Title: An analysis on a multinational organization taking an ethnocentric approach to HRM
论文作者：留学生论文论文属性：Assignment关键词：multinational organizationethnocentric approach HRM-
Title: An analysis on a multinational organization taking an ethnocentric approach to HRM
目录
1. Introduction 1
2．Ethnocentrism and human resources management 2
2.1 Multinational human resources management 3
2.2 Four model theory and ethnocentrism 4
3. Case Study 6
4. Conclusion 12
References 13
Figure 15
1. Introduction
Multinational organisation is a ubiquitous term without a concrete definition. In general, it means an organisation which includes many different countries, people and cultures. This article’s focus is on the multinational companies of cross-border institutions.
Multinational companies are also known as Transnational Corporations, International or Supra-national Companies, Cosmo-corporations and so on. In the early 70s, the United Nations Economic and Social Council, formed by a panel of eminent persons, after considering a variety of criteria and definition, decided to adopt transnational corporations in the United Nations in 1974 (Hall, Gudykunst, 1989).
It is an international large-scale enterprise which covers two or more countries, comprising different economic entities and engages in production, marketing and other business activities. It is also known as international company or corporation.
Human resource management is a key element in company management. With respect to a multinational corporation, there are many types of models of human resource management.
Fisher (1965) described three different types of Multinational companies: Racialism Multi-National Corporations, Multi-Center Multi-National Corporations and Global Multi-National Corporations. This divison depends on the relation between the head and subsidiaries. Subsidiaries or affiliates of transnational corporations would be more likely to become the home country (racism), may be more closely related to the host country (multi-centrism), and may become an international standard (globalisation).
An ethnocentric approach to HRM is one of ways adopted by multinational organisations. However, it is just a period way and not the final approach. Many companies have taken an ethnocentric approach to HRM, and this selection is based on the investment environment, investment culture and other factors. With the development of multinational companies there is a need to adjust the human resources strategy (Teagarden, Glinow, 1997).
Therefore, as a whole, an ethnocentric approach to HRM is an efficient strategy for multinational companies.
This paper studies a multinational organisation taking an ethnocentric approach to HRM. This shall be done in three parts. First, is the theoretical analysis of certain concepts, including ethnocentrism, human resources management in transnational corporations and the four theoretical models. This part also includes theoretical explanations, interpretation and analysis. The second part includes the case study. We shall take multinational companies in China as examples for our analysis, including the analysis of policies and the characteristics of ethnocentrism. In the third part we shall draw the conclusions.
References
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