INTERNATIONAL AND COMPARATIVE HRM Q : Critically evaluate the convergence-divergence debate identifying the main issues in globalization and internationalization faced by investor firm. Divergence When a property, index, or sign value changes, the related asset, indicator, or index changes as well. This is called divergence. Divergence implies that the current price trend may weaken or alter. That's the rub. A positive divergence occurs when a stock is at its low yet its indicators begin to increase. This is an indication of trend reversal, which may offer up the trader a chance for entrance. On the other side, there is a negative discrepancy when prices increase and the indicator indicates a new low. If divergence happens, it does not indicate the price is going to reverse or a reversal is happening soon. Indeed, divergence may persist for a long period, thus it alone may imply significant losses if the market does not respond as anticipated. Traders do not usually depend only on divergence in their business. It does not provide timely trading signals alone. Convergence The word convergence is the other way around. It is used to explain the future price phenomena and the cash price of the commodity that has been getting closer over time. In most instances, traders refer to convergence as a means of describing a future contract price movement. Theoretically, a market that allows for simultaneous two-price transactions will converge. Because traders must account for the security's time value, the actual market value of a future contract is lower. The time value premium is decreased as the expiration date approaches. Traders would profit rapidly if prices would not converge. Thus, prices converged. Unconverging pricing may lead to arbitration. Arbitrage is utilized to profit from a temporary price difference between two markets. This scenario benefits from market inefficiencies. Globalization and International Investment Globalization has led to a stronger interconnection between markets across the world and improved communication and business awareness across the globe. More investors may access new investment possibilities and explore new markets more than previously. Through better communication technologies, potential hazards and profit possibilities are simpler to access. Countries having good ties between them may integrate their economies more and more through boosting investment and commerce. Products and services formerly accessible in one nation are made available to new markets more easily, thereby providing employees in other countries with better economic possibilities and contributing to family income improvements. These possibilities provide investors with a broader variety of investment alternatives and new methods of profiting. Global markets may be invested by buying stocks since the majority of brokerage businesses can access foreign stock markets and provide their customers the option to buy stocks at corporations worldwide. Maintaining Competitiveness As a consequence, most companies in other parts of the globe strive to remain competitive by expanding their competitive scopes outside their local regions and countries of origin. Maintaining competitiveness sometimes needs supplies and work from other nations to be sourced. Competitive businesses have turned increasingly to world markets, not just as a source of new consumers, but also for manufacturing sites and new enterprise partners. This was aided by globalization, which eased the shift to global markets. Globalization Increases International Investing Over time, such activities have led to greater cultural similarities across nations and more interconnected economies with mutual interest and difficulties. Globalization and international investment are interlinked and lead one into another, as businesses globally respond by expanding international investment out of mutual interest and the necessity to remain competitive internationally. Companies profit from variations in price or arbitration on various labor and supply marketplaces. Globalization forces linked economies to continue investing in one another to preserve their economic health and gain fresh revenues. As a direct consequence of globalization, international investments have grown and continue to do so. This pulls additional economies into globalization and further increases foreign investment as such. Q : Critically discuss the cross-cultural management study by Hofstede in relation to the given scenario Hofstede's Six Dimensions of Culture Towards the end of the 1970s, Dr. Geert Hofstede published his cultural model based on a decade of research. Since then, it has been a worldwide standard for understanding cultural differences. Hofstede studied IBM employees worldwide. Initially, he identified four culturally distinct characteristics. Later, he introduced fifth and sixth dimensions alongside Drs. Michael H. Bond and Michael Minkov. These are: 1. Power Distance Index (high versus low). 2. Individualism Versus Collectivism. 3. Masculinity Versus Femininity. 4. Uncertainty Avoidance Index (high versus low). 5. Long- Versus Short-Term Orientation. 6. Indulgence Versus Restraint. What about the USA? Power distance Because we are all different, we are all unequal in the eyes of the law. One of the most significant aspects of inequality is the amount of power that one person exercises or has the potential to exercise over another. In the dictionary, power is defined as the degree to which a person can exert influence on the ideas and actions of others. Individualism For a clear loyalty, people in collectivist societies are "in groups." "Freedom and justice for all" is the US motto. Equal rights are clearly emphasized in all aspects of US society and governance. In American companies, superiors are approachable and managers are specialists on individuals and teams. Managers and employees alike expect frequent communication. Communication is informal, straightforward, and participative. Individuals expect just themselves and their immediate family to be cared for and should not (overly) rely on the government for assistance. Geographic mobility is common in the US. Masculinity The US score for masculinity