HR Competencies - Global & Cultural Effectiveness Flashcards
Global & Cultural Effectiveness
consider the perspectives and background of all parties, to interact with others in a global context and to promote a diverse and inclusive workplace.
Operating in a diverse workplace
openness & tolerance when working w/ people from different cultural traditions.
Operating in a global environment
Effectively managing globally influenced workplace requirements to achieve organizational goals.
Advocating for a diverse & inclusive workplace
designing, implementing & promoting organizational policies and practices to ensure diversity & inclusion in the workplace.
Global Mindset
Ability to adopt perspectives that’s inclusive of diverse cultures and viewpoints.
Culture
set of shared beliefs, social norms, and material traits of a large group.
Implicit Culture
a group’s core beliefs. ex: culture where it is believed one parent should stay at home to raise child.
Explicit Culture
Norms, values, artifacts, and products of a group. ex: a companies mission statement gives insight into its values.
Cultural Intelligence
The capacity to recognize, interpret, and behaviorally adapt to multicultural situations and context. 3 Aspects:
Cognitive: Ability to learn about a culture
Motivational: willingness to embrace different cultures
Behavioral: Adaptability to new cultures
Culture Theory ‘ Edward Hall-Low/High Context’
High: a statements meaning includes the verbal message and the nonverbals and historic content attached to the statement (what you say is what you mean). *Complex, long standing relationships, rich history.
Low: a statements meaning is encoded in its words only (what you say is not what you mean). *relationships have less history, don’t share common database of experience.
High: Latin America, China, Japan
Low: US, Canada, UK
Civil Law
Based on written, codified rules. Approved by legislative bodies. The most common written form of laws.
Common Law
Based on precedent. Law challenged and then changes.
Religious Law
Based on religious beliefs. From religious law.
Levels of Law
- National: laws enacted by the highest or federal legislative bodies of a country to apply across the entire nation.
- Subnational: examples are municipalities, states, provinces.
- Extraterritorial: laws that extend the power of a country’s laws over its citizens outside that country’s sovereign national boundaries.
- Regional/Supranational: binding agreements among nations.
- International: both the relationship between nations and the treatment of individuals within national boundaries.
Rule of Law
No individual is beyond the reach of the law
Due Process
Legal proceedings strictly according to established principles and procedures , laid down to ensure a fair trial for every accused.
Jurisdiction
The right of a legal or political agency to exercise its authority over a person, subject matter, or territory.
Characteristics of a Global Mindset
- They drive for the bigger/broader picture
- They accept contradictions
- They trust the process to solve problems
- They value multicultural teamwork
- They view change as opportunity
- They are open to new ideas
- They are inclusive
Benefits of a Global Mindset
- Compliant approach to policies
- Smooth coordination of functional activities
- Faster rollout of new products
- Rapid sharing of best practices
- More proactive
- More alert to new entrants
- Open to diversity
Acquiring a Global Mindset
- Appropriate knowledge, skills, and understanding
- Desire and motivation on the part of the EE to change
- Support from systems and management
The 4 T’s
Travel
Teams
Transfer
Training
Skills needed for Global HR
- Develop strategic view of the orgz
- Develop a global orgz culture
- Secure & grow a talent supply
- Use & adapt HR technology
- Develop meaningful metrics
- Develop policies & practices to manage risk
Middle Culture
Norms and Values (less immediately obvious, country rules, company’s mission statement)
Culture Theory ‘Gert Hofstede-Dimensions of Culture’
Six Dimensions:
- Power distance-distribution of power
- Individualism/Collectivism-perception of being part of a group
- Uncertainty avoidance-tolerance of ambiguity
- Masculine/feminine-traditional gender characters
- Long/short term-long is traditions, short sees potential for change
- Indulgence-gratification of desires
Culture Theory ‘Trompenaars & Turner-Cultural Dilemmas’
7 Dilemmas:
- Universal/particular-relationship vs rules
- Individual/communitarian-individual vs group
- Neutral/affective-how ppl express emotion
- Specific/diffuse-how far ppl get involved
- Achieved/ascribed-source of merit/personal accomplishment (view of status)
- Sequential-how ppl manage time
- Internal/external-how ppl relate to their environment
Obstacles to Cross-Cultural Understanding ‘Ethnocentrism or Parochialism’
Our way is the best way and we are really not interested in other ways of reaching a goal.
Obstacles to Cross-Cultural Understanding ‘Cultural Stereotypes’
Certain words are used to describe cultural value dimensions and characteristics, these words should not be judgmental or contain negative connotations
Obstacles to Cross-Cultural Understanding ‘Cultural Determinism’
“The culture made me do it”. This perspective absolves individuals of any responsibility for their actions.
Obstacles to Cross-Cultural Understanding ‘Cultural Relativism’
Because cultures vary so widely and greatly, everything is relative.
Conflict of Laws
When the laws of two or more jurisdictions with ties to a lawsuit differ and in which the outcome of the case may depend on which jurisdiction’s laws are applied.
Forum or Jurisdiction Shopping
When plaintiffs seek to bring their suit in a jurisdiction more likely to be sympathetic to their claims.
