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Introduction..............................................................................................................2
Borders, a hindrance or a competitive advantage....................................................2
The reasons for International Human Relations Management differences..............4
Global HR Competition...........................................................................................5
Specific questions in the assignment.......................................................................7
Consider the statement form Brisco et al “International Human Resources Management”...........................................................................................................8
Summary..................................................................................................................9
References...............................................................................................................10

Problems and Solutions:International Human Relations

Introduction

The basic concepts of human relations in a business environment are much the same worldwide. The underlying objective of any human relations program is to promote happiness in a workforce so there are productive workers who have the best interests of their employer at heart. This goes from the floor-sweeper in the Chinese factory to the Chief Executive Officer in New York, London or Tokyo. They will be more productive if they like their job and their employer. Some of the minute elements than can cause friction in a multinational company can be minute and seemingly pointless. Sandwiches are eaten differently in the United Kingdom and France that is a few miles away across the channel. Any Englishman would think nothing of picking up his sandwich in a pub and taking a healthy bit. The “cultured” Frenchman however eats his identical sandwich with a knife and fork as eating with one’s hands is gauche. This is obviously a minute point intended to provoke a simile, but it does point out the subtle differences in national cultures. The Englishman considers the Frenchman an effete snob. The Frenchman considers the Englishman an unmannered boor. This is an underlying basis for conflict in a multinational company like EADS. It is not a problem that will be brought into the open, but it is one that the Human Relations department must consider. The level and seriousness of the problems obviously escalate rapidly from this minute level. It is the department of Human Relations that must find ways to first identify the problems and their natures, then devise solutions.

References

Farndale, E. (2010) “What is really driving differences and similarities in HRM practices across national boundaries in Europe?” European Journal of International Management. Vol. 4 No. 4 PP. 362-381

International Human Relations (2008) “International Human Relations” Recovered 03/05/2011 from: https://internationalhumanrelations.blogspot.com/

Jackson Lewis, (2010) “California Anti-Slavery Law Imposes New Requirements on Retailers.” Retail Employment Law Blog. Recovered 04/05/2011 from:
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