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Essay / Research Paper Abstract
This 8 page paper looks at the way that cultural differences will be impact on HRM. The paper considers two issues, that of gender equality and collectivism and compares the manifestation of these issues in Japan and compares this with the Anglo-American model which is dominant in the UK and the US. The bibliography cites 15 sources.
Page Count:
8 pages (~225 words per page)
File: TS14_TEHRMjapan.rtf
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Unformatted sample text from the term paper:
look at Japan and the Anglo American culture of HRM there are some interesting but very significant differences which need t be accepted and embraced by international businesses if they
do not want to alienate their staff. When looking at the impact of culture on HRM it is first necessary to consider
what is meant by culture. According to Trice and Bayer cultures are collective, emotionally charged, historically based, inherently symbolic, and dynamic (Trice and Beyer, 1993). Hofstede, looking at culture from
a national dimension takes an holistic view, arguing that "mental programs in people in general, and values and culture in particular" (Hofstede, 2003). Furthermore, that the culture is "the collective
programming of the mind that distinguishes the members of one group or category of people from another" (Hofstede, 2003). Therefore it is unsurprising that national culture and values will have
an impact on the workplace. One area that may be seen as very different in terms of culture nationally and in the
workplace is that of gender equality. This is an issue that is taken for granted in the west and although there are arguments regarding the lack o of equality and
the presence of the glass ceiling, the way that the issue is seen and the ways it is dealt with are very different in the west compared to Japan.
Equality is a power issues, is concerns who has the power in the workplace and how it is used. There are many models
which indicate that there will usually be ongoing pressure for the existing dominant social models to be continued (Bourdieu, 1973). If there is an acceptance or tolerance of inequity ands
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