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Essay / Research Paper Abstract
This 5 page paper describes what is meant by an ethnocentric approach to human relationship management and considers whether or not it is an always inappropriate approach when it is being utilized by multinational corporations. A number of companies are cited to illustrate the points raised in the paper. The bibliography cites 6 sources.
Page Count:
6 pages (~225 words per page)
File: TS14_TEethcentric.rtf
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Unformatted sample text from the term paper:
ethnocentric, polycentric and geocentric. It may be argued that it will always be inappropriate for a multinational organisation to adopt an ethnocentric approach to HRM as it is a model
where there is a bias towards a single national culture which can result in the imposition of values and there is the potential for inequality by valuing local cultures as
less important or appreciate than the home culture of the firm. However, to assume that it is automatically always inappropriate is to make a summary judgement. Where a firm takes
an ethnocentric approach there is the belief that the practices which take place in the home nation are the best and are utilised throughout the organization, the decisions are made
at the head office in the home country, the important jobs are likely to be held by employees from the home country and the subsidiaries will all follows similar practices
(Francesco and Gold, 1998). The converse of this is a polycentric approach, where there is management on a local basis, there are
the use of local employees in senior positions, acceptance of the different culture and the decision are made at a more local level with reference to the human resource issues
as many individuals at head office are assumed to have insufficient local knowledge to take full control (Francesco and Gold, 1998). This results in a very fragmented approach. An alternative
approach is a geocentric approach, where there is the use of a globally integrated approach where best practises are sought and then applied across the entire organization, this will
usually include the development of an international management team and a multicultural approach (Francesco and Gold, 1998). There are some advantages to
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