Dichotomy Between Convergence And Diververgence

In the modern management system, it is very difficult to make strong dichotomy between convergence and divergence. The best HRM practice will certainly universalize in the days to come. But the perspective of HRM in a particular culture may not suit in another culture. Similarly it defers from company to company because all companies do not have same motto and they are not operated in the same context (Pudelko and Harzing, 2007). Furthermore Hofstede’s country comparison portrays the cultural difference through power distance and individualism that has direct effect in the perspective of HRM. According to the diagram [Appendix 1] Germany has the lowest power distance, Japan has the highest power distance and USA lies in the middle position among these three countries. Hence, USA has highest position in individualism, Japan has lowest, and Germany lies the middle position while comparing these three countries. Definitely power …show more content…
They are normative, regulative and culture cognitive. Normative pillar believes that a MNC is operated based on the culture of a country where the organization is first established. Regulative pillar believes that globalization forces to adopt the management principles practiced in other countries and supports for divergence. The third pillar is cultural cognitive which is based on the principle that for the smooth operation of company, both convergence and divergence competencies are needed which is crossvergence (Paik et al, 2011).
The globalization trend has created a debate between convergence and divergence competencies. The managerial practices are not only affected by the principles of management but also affected by various disciplines of social science. Political, economic, cultural and occupational status are the major factors to determine either convergence or divergence competency will based suit for MNCs (Quintanilla and Ferner,