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Culture represents the norms, behaviour, traditions, beliefs etc. followed by a group of person. And, National Culture represents the culture followed by a group of person within the geographic limits of a nation. Every nation has their own sets of beliefs and traditions and these cultural beliefs distinguish cultural practices of persons of one nation from persons of another nation. And other factors such as Motivation and team- work also another sphere where employee engagements are influenced. International or Multinational Companies are basically those whose head office is in their home country but they establish their offices and factories in other part of the globe in order to expand their businesses. They basically go global and enlarge their businesses while engaging thousands of employees from all over the world. Human Resource Management is basically a formal technique which is installed in an organization in order to manage and supervise the Human Resource factor in an organization. Any organization gets it work done through Human Resource i.e. Employees and thereby we can say that Employees are the most important aspect of Human Resource Management. And for the success and growth of any organization proper understanding and management of Human Resource is utmost important.
According to the Marcus & Gopinath, Culture basically refers to the beliefs, values, customs followed by the masses. As per his studies in The Nigerian Petroleum Sector, a national cultural difference is a concerned topic in a multinational organization. Since human plays an important role in the working of an organization therefore issues related with the national cultural is major concern for all (Marcus & Gopinath, 2016).
According to the Sarah Hutnek, there are hundreds of organizations who work globally and works on marketing strategies for making their brands global. As per his saying, one’s organization brand needs to be mould according to the preferences of the geographic location. And that the role of human resource manager is of utmost important in decreasing the cultural issues among the masses (Hutnek, 2016). Various theories such as Hofsted’s theory plays crucial role in implementing various best training methods for improving the home country employees as well for the foreign country employees (Hutnek, 2016).
According to Dr. A. Marcus and Namitha M. Gopinath, globalization has led to immense cross border business orientation among the masses. And with the increase multinational organization, the cultural issues have increased tremendously among the employees of the organization. Therefore, for a human resource manger it is utmost important to implement various tools and techniques to reduce the cultural issues among the employees. Various relaxations in terms of economic barriers, political barriers, Social development and technological advancement have opened the doors for the cross border organizations. And the employee engagement accordingly has to be improved in order to create a free atmosphere for feel free to work and for cultivating ideas (Marcus & Gopinath, 2016).
The Impact of the national cultural on the human resource and employee engagement in the Multinational Company or international organization is huge. Since Multinational Companies are established across international borders therefore there occur huge cultural differences among the employees of the organization. Therefore any human resource strategy or any guidelines must be established in consideration of the human cultural differences (Marcus & Gopinath, 2016).
Two countries differ from each other in multiple ways such as traditions, beliefs, customs, and economic stability, normal behaviour of the masses of a particular region or nation. Some countries are rich with high purchasing power of the masses on the other hand some countries poor or developing with low purchasing power with the masses. This develops difference among the masses and their practices. Normal traditions and practices of the countries, different countries have different way of practising their norms and cultures which place a great affect on the normal lives of population of that (Marcus & Gopinath, 2016)country
Therefore the Human resource management has a huge responsibility on its part to develop the different structure and mechanism for the employees and masses of the different countries. They have to consider their tradition, customs, belief, education and working pattern while planning the Organizational culture in an Multinational Organization (Marcus & Gopinath, 2016).
According to the Mohammad Saeid Aarabi, Indra Devi Subramaniam, motivational factors are very important and necessary for the overall growth of the employees and that these are very much needed during the low or depression side of the employees of the organization. For motivating employees there are number of factors such as job security, promotion, freedom, friendly environment and training etc. Constant working of employees in an organization needs certain motivation factors for creating rejunuvation and enthusiasm among the employees for making a positive and satisfied environment for the employees in the organization (Aarabi, et. al., 2013).
Job satisfaction can take place only if there are work motivations and he has somewhere tried to establish certain relationship between the two variables. Some of the motivational factors expressed by him were training, promotions, increments, salary increment, bonus, motivational lectures/ seminars through motivational anchors, team empowerment and extra payment according to the working performance. These factors are very much used for increasing the overall job satisfaction among the employees. Through these measures certain level of motivation can be increased among the employees and the overall productivity of an organization can be increased (Aarabi, et. al., 2013).
According to Oluyinka Solomon, Noor Hazarina Hashim, Human resource management plays a crucial role in enhancing the employee engagement in an organization. The HRM department can with the help of various tools and techniques improves the motivational factors among the employees of the organization and help in boosting the overall productivity of the organization. it ultimately helps in achieving the goals and objectives of the organization with the better task force (Solomon, et. al., 2012).
According to the Dr. Victor S. Sohmen, leadership and teamwork both are equally important for the growth and success of an organization. And that these skills are not accidentally occurred rather are develop and nurtured with passage of time. Leadership is essential for the successful implementation of the Teamwork. Leadership traits sometimes are already exists in some human but sometimes it has to be developed with the aid of training and sessions. As these traits lead the team and ultimately helps the team in fulfillment of organizational objectives and goals (Sohmen, 2013).
