The Importance Of Cultural Differences In Culture And Human Resource Management
Globalization has broken down the geographic boundaries between countries in nowadays. It has enhanced the chance for multinational enterprises (MNEs) to expand their business network all over the world (Ismail, 2010). However, cultural differences are critical for MNEs to face out. Culture is a pattern of beliefs, expectations and values shared by the members (Wong, 2014). It is closely relates to employees’ behavior and impacts on the process of HR cycle. To maintain organization efficiency, manager need to aware of the employees from different cultural groups (Hofstede, 2001). Without care about social norms, it can lead to misunderstanding of signals in communication (Kaminsky, 2002). It interfere the effectiveness of internal management to locals. Human resource management will be affect company performance. Thus, it is serious for organization to surmount the cultural discrepancy and use the appropriate strategies to employees.
Hutnek (2016) points out that the correlation between differences in cultural impact and human resource policies has increasingly high for Multinational Corporations to solve. This paper is to understanding the cultural difference between China and America and how it relates to Human Resource Management. Culture value can be a threat if organization ignores the difference (Badea, 2013). There are many social norms that may affect the employee 's behavior. Management need to take account to such environment changes adapt changes in human
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