International Human Resource Mgt.as Per PTU Syllabus
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Transcript of International Human Resource Mgt.as Per PTU Syllabus
International HRM as per PTU syllabus
Published by:-Prof. Rashid Hamid
&
Prof. Rohit Joshi
SHORT & LONG ANSWER QUESTIONS
UNIT-4th
INTERNATIONAL HUMAN RESOURCE MANAGEMENT
MBA 4TH SEMESTER
Q .1:-What do you mean by Ethics?
Ans:- The word ”ethics” is derived from the Greek word “ ethos” which refers to
character, guiding beliefs, standards or ideals that pervade a group, community oe
people. In the present context, ethics is used in two ways. First, as a field of study,
ethics is that branch of philosophy which is concerned with moral human character
and conduct, it prescribes mass moral principles that define what ought to be.
Second, as a behavioral pattern, ethics relates to behavior that is ethical.
The basic concepts and fundamental principles of decent
human conduct. It includes study of universal values such as the essential equality
of all men and women, human or natural rights, obedience to
the law of land, concern for health and safety and, increasingly, also for the natural
environment. Ethics as "a set of concepts and principles that guide us in
determining what behavior helps or harms sentient creatures"
Ethic is an area of study that deals with ideas about what good and bad behavior
it is a branch of philosophy dealing with what is morally right or wrong. It is the
standards of conduct the indicate how one should behave based on moral duties
and virtues arising from prinipes about write and wrong.
According to Webster:- Ethics is discipline dealing with that which is good & bad
and with moral duty and obligations.
According to Mackenzie:- Ethics is the study of what is right or good in human
conduct or the science of the ideal involved in the human life.
As a field of study, ethics is that branch of philosophy which is concerned
with moral human character and conduct. It prescribes mass moral principles that
define what ought to be. as a behavioral pattern ethics related to behavior that is
ethical
The significance of ethical formulations, today, as in all times, is in their power
for shaping attitudes and constraining behaviors. Ethics provide for a basic social
need by defining the behaviors we expect and will accept from one another. In the
ideal, our ethics allow us to live together, productively and in harmony. But within
our generation there is the appearance of a growing disregard for the ethical
standards we have been given. The erosion of these ethical norms is a source of
social anxiety, creating distrust and moral callousness. In order to prevent further
deterioration of the underpinnings of our society, we must act to discover and
remedy the sources for our growing moral confusion. But I also believe we must
act carefully and thoughtfully. As with any complex social problem, this ethical
crisis will resist simplistic attempts at resolution. It is a mistake to equate a break-
down in the function of the ethics with a deterioration of public morality. Our
generation is not simply more self-centered or less moral than our predecessors. I
contend that this appearance of moral degeneration is more accurately perceived as
moral confusion. When we ask why individuals act unethically, we must also be
prepared to ask why it is that our ethics make it seem to be in the individual self-
interest to do so. Because our common morality limits our freedom to behave in
ways we might otherwise choose to, it is not enough to simply proclaim the
wrongness or rightness of an act. In order for our ethical foundation to work, we
must agree individually and together on the basis for those morals. Our ethics
must provide understandings which help compel us to act with intelligence,
compassion and understanding.
Q.2:-Discuss Ethical Dilemma?
Ans:- A dilemma is when you are stuck for choice on two or more items or
problem with human beings and personal prices of information. An ethical
dilemma is a situation wherein moral precepts or ethical obligations conflict in
such a way that any possible resolution to the dilemma is morally intolerable. In
other words, an ethical dilemma is any situation in which guiding moral principles
cannot determine which course of action is right or wrong. An ethical dilemma is a
complex situation that often involves an apparent mental conflict between moral
imperatives, in which to obey one would result in transgressing another.
An ethical dilemma is typically described as a complex situation that involves a
conflict between different morals. Ethical dilemmas are commonly found in
medicine. For example, deciding whether or not to install a feeding tube on a
comatose patient could constitute an ethical dilemma. Ethical dilemma is also
known as moral dilemma. Ethical dilemma is any situation in which guiding moral
principles cannot determine which course of action is right or wrong. To obey one
action, would result in transgressing another. An ethical dilemma is a situation
where one is in conflict between moral imperatives. Often rejecting either solution
has major consequences. It is also known as ethical paradox.
An ethical dilemma is a debate between two moral principles, where two sides can
argue about what is wrong or what is right. However, there is no real answer to an
ethical dilemma. It is simply a matter of what one believes in. For example,
abortion is an ethical dilemma. Some people are pro-abortion while others are
strictly against it. An ethical dilemma, also known as moral dilemma, is a situation
wherein moral precepts or ethical obligations conflict in such a way that any
possible resolution to the dilemma is morally intolerable. In other words, an ethical
dilemma is any situation in which guiding moral principles cannot determine
which course of action is right or wrong.
An ethical dilemma is a problem ,situation or opportunity, that requires an
individual group or organization to choose among several wrong or unethical
Q.3:-Write a note on innovative HR management practices in India?
Ans:- India now becomes a player in the global stage. Everyone wants to do
business with india, this change has given lot of opportunities to our country to
grow further but it posed lot of challenges in front of us like Indian companies
gained confidence to acquire foreign giant companies and try to establish
themselves very competitive than the foreign companies at the same time we have
to give emphasis on the various challenges before us like the gap between people
in the corporate world and those in the rural areas is becoming serious concern and
the wage differentials between blue collared workers and senior managers, the
candidates having good education and communication skills getting more chance
in the job market than other people lesser than them, attrition levels are all time
high in India for example business process outsourcing facing problems with talent
retention.
This paper try to extract the facts to find out how the companies in India facing HR
problems and what kind of innovative practices they are following to recruit and
retain their employees and made them feel best place to work and enjoying
working and made the companies in the great height in their own field of business.
INNOVATIVE PRACTICES IN HR AREAS:
1. Recruitment and selection
2. Learning and development
3. Rewards and recognition
4. Career planning
5. Compensation and benefits
6. Performance management
7. Leadership and development
8. Organization structure
1.RECRUITMENT AND SELECTION
1. Employee referrals by employees which comprises 50% of all hiring at SAP
Labs India, Bangalore.