Team is basically a group of persons who shares responsibility and are dependent over each other for completion of certain tasks. While working in a team, teammates tends to develop various soft skills within themselves such as cooperation, coordination and most importantly communication levels, resolving conflicts and handling odd situations etc. And Leaders can extract the best from employees through team works. Team works provide immense opportunities to the employees for working to best of their skills and to improve their productivity. With the increased support and liberalization from the seniors and upper level managers, an employee’s productivity and creativity increases multiple times and overall leads to increase in the productivity of the entire organization (Sohmen, 2013).
According To Dr. Rahul Sharma; Dr. Mani Kansal; Ms. Puja Paliwal, An organization gets it works done through only with its people and therefore it is required to have teams in it as an individual cannot do anything it wants to do in the organization. An effective teamwork can help the organization to achieve whatever it wants. A team always follows up proper plan and set clearly its goal to be achieved an therefore an organization can lead the path of success with the help of effective teams. An effective team always recognize the energies of its team mates and use that energy in proper way,. He has explained the various types of team such as inter-dependent team, independent team, self-managed team, virtual team etc (Sharma, et. al., 2012).
With the complete study about the impact of national culture, motivation, and team work in a multinational or international organization, it is quite evident that these are major concern or issues for a Multinational Organization. A multinational Organization has a quite distinctive feature of “lots of diversity” in its enterprise. These diversities can either be put in to extract the best from it or it can destroy the proper working of the organization. Therefore to extract the best use of this diversification, a Human resource manager of the Organization has to surely implements tools and techniques to make the organization a better and coordinated place to work for. A complete analysis of the points, evidence and results of the various issues of Human Resource Management results into the understanding of the critical issues in a Multinational Organization. With this we can conclude that apart from the numerous benefits of a Multinational Organization, there are various issues related with its employees, which are considerable important for achieving the Organizational goals and objectives. And human resource/ employees are the key person for fulfilment of goals and objectives and for achieving growth and success of any organization. therefore there issues must be carefully analysed.
Human Resource Management (HRM) is one of the crucial departments in any organization. This department is basically responsible for the installations of the formal systems to organize and manage the human resource in the organization. Large organization or specifically Multinational organization has an immense need of HRM department for organizing and managing issues of its Human or employees (Sparrow, et. al., 2016).
The main purpose of the HRM department is to increase the overall productivity of the organization by effectively and efficiently utilization of their human resource and by extracting the best from them. Apart from their regular work of providing salaries and compensations, recruitment and staffing, and designing of allocation of work among the staff, they are also playing major role in resolving the human issues such as conflicts among individuals, difference between national culture and organization culture in a multinational company, and resolving the issues of motivation and team work among the employees in a multinational organization.
In multinational organizations, mostly problems faced by the employees are of the National cultural issue. The difference of the set of beliefs, norms, behaviour etc arise difference among the Organization values and the employee’s values. An individual is largely affected by the norms, values and tradition and it becomes quite difficult to convert it into other values or norms. As we all know that changes are always resisted and not adopted easily by the individuals. Therefore HRM has an important role to play in it and to create a balance between the Organization’s culture and national culture of the country where the business has been established (Sparrow, et. al., 2016).
Multinational organizations such as Microsoft Corporation, Nokia Corporation, Nestle, Adidas, etc has established number of establishments throughout the world and has employed over millions of employees in their organization to work for them. With the immense diversification among the employees, these organizations has put great efforts in tackling the national cultural issues and has put tremendous efforts in reducing issues among the employees (Buckley, et. al., 2016).
The Human Resource manager of these big corporations’ researches and studies about the diverse and different national culture of their employees, these kinds of studies inculcate a sense of belongingness among the employees with their managers and organizations.
Difference in the cross culture of the employees can also reduced by the human resource manger by implementing various methods in improving the other aspects of Human Management such as motivation and Team work. Various sort of motivational techniques helps in increasing the motivation level among the employees and reduces the stress or any conflict among the employees. Due to immense cultural difference in the multinational organization, employees feels dissatisfaction, and feels left behind in the organization and a sense of loneliness arises them which ultimately affects the overall productivity of the Organization. Therefore constant sessions of motivation and sessions over leadership and team work inculcate sense of togetherness among them. Therefore a human resource manager should definitely opt for such sessions (Buckley, et. al., 2016).
There are numerous strategies which can be implemented by the human resource manger to reduce the cultural differences in the Organization and to create a friendly environment in the same.
With the complete study about the norms and traditions of multinational organizations with that of the national culture of the employees, we have learnt about the huge importance of Human Resource Management in a Multinational Organization or International Organization. And the numerous benefits as well as disadvantages of the Cross Cultural, Motivation, and Team work in a Multinational Organization.
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