Wednesday 2 pm - 5 pm Networking,Multi- and inter-disciplinarity,International perspectives. While the theory itself does not specify on industrial relations or human resource management, but its approach can be applied to gain understanding of the issue.
They are facing the onslaught of globalization, and the recent economic recession has further worsened the situation. In other words that income disparities on and individual and national level will begin to converge, along with the development of convergence of economies in a more general sense, leaving an international economic system where most nations and individuals share in the positive economic impact of increased trade between nations.
Management International Review, 38 special issue 2Wednesday 9 am - 10 am Workshop Semester 1: The main line of which is that those who have been most effected by world trade, globalization have been negatively affected and have little voice to resolve the issues that surround changes.
Weeks 3, 5, This is two-way process, with both indigenous firms and multinational enterprise adopt each other's HRM practice. Both the cultural and institutional approach above can be utilized by scholars to argue that national employments relations system and practices are varied.
On the other hand, U. Anglo-American and Japanese model another is Rhineland-German model as a case to reflect how convergence and divergence in term of employment relations system moving unstoppable. Adopting management style for the organization of the future.
Hofstede concluded that each country will have distinct 'national economic culture' ince they respond differently along axis of four dimensions power distance, individualism, masculinity and uncertainty avoidance US-Japan Case Japan For example: This essay will review some of the most relevant literature, research and debates surrounding the topic as well as explore different viewpoints in order to make an insightful understanding of these processes.
How strategic is HRM. They also found that Omani employees give high priority to Civil service laws, educational and vocational training set-up, Omani labour laws, labor market and Omanization programs besides local administrative establishment such as Ministry of legal affairs, Court of legal administration, and the Court of the Royal Diwan.
Academy of Management Excutive, 7 1: OPAL feels that the perceived mindset in employment environment needs to be changed as current attitudes of some companies are that: IV-Dynamic Business Environment Competition, business alliances, changing composition of workforce, restructuring, focus on total customer satisfaction, facility of information, technological change, globalization of business.
Many scholars concludes that at the industry level, the needed changes to be more flexible and internationally competitive has led to several common patterns in term of employment relations.
Convergence theory was developed by American Harbison and Myers and Kerr et al.
For Change Development and Performance. Weeks 3, 5, 9, 11; Semester 2: HR as a source of Shareholder Value: In the following paragraphs, some of them are analyzed and a comment has been made on their applicability for this part of world.
The popular work of Hofstede ; can applied to explain the variation in management aspect. A in term of employment relations and corporate governance model, each with its own advantages and disadvantages.
Corporate governance privileged shareholders, and unions were either industrial in orientation or did not exist. Meanwhile, others argue that cross-national variations such as culture, economic stage of development, institutions workers, behavioral mindset still exist and constitutes diversity within and between nations.
Thus the field of HRM is witnessing a two bipolar paradigms i. Depend on their own unique culture and structure. Human Resource Management, 36, Cultural differences, Trust and their relationships to business strategy and control.
They stated that globalization and international trade may put pressure on firms to standardize practices and policies. In the s, the flow of management was from east to west, with the idea of 'Japanization' of work organization, quality systems and industry relations.
Other stakeholders and institutions also play important role in shaping HR discourse and learning. Though, some countries have pushed privatization program intensively in recent time and Oman is one of them.
Wednesday 2 pm - 5 pm Semester 1: Divergence remains at the national and intra-national level macro since these forces are interpreted, responded and implemented by different way with each country's unique tradition and cultures.
Researchers have questioned the universal applicability of the Anglo-Saxon model.
Psychophysiology, 34 2. Youndt et al. support the view by argues that convergence and divergence both simultaneously occur, only at different level of HRM system's structure.
Universal and best practice effect are likely to occur at macro level (structure, technology) and divergence at micro level (internal fit, culture and behavior mindsets). The convergence and divergence concepts are too limiting to identify the degrees of relationships between globalization and national ER.
For example, studies on wage inequality may point out convergence while studies on. Published: Mon, 5 Dec Globalization is everywhere. It is the process of increased interdependence between nations (Carbaugh, ).
Globalization is driven by technological change and the liberalization of trade and opening up of the markets. Convergence and divergence in many areas of the global economy are discussed. In a more general sense "convergence is inevitable in the context of globalization.".
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Convergence and Divergence Debate over IHRM Practices By: Anggun M.B Nowadays, there is an increasingly concern about convergence and divergence debate over Human Resource Management practices of MNCs that operate expandly accross the globe.Convergence and divergence in hrm practices essay