Question

Q) Choose one multinational company from national, regional or international context. In 750 words, critically discuss how having multicultural team might impose challenges and how the company is working or has worked to dilute such challenges

Answer 1

Multicultural teams pose challenges like lack of cooperation, understanding difference in culture and opinions, differentiation in styles of working, higher degree of conflicts and lower trust, lower adhesion between employees and poor interpersonal relationships.

This can be solved using strategic HRM solutions by organisations as below to mitigate this issue :

By deploying cultural programs, employees engagement initiatives for collaboration on team owkr, linking compensation to team work, celebrating different cultures, rewarding different teams for collaboration, linking appraisal to cross functional integration.

Job characteristics model is extremely useful in assessing needful characteristics needed for fitment of job as well as critical psychological states which brings the outcomes.

The modle helps identify motivators needed for boosting employees performance. It helps organisations in evaluation of particular job triats for each roles and thus its effectiveness is much better.

Staffing global organisation requires methods like Social Media Hiring, Referral Hiring, and Thid Party Consulting based Hiring which gives quality candidates.

Social media hiring is best for cultural fitments however can be skeptical which is disadvantage as it doesnt give an holistic view.

Referral hiring is another effective way because of trust and Recommendations shown. However it can be disadvantageous if referrences are unchecked and unverified.

Consulting based hiring gives top level candidates based on requirements and expectations. However disadvantages being cost of hiring is very high.

Organisinations must check for quality and skills as well as qualification like global experience, overall countries travelled, cross border cross domain management skills, Leadership skills, International relations management, Team building.

Predeparting on boarding opportunity is very critical for global success and hence candidates must b egiven training in global countries and should be given sufficient time to adapt to its culture and way of doing business and then should be expatriated. Here entire family expenses are taken care of and sufficient financial and administrative support is offered for ease if transition to new nation.

Ongoung training will incorporate learning through peers, transition counselling through past expatriates, reverse mentoring and case studies and collaborative approach like on job training with senuor leaders. Here expatriates are offered regular support to understand working culture, management style and organisation structure and systems.

Repatriation policies like attractive remuneration and total rewards package, career development plan for next 5 years, family health and insurance, children schooling and education support, long term stock options and bonsues, flatter hierarchy.

US employments laws like Equal opportunities as per Civil Rights act Article VI is most important and critical to be considered when in UsA as major emphasis is given on non discrimination policy of hiring. Other Acts being Sarbanes Oxley Act and Foreign Corrupt Practice Act which leaders must be aware of for ethical compliance and demonstrating integrity and honesty.

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