2. Non – standard pool of talent: housewives with a gap in career
3. “Bar Raisers”:
The HR department has organized an elite group of 34 employees – who have veto
power in an recruitment decision, if a Bar member feels a potential recruit does not
match upto the company’s standards.
4. Short stories:
The Company compiled 52 short stories, one for each week, the company used to
introduce new recruits. The stories talk about its history and evolution, technology
and people who made a difference.
5. The company goes beyond its employees and connects with their support group:
the family, when an employee joins, his parents or spouse get a welcome letter.
2.LEARNING AND DEVELOPMENT
SME’s(Subject Matter Experts):
HR team identifies the internal subject matter experts to give training to the
employees
Sending employees for higher studies
EWelcome:
When employees join the company, they have to interact with functionaries in
other regions who assume that the new person in knows the internal systems. Often
the new employee is unfamiliar with the systems and is at sea. The EWelcome
gateway lists certain universal systems of the company and helps them get familiar
with such things. A stand – out feature is that if this checklist remains incomplete it
sends an automatic notice to the manager responsible for the employee.
Company follows a training policy to have seven days of training every year is
mandatory for all employees, even this chairman and the directors.
GOLD (Godrej Organization for Learning and Development):
Web-based learning tied up with UK – based NetG to distribute e- learning
modules among the workforce. The company gives equal importance to soft skill
training. “ Out of box thinking is more important “, the sponsored the Edward De
Bono certification of lateral thinking for two of its managerial employees, so they
could teach in – house. This learning creates a leadership pipeline.
3. REWARDS AND RECOGNITION
1. MAD (Mutual Admiration):
Is an event where every employee is given green cardboard leaves on which they
scribble messages of appreciation and pin them onto the MAD tree in the cafeteria.
The leaves are a way of reaching out to colleagues and teams who have mattered.
And at the end of the week, the foliage gets thick. Surely, the employees like being
around each other.
2. Smart Work and Smart Reward:
It directed towards improving employees productivity. It rewards those who
complete tasks in fewer working hours than stipulated.” The reward process is well
defined and transparent. It has helped in ensuring better work – life balance.
4. CAREER PLANNING
1. Career Success Centre:
An online portal and a one – stop shop for all career related resources. The portal
helps employees plan and develop their careers according to business needs.
5. COMPENSATION AND BENEFITS
1. Paternity leave
2. Extra three months maternity leave at half the salary leave
3. No attendance monitoring
4. unlimited sick leave
5. equal privileges for employees across levels: employees at all levels travel in the
same class, stay in similar hotels, work out of standard cubicles, log in their own
leave.
6. PERFORMANCE MANAGEMENT
1. 360 degree feedback system
2. “Performance Task Force”: A cross functional team constitutes 20 members and
this force keeps track of what needs to be plugged, and what seems to be working.
It goes back to HR every six months to deliver feedback.
7. LEADERSHIP AND DEVELOPMENT
1. Food for thought:
Inviting employees in groups to chat with Managing director over lunch in an
informal environment on various issues and topics.
2. Succession planning
3. Employee empowerment
4. Reach out:
An initiative to keep a direct link of communication to its employees, the president
of the company meets the employees.
8. ORGANIZATION STRUCTURE
1. Flexi and Part – time
2. The companies allow the employees to shift jobs if they wish to, across its
different functions.
3. Skits: The companies are asking the employees to devise skits to dramatize its
values, design screen savers and even create mascots themed on the values, they
would much rather hunker down and design some more.
4. The company created new position called “Employee Engagement Manager”:
the major task of the manager is to energize the workplace with fun – filled events
and effective communication.
5. “People Champions”: Every project team has one facilitator from the HR
department. The people champion takes care of any administrative need a project
might have, leaving the project members free to concentrate on their work.
6. Orientation along with parents: The Company invites the parents of new recruits
for orientation, its good for the parents to know the kind of organization their
children work for, this insight came from campus recruitment, where parents
would stay with their children right till results were parents would stay with their
children right till results were announced.
7. “People Movement Management Review Committee”: it ensures talented
employees were retained by reassigning them to other groups. The company also
hired consultants to assist those who were asked to leave to find jobs in other
organizations.
CONCLUSION:
In the present competitive world, the companies are facing lot of skill shortage,
talent crunch and attrition those reached historically height ever, that made the
companies feel the internal customer also more important equally with external
customers, so every company try to devise innovative HR practices to attract best
talent , giving them nice environment to work with, that enables the company to
retain talents, the above said practices are conceived and implemented and found
successful by the leading companies in India. It is found that convergence of
practices of different companies in different HR areas, if any company wants to
apply those practices that will benefit for the company to become more
competitive in the global market.
Q.4:- Explain Cultural practices in India?
Ans:- The culture of India is one of the oldest and unique. In India, there is
amazing cultural diversity throughout the country. The South, North, and Northeast
have their own distinct cultures and almost every state has carved out its own
cultural niche. There is hardly any culture in the world that is as varied and unique
as India. India is a vast country, having variety of geographical features and
climatic conditions. India is home to some of the most ancient civilizations,
including four major world religions, Hinduism, Buddhism, Jainism and Sikhism.
The culture of India is among the world's oldest, reaching back about
5,000 years. Many sources describe it as "Sa Prathama Sanskrati Vishvavara" —
the first and the supreme culture in the world. India is a very diverse country, and
different regions have their own distinct cultures. Language, religion, food and the
arts are just some of the various aspects of Indian culture. Here is a brief overview
of the culture of India.
Language:-
India has 28 states and seven territories, and each has at least one official language.
While the national languages are Hindi and English, there are about 22 official
languages and nearly 400 living languages spoken in various parts of the country.
Most of the languages of India belong to two families, Aryan and Dravidian.
Religion:-
India is identified as the birthplace of Hinduism and Buddhism. A huge majority
— 84 percent — of the population identifies as Hindu. There are many variations
of Hinduism, and four predominant sects — Shaiva, Vaishnava, Shakteya and
Smarta.
About 13 percent of Indians are Muslim, making it one of the largest Islamic
nations in the world. Christians and Sikhs make up a small percentage of the
population, and there are even fewer Buddhists and Jains.
