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国际环境跨国企业外籍人员选用分析【dissertation】

论文作者:www.51lunwen.org论文属性:硕士毕业论文 dissertation登出时间:2015-06-30编辑:felicia点击率:8787

论文字数:16175论文编号:org201505262151545453语种:英语论文 English地区:中国价格:免费论文

关键词:

摘要:这篇dissertation主要分为五大章节,着重研究了影响外籍人员选用的因素、选用方法以及选用过程中遇到的跨文化问题。

世界已经变成了地球村,全球化已经成为一种重要的经济现象,一个企业或者一个组织要想迅速融入这个多变的世界,就需要协调不同文化和不同背景,随着跨国公司的不断发展,全球化经济正迈向一个新的台阶。因此,全球化经济的研究极为必要。在过去的几十年里,快速变化的经济、社会和政治环境推动了企业经济的全球化,并影响了企业的具体决策。本文就围绕这个话题进行深入分析,研究全球化环境下如何选择适合公司的外籍人员。


Corporate Culture Business | Business Dissertation


Chapter1 Introduction


The world has become the global village and globalization has become an important tool for the organizations to be successful in this rapidly changing world. So the coordination between different cultures and people with different backgrounds is increasing in a different multinational organization day by day. So it is very important to study that how the organizations deal with the multicultural set ups within an organization. During the past few decades the rapid changes in economic, social and political environment of the world has led organizations towards the globalization.


According to Harvey & Novicevic the increasing international activities and global competition resulted in increase in globalization. The process of recruitment and selection has always been very important in any organization. According to Dowling (1999) hiring and placing people in positions where they can perform effectively for the benefit of the organization is the goal of most organizations whether they are domestic or international.


Heraty et al (1997) suggested that, in these new changing global condition increasingly, many organizations are transforming jobs into new structures which are more likely based on self directed work teams, made up of empowered individuals with the diverse background are replacing traditional specialized workers. So in this new challenging environment competition is increasing day by day and organizations need such personalities who can adjust themselves with the change.


Burack and Singh (1995) also suggested that firms need adaptable people who can rapidly adjust themselves to the changing environment. So the people who are ready to change with the environmental changes always give advantage to the organization, and these kinds of people are very fruitful for the organization.


According to ones and Viswesvaran (1997) in this rapidly changing world where the change is taking place every minute the organizations have been sending their members to other parts of the world to complete their assignments.


According to Aycan and Kanungo expatriate is an employee of a business or government which is sent abroad to accomplish their organizational goals for temporary period which is more than six months and less than five years. International assignments not only give benefit to the individual expatriate but it also give the competitive advantage to the organization in the global environment. For many organizations sending of expatriate to the other countries to gain competitive advantage in global environment is the part of their overall human resource plan. (Caligiuri & Lazarova, 2001).


So keeping in view the importance of an expatriate the selection process of an expatriate is also very important step for an organization. According to Dowling the failure of expatriate 论文英语论文网提供整理,提供论文代写英语论文代写代写论文代写英语论文代写留学生论文代写英文论文留学生论文代写相关核心关键词搜索。

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