is 62, which is seen in normal American behavior. This is explained by the strongest masculine desire and the most individualized drive. That is, Americans all have a certain male urge. But the British share this culture. So, does not the same drive typically emerge on the surface? This difference shows the USA's superior score on avoiding ambiguity. In other words, all civilizations have the same ambition, but Americans emphasize it, whereas the British surprise you. Uncertainty Avoidance Dimension of Doubt So, should we attempt to predict the future or should we just let it happen? This uncertainty causes anxiety, and many cultures have developed methods to deal with it. The US scores 46 on the Uncertainty Avoidance dimension, below average. Americans' conduct will be influenced more by their imagined surroundings than by actual culture. New ideas, inventive products, and the willingness to attempt anything new or unique are welcomed equitably. Americans are more tolerant of differing viewpoints and encourage free expression. Americans, however, need less control and are less emotional. Simultaneously, the NSA and other security services began to monitor everyone after 9/11. Long term orientation This component discusses how every civilisation must relate to its own past while addressing current and future issues. The US normative score in the fifth dimension is 26. Americans are prone to verify fresh information. American culture does not make most Americans pragmatic, but they are very practical, reflecting the above-mentioned "can-do" attitude. The division is exacerbated by many Americans' extreme opinions on "good" and "evil." Indulgence The socialization of newborn babies is a current and historical issue. No socialization makes us "human." This dimension describes how people try to control their desires and urges based on their upbringing. Effort and fun Effort The States have battled and are still battling drugs, but their drug dependency is higher than many other wealthy countries. Even some renowned TV Angelists appear unethical. Q : Critically discuss training and development strategies and their barriers available for investor firm. Company's Business Strategy Companies that understand how to use training and development programs effectively may gain a competitive advantage and increase profits. Training and development affect a firm's business strategy by promoting the development of certain abilities required to expand into new markets or prevent rivals from entering. Mission Statement Before you can link training and development to your company's business plan, you must determine what you want to achieve. Without a clear purpose, organizations risk failing and drifting. A good mission statement begins with each employee's commitment to efficiency and the company's commitment to efficiency. An established strategy allows your training and development department to prepare all workers to fulfill your company's high expectations. Business Strategy It is possible to learn through doing. A dozen classroom sessions with an experienced technician may teach an employee as much. Your company's training and development plan should aim to produce employees that can offer your company a competitive edge in sales, manufacturing, logistics, or management. Company Needs In today's fast-paced business environment, every corporate operation must be completed efficiently and economically. Employee development helps a company deal with these issues. Trainees' efficiency should be evaluated periodically. Training that has little or no relation to your company's operational needs is a waste of valuable business resources. Analyze your company's training needs, content, and return on investment. Human Resources Your HR department's goal is to ensure that all employees get the knowledge and experience required for the company's success. HR's training programs may include technical seminars, leadership and supervisory programs, and programs designed for the whole organization. Human resources may also provide professional development courses and initiatives. Professional growth allows present employees to evolve into future leaders who will help the company accomplish its strategic objectives. Barriers to Organizational Learning & Training Programs 1. Focus Program versus Organizational Focus Organizational growth is seldom a priority for your employees. Employees are dedicated to completing tasks. One of the biggest roadblocks to corporate learning is the program's focus. Forcing your employees to execute their jobs efficiently does not improve. 2. Resources Limited Many organizations spend their training and development funds when the economic crisis strikes. Companies must see "investment" training. Most people enjoy the sensation of something new. Limited resources are one of the corporate learning obstacles. Management should provide tools for students – particularly in the workplace. 3. Change resistance The reluctance of employees to change is a major obstacle to organizational learning. People who are used to a certain style of working for a long time tend to resist trying anything new. They don't want to learn new procedures or modify them. Some workers often believe that they may lose familiarity with current systems and procedures. It is essential to alter an organization in order to develop. Change projects help you adapt to current market trends, internal procedures, the newest advances in technology and much more. 4. Dichotomy of Work-Learning In many organizations, work and education are separate aspects of work, with work always taking precedence. A work-learning culture means that the company's values encourage meaningful and effective learning. Employee unhappiness with trying to acquire skills and knowledge without your company's help is another significant barrier to corporate learning. 5. Leadership Lack To continue to learn and adapt, leadership has to take part in its core learning and performance improvement activities. Many leaders avoid confrontation, difficult questions, and unpleasant conversations. Incorrect management leads to chaos and serves as a major obstacle to organizational learning & training programmes.