Architecture:-
The most well-known example of Indian architecture is the Taj Mahal, built by
Mughal emperor Shah Jahan to honor his third wife, Mumtaz Mahal. It combines
elements from Islamic, Persian, Ottoman Turkish and Indian architectural styles.
India also has many ancient temples.
Arts:-
India is well known for its film industry, which is based in Mumbai and is often
referred to as Bollywood. The country began as a major producer of movies in the
1930s. Today the films are known for their elaborate singing and dancing and
Bollywood produces more films per year than Hollywood.
Indian dance has a tradition of more than 2,000 years. The major classical dance
traditions — Bharata Natyam, Kathak, Odissi, Manipuri, Kuchipudi, Mohiniattam
and Kathakali — draw on themes from mythology and literature and have rigid
presentation rules.
Clothing:-
Indian clothing is closely identified with the colorful silk saris worn by many of
the country’s women. The traditional clothing for men is the dhoti, an unstitched
piece of cloth about 5 yards long that is tied around the waist and legs. Men also
wear a kurta, a loose shirt that is worn about knee-length. For special occasions,
men wear a sherwani, which is a long coat that is buttoned up to the collar and
down to the knees.
Customs and celebrations:-
The country celebrates Republic Day (Jan. 26), Independence Day (Aug. 15) and
Mahatma Gandhi's Birthday (Oct. 2). There are also a number of Hindu festival
that are celebrated, including Diwali, a five-day festival known as the festival of
lights and marks a time of home-based family celebrations.
Q.5:-Write a brief note on Cultural practices in china.?
Ans:- China is believed to have the oldest continuous civilization. China has over
4,000 years of verifiable history. Beijing is the capital of China and is the focal
point for the country. The official language is standard Chinese, which is derived
from the Mandarin dialect. Most business people speak English. There are many
dialects in China however there is only one written language. A Communist form
of government rules China. The Chinese government promotes atheism although
the constitution guarantees freedom of religion. The Chinese practice a variety of
religions, however, Confucianism; despite not being a formal religion is practiced
widely throughout the country. China is the most densely populated county in the
world with approximately 1.17 billion people as of 1992. Almost 100 percent of
the population are ethnic or Han Chinese. There are strict rules regarding childbirth
and each couple is limited to only one child.
The country is extremely large, so customs and traditions vary by
geography and the more than 50 ethnic groups that reside in this country of 1.34
billion people. Here is a brief overview of Chinese culture.
Religion:-
China is a communist state, there is no official religion and more than half of the
population claims no religious affiliation or identifies as atheist. About a quarter of
the people practice Taoism and Confucianism and other traditional religions. There
are also small numbers of Buddhists, Muslims and Christians.
Language:-
There are seven main dialects of Chinese — Mandarin, Cantonese, Hakka, Wu,
Min, Xiang and Gan. Pŭtōnghuà, the type of Mandarin based on the speech in the
capital Beijing, is the official national language of mainland China. Many Chinese
are also fluent in English. The written language is symbol-based.
Food:-
Like other aspects of Chinese life, cuisine is heavily influenced by geography and
ethnic diversity. Among the main styles of Chinese cooking are Cantonese, which
features stir-fried dishes, and Sezchuan, which relies heavily on use of peanuts,
sesame paste and ginger and is known for its spiciness.The Chinese word for rice
is fan, which also means meal, and it is a staple of their diet.
Arts:-
Chinese art is greatly influenced by the country’s rich spiritual and mystical
history. Many sculptures and paintings depict spiritual figures of Buddhism.
Many musical instruments are integral to Chinese culture, including the flute-like
xun and the guqin, which is in the zither family. The country’s musical history
dates back to the beginning of its existence.
Eastern-style martial arts were also developed in China, and it is the birthplace of
kung fu, which translates to human achievement.
Customs and celebrations:-
The largest festival — also called the Spring Festival — marks the beginning of
the lunar new year. It falls between mid-January and mid-February and is a time to
honor ancestors. During the 15-day celebration, children receive money in red
envelopes for good luck and people thoroughly clean their homes to signify a fresh
beginning. The holiday is marked fireworks and parades with dancers dressed as
dragons.
Q.6:-Write a note on Cultural practices in Japan?
Ans:-The Japanese culture is a multi-layered and complete system that has been
developed within itself and formatting new layers for thousands of years. When
westerners think of Japanese culture, perhaps one of the first images that spring to
mind is one of an ancient samurai warrior wielding his heavy sword, or perhaps
they picture a young geisha, pouring tea and serving sushi. While these elements
play some role in the entire concept of Japan as a whole, the entire meaning and
history of the nation is larger than that. Traditionally, the Japanese place great
importance on the concept of WA, or group harmony. The principle is applied in
school, as well as social groups and, later in life, the work place.
Japanese Society:-
Japanese society is extremely homogeneous with non-Japanese people (mainly
Chinese and Koreans) accounting for only around one percent of the population.
The family is the basic unit of society and respect for the elders is of great
importance. The group is regarded as more important than the individual, and
social hierarchy is more strictly observed than in the West, with respect and
deference shown to older and more senior people.
Education is extremely highly valued in Japanese society, and academic
achievement is held in great esteem. The importance of hard work and
perseverance is instilled into Japanese children from an early age and this remains
a fundamental belief throughout adulthood.
Customs and Traditions:-
Japanese youth are increasingly westernised, however the older generation may
still adhere to cultural traditions. Here are some general cultural norms:
The traditional form of greeting is the bow, although foreigners are expected
to shake hands
It can be seen as impolite to introduce yourself, if possible wait to be
introduced
It is considered respectful to add the suffix "san" to someone's name, and
especially respectful to add "sama"
Remove shoes before entering a home in Japan and put on the slippers left at
the doorway
Non-verbal communication is very important and complex. Be aware of
your facial expression, tone of voice and posture when talking
The oldest person in a group is always revered and honoured. In a social
situation, they are served first and their drinks are poured for them
There is no tipping, in any context, in Japan. It can be considered insulting
Sterilised masks are often worn in public to avoid spreading infections
Languages:-
Japanese is spoken almost exclusively within Japan, although it is rarely spoken in
any other countries. Although there are many regional dialects spoken, there is a
standard version of the language calledhyōjungo. The Japanese language has few
sounds compared to many other languages.
