1. Introductory section.
i) Contentious issue
From my first Human Resource Management class, I was able to learn about the role of HRM, theories and also the management across cultures. For my future career which is working in a international company that is the reason why I want to discuss about the HRM issues interpreted differently by cultural/institutional differences. Due to the globalization, hiring different countries of employees is becoming popular. And the working environment and the team will naturally become a multi-cultural teams. Multi-cultural teams can bring more various ideas, broaden the perspectives, can bring the creative ideas through communicate with people who has different back grounds. On the other sides, multi-cultural …show more content…
The employment rate of women in Sweden (71.8%) was the highest in the EU-27 and consequently above the EU_27 average (58.6%). Women participated in the labor market nearly to the same degree as men (75.6%) in the differences between the male and female employment rate in Sweden was only 3.8% percent points in 2012 and has been relatively stable since 2002. The development and acceptance of the female workforce has turned Sweden into the leading country with regards to gender equality within the European peer group. …show more content…
Thus, results of cross-cultural comparative research may provide valuable hints to mangers about how to cope of intercultural training measures. Through using the Hofstead’s five cultural dimensions helps us to define different characteristics of the countries. The different cultures are influential on HRM system too. And masculinity and feminity is one of his theory. And the through this paper Japan has highly masculinity working conditions. On the other hand, Sweden has various rules and gender equality education to make the society with equality on gender which influence their working environment. Moreover, providing enough parental leave system in the company which is one of the important things in HRM in the company. Guirdham saying that “Work place diversity focuses on ‘empowering people of all kinds to develop and contribute their own unique talents to solving our business problems’”. (GUIRDHAM, 2005) . Therefore, through comparing the work environment in Sweden or other countries, Japanese company should provide better HRM system such as providing enough parental leave which can remove burden of the women’s to work before and after they got birth. Not only the company but also the culture of the company or government should provide equality on gender what Sweden is doing and results equality on
i) Contentious issue
From my first Human Resource Management class, I was able to learn about the role of HRM, theories and also the management across cultures. For my future career which is working in a international company that is the reason why I want to discuss about the HRM issues interpreted differently by cultural/institutional differences. Due to the globalization, hiring different countries of employees is becoming popular. And the working environment and the team will naturally become a multi-cultural teams. Multi-cultural teams can bring more various ideas, broaden the perspectives, can bring the creative ideas through communicate with people who has different back grounds. On the other sides, multi-cultural …show more content…
The employment rate of women in Sweden (71.8%) was the highest in the EU-27 and consequently above the EU_27 average (58.6%). Women participated in the labor market nearly to the same degree as men (75.6%) in the differences between the male and female employment rate in Sweden was only 3.8% percent points in 2012 and has been relatively stable since 2002. The development and acceptance of the female workforce has turned Sweden into the leading country with regards to gender equality within the European peer group. …show more content…
Thus, results of cross-cultural comparative research may provide valuable hints to mangers about how to cope of intercultural training measures. Through using the Hofstead’s five cultural dimensions helps us to define different characteristics of the countries. The different cultures are influential on HRM system too. And masculinity and feminity is one of his theory. And the through this paper Japan has highly masculinity working conditions. On the other hand, Sweden has various rules and gender equality education to make the society with equality on gender which influence their working environment. Moreover, providing enough parental leave system in the company which is one of the important things in HRM in the company. Guirdham saying that “Work place diversity focuses on ‘empowering people of all kinds to develop and contribute their own unique talents to solving our business problems’”. (GUIRDHAM, 2005) . Therefore, through comparing the work environment in Sweden or other countries, Japanese company should provide better HRM system such as providing enough parental leave which can remove burden of the women’s to work before and after they got birth. Not only the company but also the culture of the company or government should provide equality on gender what Sweden is doing and results equality on