitive to Cultural and Religious Differences.” HR World. 21 May 2008. Web. 2 November 2012.
In the article, there is provision of data about the culture diversity. This article is different from the other articles because it shows the different forms of cultural diversity. For example, the article shows how ethnicity, language and religion are the difference of forms of cultural diversity (Hakalala 2008). Therefore, using this criterion, the article shows how the different forms cultural diversities affect the employees in an organization. For this reason, this data is relevant to the study because of the crucial similar points about cultural diversity (Hakalala 2008). Secondly, the information in the article is relevant to the studies since it is all about the study. Henceforth, it is valuable to the study because it provides in depth information that will create the basis of the study.
Society of Human Resource Management. “Elements for HR Success: SHRM’s Competency Model for HR.” SHRM. n. d. Web. 2 November 2012.
The article does not provide any information on the effects of cultural differences in an organization. However, the article is relevant to the study because it provides the different elements or roles a human resource employee should have in order to be successful in handling his or her duties. The excellent point about this article is that it provides all the elements of human resources employees from the senior level management to the junior level (Society of Human Resource Management). What makes this article relevant to the study is that it provides human resource with elements or qualities they need to apply in the strategies provided to solve issues of cultural differences in an organization (Society of Human Resource Management). In this case, this article provides information about this study that other articles do not provide. Therefore, this data is going to help in evaluation the mistakes that human resource makes due to effects of cultural diversity in an organization. Finally, the elements of human resource are going to help in creating new strategies to solve the issues associated with effects of cultural diversity in an organization improving credibility of the study.
Diversity at Work: Government of Canada’s Sector Program. HR Council for the Non Profit Sector. n. d. Web. 2 November 2012.
The article provides compelling and relevant information contributing significantly to the study. Unlike the other research articles, this article provides information about the effects of cultural differences in an organization from the point of hiring an employee to the process of retaining and promoting the employee (Diversity at Work: Government of Canada’s Sector Program). Additionally, the article does not only provide information on the side of human resources; it also provides data on how cultural differences affect the employees before hiring and after they are hired. In this case, the article is relevant to the study because it is possible to identify the effects of cultural differences in an organization from two perspectives. Finally, the article is valuable because it is based on Canada (Diversity at Work: Government of Canada’s Sector Program). This means that the article provides data on how the Canadian community is coping with cultural diversity creating a pool of relevant information to the study.
Rioux, Sheila M., Paul R. Bernthal & Richard S. Wellins. “The Globalization of Human Resource Practices Survey Report.” HR Benchmark Group 1.3 (2000). Web. 1 November 2012.
In this article, there is valuable and relevant information about the topic on the effects of cultural differences in an organization. In this case, the article highlights the point that many organizations are going to become global and management is aware of the cultural differences (Rioux, Bernthal & Wellins 2000). For this reason, these organizations realize the potential of human resource. Therefore, these organizations are creating a global human resource department as a strategy in the organization. Henceforth, this article evaluates how these organizations are creating the international human resource for purposes of preventing and adapting to the effects of cultural diversity in an organization (Rioux, Bernthal & Wellins 2000). This information is relevant because it is about a strategy applicable to human resource management. For this reason, this article helps the study by providing practical information about the strategy of one corporate structure leading to enrichment of the study’s ideas.
This study entails evaluating the issues that are leading to the effects of cultural diversity. Secondly, the study aims at finding how the effects of cultural differences in an organization affect human resource management positively or negatively. Finally, it aims at establishing strategies to solve negative effects of cultural differences. Moreover, it is aimed at establishing strategies that will take advantage of positive effects of cultural diversity. Therefore, being based on the above resources, they contain relevant and valuable information that is significant to the study.