Religion:-
Religion does not play a big part in the lives of most Japanese people, although
religious customs and rituals are practised on special occasions and religious
holidays. The two main religions that are practised in Japan are Shintoism and
Buddhism, or a mixture of the two.
Dress Etiquette:-
Business attire is conservative.
Men should wear dark-coloured, conservative business suits.
Women should dress conservatively.
Population: -
127,333,002
Q.7:- Enumerate Cultural practices in us?
Ans:- Introduction:-
Location:- North America, bordering both the North Atlantic Ocean and the North
Pacific Ocean, between Canada and Mexico
Capital:- Washington, DC
Climate:- mostly temperate, but tropical in Hawaii and Florida, arctic in Alaska,
semiarid in the great plains west of the Mississippi River, and arid in the Great
Basin of the southwest.
Population:- 301,139,947 (July 2007 est.)
Ethnic Make-up:- white 81.7%, black 12.9%, Asian 4.2%, Amerindian and Alaska
native 1%, native Hawaiian and other Pacific islander 0.2% (2003 est.)
Religions:- Protestant 52%, Roman Catholic 24%, Mormon 2%, Jewish 1%,
Muslim 1%, other 10%, none 10% (2002 est.)
Government:- Constitution-based federal republic
The culture of the United States is primarily Western, but is influenced
by Native American, African, Asian, Polynesian, and American cultures. A strand
of what may be described as American culture started its formation over 10,000
years ago with the migration of Paleo-Indians from Asia, as well as from Oceania
and Europe, into the region that is today the continental United States. The United
States of America has its own unique social and cultural characteristics such
as dialect, music, arts, social habits, cuisine, and folklore
American culture includes both conservative and liberal elements,
scientific and religious competitiveness, political structures, risk taking and free
expression, materialist and moral elements. Despite certain consistent ideological
principles (e.g. individualism, egalitarianism, and faith in freedom and
democracy), American culture has a variety of expressions due to its geographical
scale and demographic diversity. The flexibility of U.S. culture and its highly
symbolic nature lead some researchers to categorize American culture as
a mythic identity;
Language in the USA:-
The united state does not have an official language, but English is spoken by about
82% of the population as a native language. The variety of English spoken in the
united states is known as American English; together with Canadian English it
makes up the groups of dialects known as North American English.
Diversity
America is ultimately a nation of immigrants and as a result mish-mash in every
sense of the word. Not in the country populated by people from foreign countries
but all Americans in one way or another trace their ancestry back to another
culture, whether Irish, German, Italian, or Scottish. Looking around any major city
one will notice the ‘melting-pot’ that is it.
Informal and friendly
Most peple who come to the united states may already know a few things about
the people though TV. Although this is of course a skewed reality some of the
stereotypes are true, especially American friendliness and informality. People tend
to not wait to be introduced, will begin to speak with strangers as they stand in a
queue, sit next to each other at event, etc. visitors can often be surprised when
people are so informal to the point of being very direct or even rude.
Time is money:-
The county that coined the phrase obviously live the phrase. In America, time is a
very important commodity. People ‘save’ time and ‘spend’ time as if it were
money in the bank. Americans ascribe personality characteristics and values based
on how people use time. For example, people who are on-time are considered to be
good people, reliable people who others can count on.
The Family:-
The family unit is generally considered the nuclear family, and is typically small
(with exceptions among certain ethnic groups). Extended family relatives live in
their own homes, often at great distances from their children.
Individualism is prized, and this is reflected in the family unit, people are pound of
their individuals accomplishments, initiative and success, and may, or may not,
share those sources of pride with their elders.
Business Dress:-
What is considered appropriate business attire varies by geographic region, day of
the week and industry.
In general, people in the east dress more formal, while people in the west are
known for being a bit more casual.
Executives usually dress formally regardless of which part of the country are
in.
Casual Friday is common on many companies. How technology companies
often were casual clothes everyday.
For an initial meeting, dressing conservatively is always in good taste.
Womens can were business suits, dresses or pantsuits,. Men should were a
business suit unless you know the firm can be quite casual.
Q.8:- Give a brief note on Cultural practices in Europe.
Ans:-
Culture in Europe started to really develop in Ancient Greece. They came up with
many of the systems and cultural ideas used by Europe and later adopted by the
rest of the western world. Around 275 B.C. the Roman Empire was expanding and
started to take over Greece. Even though they conquered them, Romans still kept
many of Ancient Greece's ideas. A little while later around 200 A.D. the religion of
Christianity came to Rome. It soon became Rome's official religion and spread
throughout Europe. The influence of Christianity on Europe was huge, in the
Middle Ages even started expansion and the Crusades. Till this day different
branches of Christianity remain major religions in Europe.
Europe is made up of an an extremely diverse range of cultures, religions, and
ethnic backgrounds. Each country has its own holidays, traditions, and history.
Below, the cultural characteristics of Europe are divided up into a few different
categories, each touching on the different areas that make up European culture....
Life-style:-
Europe is divided into four traditional cultural areas: The Atlantic Fringe, The
Plain, The Mediterranean Area, and The Alpine Area. Since the increase in
modernization in the 20th century, these areas are not often referred to anymore.
Though take note that the life-styles of the people in these areas of the past helped
shape the way people in the same places live today. The types of crops produced
has also not changed very much from past to present. Each area has its own unique
food, customs, and ideas of what is important to daily life.
Religion:-
Since the spread of Christianity through Europe in early A.D., Christianity has
remained to be Europe's main religion. Christianity was broken into different
branches: Orthodox, Protestant, and Catholic, and depending on the beliefs of
different regions, people adopted them. Judaism is also practiced in Europe and the
religion of Sunni' Islam is also practiced in Turkey and some southern parts of
Europe.
Languages:-
Europe also has many many languages, hundreds of languages. The many of the
main languages of Europe are of the "Indo-European" root family. Indo-European
languages are Germanic, Celtic, Slavonic, Baltic, or Romance languages (Spanish,
Italian, French, etc.). Other languages of Europe have roots like Arabic or Russian.
