英语论文网

留学生硕士论文 英国论文 日语论文 澳洲论文 Turnitin剽窃检测 英语论文发表 留学中国 欧美文学特区 论文寄售中心 论文翻译中心 我要定制

Bussiness ManagementMBAstrategyHuman ResourceMarketingHospitalityE-commerceInternational Tradingproject managementmedia managementLogisticsFinanceAccountingadvertisingLawBusiness LawEducationEconomicsBusiness Reportbusiness planresearch proposal

英语论文题目英语教学英语论文商务英语英语论文格式商务英语翻译广告英语商务英语商务英语教学英语翻译论文英美文学英语语言学文化交流中西方文化差异英语论文范文英语论文开题报告初中英语教学英语论文文献综述英语论文参考文献

ResumeRecommendation LetterMotivation LetterPSapplication letterMBA essayBusiness Letteradmission letter Offer letter

澳大利亚论文英国论文加拿大论文芬兰论文瑞典论文澳洲论文新西兰论文法国论文香港论文挪威论文美国论文泰国论文马来西亚论文台湾论文新加坡论文荷兰论文南非论文西班牙论文爱尔兰论文

小学英语教学初中英语教学英语语法高中英语教学大学英语教学听力口语英语阅读英语词汇学英语素质教育英语教育毕业英语教学法

英语论文开题报告英语毕业论文写作指导英语论文写作笔记handbook英语论文提纲英语论文参考文献英语论文文献综述Research Proposal代写留学论文代写留学作业代写Essay论文英语摘要英语论文任务书英语论文格式专业名词turnitin抄袭检查

temcet听力雅思考试托福考试GMATGRE职称英语理工卫生职称英语综合职称英语职称英语

经贸英语论文题目旅游英语论文题目大学英语论文题目中学英语论文题目小学英语论文题目英语文学论文题目英语教学论文题目英语语言学论文题目委婉语论文题目商务英语论文题目最新英语论文题目英语翻译论文题目英语跨文化论文题目

日本文学日本语言学商务日语日本历史日本经济怎样写日语论文日语论文写作格式日语教学日本社会文化日语开题报告日语论文选题

职称英语理工完形填空历年试题模拟试题补全短文概括大意词汇指导阅读理解例题习题卫生职称英语词汇指导完形填空概括大意历年试题阅读理解补全短文模拟试题例题习题综合职称英语完形填空历年试题模拟试题例题习题词汇指导阅读理解补全短文概括大意

商务英语翻译论文广告英语商务英语商务英语教学

无忧论文网

联系方式

The Impact of Culture on Human Resource Management Practices: An Empirical Research Finding in Indonesia [2]

论文作者:留学生论文论文属性:硕士毕业论文 thesis登出时间:2010-04-28编辑:steelbeezxp点击率:30861

论文字数:6000论文编号:org201004281401105381语种:英语 English地区:中国价格:免费论文

附件:Suharnomo.doc

关键词:ImpactCultureHuman Resource Management PracticesEmpirical Research FindingIndonesia

zation and their human resources. Every culture has also developed specific and unique blindspots in the art of managing and organizing. The lie the still largely undiscoverd opportunities and threats of international management.
 By using Hofstede’s framework of national culture, the objective of research is to investigates  and analyzes the impact of national culture on human resource practice. Besides, this research aimes at discerning the impact of  Indonesian culture on the organizational performance.
Research Framework and Hypotheses
Impact of National Culture on Human Resource Practices

The notion that human resource pratice is universal has been questioned. A number of human resources policy that successfully practiced in a certain country, may not successfully applied in another country. For example, pay for performance  schemes which is very popular dan effective in the United States and United Kingdom, it cannot successfully be a practiced in another country.  The same goes for quality circle program, it has practice widely and successfully in Japan, however quality circle has not successfully been implemented in the United States  (Newman & Nollen, 1996:759).
National culture also influenced on the strategic decision making dan leadership style (Schneider & DeMeyer, 1991:308), and human resoure management practices such as  performance appraisal (Luthans, Welsh & Rosenkrantz, 1993:743).
 In culture with high power distance, loyalty and obedience to superior is required. Therefore, management usually used performance appraisal based on the behavioral criteria rather than results criteria. Employees or subordinates have a minimal risk when they follow the established procedure rather than make a new breakthrough which may cause failure. Basically, performance appraisal can be differentiated based on its orientation i.e. behaviour orientation or results orientation (Schuler & Jackson, 1990:125).
A number of human resource practices have specific characteristic related to specific  country. For example, life-time employment policy is very popular in Japan, however, it is uncommon practice in USA. On general, Japanese companies spend more money for social activites and recreational facilities than that of American companies (Pascale & Maguire, 1980:433).
A cross cultural research involved 277 respodents in American companies,   291 Japanese companies, dan 50 European companies by oleh Kagono et al., (1985) in Smith (1992:39) concluded that Japaness companies have shorther hierarchical structure, flexible job description, control systems upon self-dicipline and more promotion from within.
Laurent (1983:75) found that in Germany, decision making is more centralized than in United Kingdom. Besides, it is common for top positions in organization occupied by outsider. Meanwhile, companies in UK tended to have promotion form within policy, and spend more money for emoloyee well-being and middle management development program.  Jaeger (1986:186) conducted reserach on the applicability of human resource parctiuces in developing countries asserted that although there is strong will to replicate western human resource policies, those policies cannot be implemented successfully. Besides, it is required that to be successfully practiced, those policies must fit with the assumptions of local cultural context. For example, planning&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。

英国英国 澳大利亚澳大利亚 美国美国 加拿大加拿大 新西兰新西兰 新加坡新加坡 香港香港 日本日本 韩国韩国 法国法国 德国德国 爱尔兰爱尔兰 瑞士瑞士 荷兰荷兰 俄罗斯俄罗斯 西班牙西班牙 马来西亚马来西亚 南非南非