Holidays and Traditions:-
The Spanish celebrate many holidays throughout the year. Some of their well
known/celebrated holidays include January 5 Día de la Constitución (Constitution
Day). May 5, it celebrates the victory of Puebla during the French invasion of
1862. In the same month only 20 days later on the 25 of May Spanish speaking
countries celebrate the anniversary of the May revolution of 1810. Primer Grito de
Independencia, celebrating the first cry of independence in 1809 is celebrated on
August 10. On September 13 the Commemoration of the Niños Héroes (child
heroes) who fell while defending the castle of Chapultepec against European
invaders in 1847. The 20 November Día de la
Q.9:-Write a note on innovative HR management practices in japan?
Ans:-The managerial practices followed in Japan are quite different from those
followed in economically advanced countries in the west. In recent years, more and
more companies have started using Japanese management practices that are
commonly cited by researchers and writers, and companies and contrast Japanese
and US management practices are discussed below:
1. Lifetime employment:-lifetime employment (Shushin Koyo) refers to
recruitment of employees immediately upon graduation, generation of
employment until retirement, and mandatory retirement. Though there is no
formal contract, employers and employees have an unwritten mutual
understanding regarding there expectations about the job. Under lifetime
employment, an employee spends his entire working life with a single
enterprise. This helps generate a feeling of job security in the employee and
a feeling of belongingness towards the enterprise. The concept of lifetime
employment brings about “harmony” (wa) in the enterprise. Harmony results
in employee loyalty and helps him/her identify closely with the aims of the
organization. The success of this practice depends on the caliber of the
personnel recruited by the company.
2. Seniority system:- the concept is closely related to the concept of lifetime
employment. Companies following the concept, provide privileges to order
employees who have been with it for a long time. Promotion and wages
increases are based on an employee’s length of service (henko) in the
company, not job performance. The seniority system seems, at first galance,
to be unfair to young and able people. However, they are to some extent
compensated phychologically by being assigned challenging tasks and being
placed in position which everybody in the company knows lead to future
managerial positions. Almost all promotions to management jobs are from
within the organization.
3. Continuous Training:- The secret of the success of Japanese managers may
lie in “continuous training” in western organization, employees receive
training only to acquire a new skill or to move to a new position. In Japanese
firms however, every young manager has a “godfather,” who is never his
boss or anyone in the direct line of authority. The “godfather” is not part of
the top management, but is highly respected by others and is over 45years of
age. He is expected to advice, counsels and looks after his “godchild”.
Because of these practice of permanent employment, Japanese
corporations enjoy the benefit of employee stability. As a result, they are in a
position well planned, systematic training to employees.
4. Emphasis on Group Work:- In most Japanese organizations, a task is not
assigned to a group, which consists of a small number of people. At kaisha’s
(One’s company), people are treated like family members. Kaisha means
“my” or “ one’s” company the community to which one belongs and which
is an important part of one’s life. Probably this is the reason why employees
take great pride in their company and its success.
5. Decision-Making:- The practice of managerial decision-making in Japan is
built on the concert that change and new ideas should come primarily from
personnel belonging to lower level in the hierarchy. Thus in Japan, lower-
level employees prepare proposals for higher level personnel. The “ringi
system” refers to decision making by consensus. The word ringi consists of
two parts ‘rin’, which means submitting a proposal to one’s superior and
getting hi approval, and ‘gi,’ meaning deliberations and decisions. Before a
proposal is finally approved, it is discussed at many groups meetings. Once
the proposal receives the green signal, things move fast. Thus Japanese firms
expect decision-making to take place in groups and decisions to be based on
principles of full information-sharing and consensus.
6. Complicated performance evaluation:- when job description are not well-
defined, and when tasks are performed by groups, it becomes difficult to
evaluate individual job performance objectives. The evaluation of workers
and managers in Japanese corporation takes a very long time- upto ten years-
and requires the use of quantitative information about performance.
For this reason promotion in Japanese firms is relatively slow, and
promotion decisions are made only after interviews with many people who
have had contact with the person being evaluated, since no one tries to
demonstrate individual merit rating systems cannot be used. In addition,
since no one tries to demonstrate individual brilliance or dynamic leadership,
it is extremely difficult to isolate individual competence or job responsibility
to carry out a fair rating of each employee.
7. Father leadership:- As a Kacho(manager), the leader is not only to supervise
his people at work, but also to show fatherly concern for their subordinate’s
private life. Since, promotion is based on senority, it is not easy to move on
to a Kacho position. Sufficiently training and experience are essential for an
individual to be promoted to this position.
8. Good benefits for Employees:- Japanese companies provide supervise
benefits to their employees. Employees are provided benefits such as family
housing and transportation allowances. Some companies also provide
bachelor accommodations, scholarship for employees’ children, and low
interest housing loans. Salary enhancement become rapid after about seven
years of employment with the firm. Since the seniority-based wage system
assumes that the longer the experience, the more valuable the employee
Japanese factory workers also get considerable amount of premium pay for
overtime work.
Q.10:- what are the types of Ethical Dilemma?
Ans:-
Various types of Ethical Dilemma are as follows:-
1. Bribery:- Bribery is a manipulative method where manager buys the power
of the influence of other person in order to satisfy his selfish need. Bribing
is commonly practiced in India today and is considered to be part of
conducting everyday business. Bribes create a conflict of interest between
the person receiving bribe and his or her organization. This conflict would
result in unethical practices. When manager is bribed for something his or
her thinking and actions are oriented towards his or her personal goals.
2. Deception:- deception or fraud are acts to propagate beliefs that are not true,
or not the whole trust ( as in half-trusts or omission). Deception often needs
to feeling of betrayal and distrust between employees. Deception violates
relational rules and is considered to be a negative violation of expectation.
3. Unfair Discrimination:- The word ‘discrimination’ implies treating the
same people differently due to the difference in their race, caste, colour,
creed, religion, etc. Discrimination has increased due to the increasing
diversity. But the diversity has increased due to globalization makes
possible the entrance of tradition, culture, religion, etc., of different
countries. Ultimately, globalization becomes the bases for discrimination.
For Example, a pre employment test that measured factors that were
not predictive of actual job performance, eg., their race, age, or sex
would discriminate unfairly among job applicants.
4. Black Money:- Black money refers to the illegal earning made by people,
whether they are businessmen or others, in violation of legal channels of
earning income. Black money generation is a consequence of the system of
controls, permits, quotas and licenses.
5. Coercion:- Coercion is forcing a person to act in a manner that is against his
or her personal beliefs. It is an external force or a man-made constraint
created that compels the other to act against his free will. The authority of
the person who demands such activity plays an important role. It may be in
the form of blackmail to an individual in an organization. It may be in the
form of a threat of blocking a promotion or lose of a job.
6. Theft:- theft is the illegal taking of another person’s property without that
person’s freely-given consent. The word is also used as an informal
shorthand term for some crimes against property, such as burglary,
embezzlement, larceny, looting, robbing, shoplifting, fraud and sometimes
criminal conversion. This is one form of misuse of official position by an
individual in the organization. Here, the employee leaks out certain
confidential data to outsiders or to other insiders, which in turn ruin the
reputation of the company. This may lead to the bad performance of the
company.
For Example: the report of L&T versus Reliance issue which was
reported in the media shows that such practices are taking place in
reputed companies and at the top management level.
7. Honesty:- It refers to trustfulness, integrity, and trustworthiness, and
impartial. Businessman should not cheat, steal, lie, bribe or take bribes.
Honesty or fairness relate to the general moral attributes of decision-
addition, they should not knowingly harm customers, clients, employees or
even other competitor through deception misrepresentation or coercion.
Although businesspeople often act in their own economy self-interest,
ethical business man relations should be grounded on fairness, justice, and
trust.
8. Conflicts of interest:- in an organization, conflict of interest arises when
managers as well as employees at any level behave with private interests
that are substantial enough to interfere with their job or duties. This would
result in the individual’s interests acting against the interest of the owner.
Conflicts of interest are morally perturbing, especially when it causes an
employee to act to the detriment of the organization.
9. Tax Evasion:- There are major unethical practices towards tax evasion.
Many large corporation hire the services of professional tax consultants to
take advantage of loopholes in the law and evade taxes to the extent
possible. The reason they attribute for such behavior is the prevalent rate of
corporate taxation, which is very high.
10.Corruption:- corruption refers to the process that destroys or subverts
honesty and integrity. Defined narrowly, corruption refers to acts by public
officials that are dishonest or illegal, most often for private gain. More
broadly, corruption includes action by public officials that may be legal or
illegal but are questionable on terms of the integrity of a system of
legitimate government and the rule of law. To the extent that real costs on
societies. Corruption distributes resources in ways that benefit dishonesty
people at the expense of law-abiding citizens, and favours the wealthy over
those unable to pay-off corruption officials.
Q.11:-Explain the Chinese Model Of People Management?
Ans:-
In late 1978, the Chinese government announced an open-door policy
and began economic reforms aimed at moving the country from a
centrally planned economy to a market economy. Under its centrally
planned economy, industries “were owned and run by the state, and their
growth was regulated by planning targets rather than by the profit
maximizing decisions of independent entrepreneurs (Putterman,1992).
Thus, planning was the dominant control mechanism, with the market
mechanism in a supplementary role. Industrial enterprises (the western
term firm is inappropriate in the communist context) were under the
control of relevant government department.
Chinese HRM policies and practices are quite different from those used
in development and market-economy developing countries, and careful
consideration of local idiosyncratic practices is required to operate
successfully (Bearrish, 1993). Knowledge of how employees have been
managed in the past may help accepting non-traditional or western-style
HRM practices. Therefore, we include prior as well as current practices
to provide a better appreciation of the effort that the transaction to a
market economy is having on the four major functions of HRM.
STAFFING
Chinese employees were classified into two groups:
Workers:- All blue-collar employees, who were
administrated by the Ministry of labour.
Cadres:- white collar staff, managed by the Ministry of
personnel. The broad definition of cadres is “ state
institution and military ‘civil servants’ and [its] narrow
meaning is persons engaged in ‘certain specified leadership
work of management work’ (e.g., organization cadres and
enterprise cadres)” (Yabuki 1995).
Since the reforms, the distinction between cards and
workers has gradually become blurred, particularly in foreign-invested
and privately owned enterprises. Employees belong to either managerial
or non managerial groups. However the ministry of Labour and the
Ministry of personnel are still two separate government departments in
China.
PERFORMANCE APPRAISAL
Prior to the current reforms, performance appraisal for cadres was mainly
for promotion or transfer, with the main criteria being political loyalty
and seniority (Su, Zhu, 1992) the appraisal was usually conducted
annually by the personnel department of the cadre’s organization. Each
cadre was given an appraisal from divided into three parts : self-
evaluation, peer-group opinions, and an assessment written by the head
of the department in which the cadre worked.
The government issued a document:- “Suggestion for implementing
the cadres Performance Appraisal System” outlining a performance a
appraisal scheme for cadres. New appraisal criteria focused on four broad
areas:
Good moral practice (de)- virtue or moral integrity. The cadre is
evaluated on whether he or she is in step politically with the party,
and carries out government orders and regulation.
Adequate competence (neng). This covers three main aspects:
educational background, ability in leadership, organization,
negotiation, planning, forecasting, and decision-making: and
physical status, which also includes age.
Positive workers attitude (quing) refers to diligence and usually
assesses attendance at work, discipline, initiative, and sense of
responsibility.
Strong performance record (jic) measures the cadre’s work
effectiveness, including quality and quantity, as well other
contributions made to the organization (child, 1986)
COMPENSATION:-
The compensation before the reforms was characterized before the
reforms was characterized by egalitarianism at both enterprise and
individual levels regardless of performance. Enterprises had no right
to set up or change any wage scale, let alone to increase (or decrease)
their total payroll. A nationally unified wage system was structured by
the state in 1956 for both blue and white-collar employees. Under this
system there were 8 grades for workers, 15 grades for technical
personnel, and 25 grades for cadres such as managers and
administration personnel. Usually, the highest pay received in an
enterprise was only two or three times, more than one in the lowest,
and the entry level was very low. These minimal wage differentials
reflected the strong ideological and political influence upon work
enterprises. The wage system also provides numerous benefits to
employees, such as insurance, medical coverage, public welfare, non-
staple food, winter heating subsidy, and a home level travelling
allowance.
TRAINING AND DEVELOPMENT:-
Pre-reform employee training was generally divided in two parts:
Training for blue- collar workers: This was primarily in the
form of apprenticeships and technical school education that
were the major sources of skilled workers ( Guan, 1990).
Training for cadres: Training for managers, especially managers
who were also members of the communist party, was mainly
offered by schools run by the party at central, provincial, and
municipal levels, or colleagues for cadre education and training.
Training priority was usually given to political studies, and this
focus is regarded as a major cause of the current shortage of
qualified managers in industry. This shortage has hampered the
move to a market economy.
Q.12: what are the sources of Managerial Ethical Dilemma?
Ans:-
People often wonder why employees indulge in unethical
practices such as lying, accepting, bribery, coercion, conflicting
interest, etc. There are certain resources that make the
employees to think and act in unethical ways. Some of each
sources of managerial ethical dilemmas are as follows:
1. Pressure to balance work and family :- Due to pressure to
set a balance between work and family the people
indulge into unfair practices.
2. Poor communication :- Most of the times due to lack of
poor communication unfair practices come into use.
3. Poor leadership :- In any organization workers use
unethical means due to poor leadership also.
4. Heavy workload:- In most of the organization heavy
workload also becomes the cause of unethical behavior.
5. Lack of management support:- Sometimes due to lack of
support of superiors or official employees people indulge
into the unfair practices.
6. Pressure to meet sales or profit goals :- In this
competitive environment there is a very strong pressure
on employees to meet the sales and profit and to achieve
the target they started using unfair means.
7. Little or no recognition of achievements :- When the
employees work hard and give good results but n return
they do not get any recognition, this made them dishonest
and they started to use unfair means.
8. Company political :- Now-a-days political has become
very common in any organization. These politics are also
the reason for the use of unfair practices in Indian
organization.
9. Personal financial worries :- In most of the times poor
financial conditions also indulge a person to use unfair
means to fulfill the need.
10. Insufficient resources :- sometimes insufficient of
resources become the reason for the use of unethical
practices to meet the need.
11. Lack of transparence an Accountability in the system :-
Due to lack of transparence in the system, persons in the
organization become very relax that if they also practice
any unethical means they are not going to trace.
12. Lack of fairness and equality :- When in an organization
inequality prevails between employees, this leads to
dishonesty among employees there by leading them to
unfair practice.
13. Lack of honesty in officials the government :- Most of
the times due to lack of honesty in the organization made
the employees free to use unethical means.
14. Democracy based on corruption :- If it is said that Indian
democracy is based on corruption then it is not wrong.
This is also a big reason for practicing unfair means in an
organization.
15. Judiciary is corrupt and ineffective :- The corrupt
judiciary also becomes the reason of unfair practices in
the organization.
16. Low literacy rate :- Low literacy rate also becomes one
of the reasons of unfair practices.
Q.13:-Write a note on innovative HR management practices in U.S.?
Ans:- Basic HRM functions are recruitment and selection, training and
development, reward and remuneration, collective bargaining and industrial
action. These practices in America are explained below:
1. Recruitment: Employees in the U.S. are aggressive approaches to
recruitment such as poaching and headhunting employees from competitors
and other successful organizations, and taking affirmative action in
recruitment of women, the old and the disable. Most companies use the
internet to advertise their vacancies and to solicit individuals to apply or to
request application information. These are also agencies that specialise in
headhunting employees with particular qualities, qualifications and skills.
The process of recruitment is commonly characterized by:
i. Recruitment of employees, especially managers,
from the private sectors to work in the public
sector and vice versa.
ii. A performance to hire already trained employees
rather than the once that companies will have to
train themselves.
2. Selection: Selection process in the U.S.A. are formalized, structured and
rigorous. Employers use a variety of tests and selection method, depending
on the types and level of the job being offered. For Example; when hiring
their assembly the workers the car manufacturing companies test the ability
of their candidates to read, write and reason, as well as testing their
mathematical, manual dexterity, computers and interpersonal skills.
Employees in the U.S. use all means to get the employees they need.
3. Graduate Recruitment: The labour market of the U.S. are knowledge-based
and the supply side is characterized by an increasing number of highly
educated workers. Many job seekers are college and university graduates,
often with higher degrees. Many companies have introduced graduate
recruitment is programmes and some even have graduate recruitment
departments. Increasingly, graduate recruitment is driven by international
companies.
4. Rewards and Remuneration: In America, rewards are related to performance,
though they differ greatly from one organization to another. Most
organizations use job evaluation and performance appraisal to determine the
wages and salaries of their employees, after taking into consideration the
rate of the current minimum wage where applicable.
5. Organisational Training: Many U.S. multiplication companies have their
own training centre, corporate collages and even universities. These spend
billions of dollars on the education, training and development of their
employees. As well as providing training in houses, they also send their
employees to attend generic or specialized university or collage courses,
consultants’ courses, seminars and workshop, and national and international
conferences.
6. Business and Management Education: The first business school and the first
formal and specialized courses in business and management began in the
U.S. in the first quarter of the twentieth century. The most popular
undergraduate degree is a business major and the most popular graduate (or
postgraduation) degree is the Master of Business Administration (MBA).
Management training is seem as the natural way into management though
programmes such as MBAs with special emphasis on strategy, finance and
HRM.
7. Vocational Education: in the U.S. the use of vocational educational is
limited. A vocational qualification normally can be achieved through two
years of feature education in a junior college. Further education is generally
self-fundad, though help is sometimes provided in the form of federal loans
or scholarship (full or Partial) that are offered by state departments, local
authorities and for profit and non-profit organizations to selected
individuals.
Q.14:- Comparison between United States, Japan, and Chinese managements?
United
StatesManagement
Japanese Management Chinese Management
Planning
(a) Primarily short-
term orientation
(b) Individual
decision-making
(C) Involvement of a
few people in making
and
“selling: the decision
to people with
(a) Long-term orientation
(b)Collective decision-
making (ring) with
consensus
(c)Involvement of many
people in preparing and
making the decision
(d) Decision flow from
bottom-to-top and back
(e) Slow decision-making;
(a) Long-term and short-
term orientation ( 5year
plan and annual plan)
(b)Decision-making by
committees. At the
top often individual
(c) Top-down-
participation at lower
levels.
(d)Top-down-initiated at
divergent values
(d)Decisions are
initiated at the top
and flow
down
(e) Fast decision-
making; slow
implementation
requiring
compromise, often
resulting in
suboptimal decisions
fast implementation of
the decision
the top
(e) Slow decision-
making / slow
implementation. (Now
changing)
Organizing
(a)Individual
responsibility and
accountability
(b) Clarity and
specificity of decision
responsibility
(c) Formal
bureaucratic
organizational
structure
(d) Lack of common
organization culture;
identification with
(a) Collective
responsibility and
accountability
(b)Ambiguity of decision
responsibility
(c)Informal organization
structure
(d) Well-known common
organization culture and
philosophy; competitive
spirit toward other
enterprises
(a) Collective and
individual responsibility
(b) Attempts to introduce
the “factory
responsibility system”
(c) Formal bureaucratic
organization
structure
(d)Identification with the
company but no
competitive spirit
profession rather than
with company
Staffing
(a) People hired out
of schools and from
other
companies; frequent
company changes
(b) Rapid
advancement highly
desired and
demanded
(c) Loyalty to the
profession
(d) Frequent
performance
evaluation for new
employees
(e) Appraisal of short-
term results
(f) Promotions based
primarily on
individual
performance
(g)Training and
development
(a)Young people hired out
of school; hardly any
mobility of people among
companies
(b) Slow promotion
through the ranks
(c) Loyalty to the company
(d)Very infrequent formal
performance
evaluations for new
(young) employees
(e) Appraisal of long-term
performance
(f) Training and
development considered a
longterm
investment
(g) Lifetime employment
common in large
companies
(a)Most hired from school,
fewer from other
companies
(b) Slow promotion, but
regular salary
increase
(c) Lack of loyalty to both
company and
profession
(d) Infrequent
performance review
(usually
once a year)
(e) 5-year plan, otherwise
short-term targets
(f)Promotions are
supposed to be based on
performance, potential
ability, and
education. But family ties
and good
relations with top
undertaken with
hesitation (employee
may go to another
firm)
managers are important
(g) Training programs
available. State exam
administered for managers
Leading
(a) Leader acts as
decision-maker and
head of
group
(b) Directive style
(strong, firm,
determined)
(c) Often divergent
values; individualism
sometimes hinders
cooperation
(e) Face-to-face
confrontation
common;
emphasis on clarity
(a)Leader acting as social
facilitator and group
member
(b) Paternalistic style
(c)Common values
facilitating cooperation
(d) Avoidance of
confrontation, sometimes
leading to ambiguities;
emphasis on harmony
(e)Bottom-up
communication
(a)Leader as the head of
the group
(committees)
(b) Directive. Parent-child
relations (in TA
terms)
(c) Common values.
Emphasis on harmony
(d) Avoidance of
confrontation
(e) Communication top-
down
Controlling
(a) Control by
superior
(a) Control by peers
(b) Control focus on group
(a)Control by group leader
(b)Control focus on
individual
performance
(c) Fix blame
(d) Limited use of
quality control circles
performance
(c) Saving face
(d) Extensive use of quality
control circles
(superior)
(b)Primary control by
groups-but also by
individuals
© Try to save face
(d)Limited use of quality
control
Q.15:- Explain European model of people management?
Ans:- European organization operates with restricted autonomy: constrained at the international
level and at the national level by culture and legislation, at the organization level by patterns of
ownership, and the HRM level by trade union involvement and consultative arrangement.
The features to be considered in this model proposes are as follow:-
Culture and legislation:- national culture are reflected in legislation, and the us has far less
legislative control than European countries over employment relationship. Europian HRM is
influenced by state regulation and companies have a narrow scope of choice than American ones.
This includes:
1. Regulation of recruitment, dismissal and employment contracts generally;
2. Legislative requirement on pay;
3. Formulization of education certification;
4. Public funding of labour market programmes;
5. Social security provision;
6. Quasi-legal nature of industrial relations including the right to trade union representation,
and co-determination arrangements in some countries;
7. More state intervention in the economy;
8. At the European level the European union charter of fundamental social rights
Patterns of ownership:- Public ownership is still generally more prevalent in European
countries than the us, and patterns of private ownership are different, including major
companies in southern Europe being held in family hands, and in germany being owned
by a tight network of banks with a consequent lower pressure for short term profits and
disincentive to drive competitors out.
Trade union involvement and consultative arrangement:- American hrm has been
regarded as anti-union, yet in most European countries union membership is high,
And often where it is not employers or industries are governed by collective
bargaining agreement. Often pay bargaining is outside the direct control of
managers of individual organizations.
Organisation and work Flexibility
A discussion of the nature of management and hrm practices in Europe leads to a
conclusion that organizations, management and work practices should respond to
increasing complexity and the need to be flexible in approach. This view identifies
a number of types of organizational forms which are emerging:-
1. Starbust: organizations such as Johnson and Johnson have successfully
developed an organization from the designed to encourage creativity and
innovation. As new product or services are developed they are split off from
the parent organization to form separate subsidiaries, partly owned by the
parent but free to develop entrepreneurially through outside capital if they
wish.
2. Cluster organization:- clusters or team are developed to carry out specific
key tasks. These are permanently based around key activities rather than
being ad hoc teams, but they then form and reform smaller task clusters to
solve specific problem. People are able to move across organizational
boundaries using their skills as they become necessary.volvo and GE are
examples of companies who have used this type of organizational form to
increase effectiveness.
3. Spider’s web:- this form of networked organization is very flat with little
hierarchy with a high level of communication between individuals and the
small groups involved in key tasks or projects. Consulting firms are good
examples.
4. Internal market:- the key example of this firm is semco in brazil which
emerged from the chaos of military dictatorship , hyper – inflation , labour
unrest, inport restriction and high business taxes, and took some eight years
to transform itself a more traditional organization. The company products
are diverse, and such items as machinery used by biscuit manufacturers are
sold all over the world.