HRM 5000-8 HR in the Global Environment Week 8 Analyze Personnel Needs to Support Globalization Efforts

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Leadership and doing business in Scandinavian countries1HRM 5000-8 HR in the Global Environment Week 8 Analyze Personnel Needs to Support GlobalizationEffortsDue to the globalization of business operations, management teams have become very serious in retaining andpromoting theright person for overseas positions. You have just been told to hire a new manager for yourcompany’s Scandinavian division. Describe in detail the most important skills and qualifications consideredessential for overseas assignments, particularly in these countries. Also explain in detail some of thechallenging issues and prospects of doing business abroad. Hypothesize the most important information youwould be sure to communicate to HR managers as well as the senior leadership team. Provide specificexamples where possible to detail your plan for this initial hiring for the Scandinavian division. Support yourpaper with a minimum of five (5) resources, which may include your required text. In addition to these specifiedresources, other appropriate scholarly resources, including older articles, may be included.Introduction:Human resources and leadership has beena verycriticalissuewhen firmsexpand intoothercountries.Understanding the nativecultureand the very important way of doing business in theforeign countryis verycriticalfor success of thefirmin its expansion motives.Leadersandpersonnel who are deployedtotake care of overseasassignment shouldnot only have thecultural orientation but should also lookat playingtheperfect cardintermsof accepting thebusinessconditionsofthe foreigncountry in this case Scandinavia.The economies around theglobe are characterized by different cultures and each culture cluster has its own unique set ofideologies, values, beliefs, thought patterns etc. The individuals in the society acquire thesecultural attributes through the process of socialization and these play a major role in shapingtheir behavior and personality as a whole. As companies globalize, the workforce gets diversifiedgeographically and culturally and managing diversity has always been a challenging issue on

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Leadership and doing business in Scandinavian countries2account of varied perceptions and ideologies. The problem gets even further accentuated whenthe labor laws differ across economies.Hence Leaders who are sent on foreign assignmentsneed to be verycareful aboutthe way they manage culturaldifferences andunderstandmulticulturaldiversity.Skills needed for doing businessinScandinavia:1.Understanding theculture:Scandinaviancountriesare also called the Nordiccountries.The general businessenvironmentin these countries isheavily tilted towardsplanning;strategyandcommunication. Personnelwhoare in Scandinavian countries need to know the Nordic culture very well in order to successfullymanagebusiness unitshere.Though the cultureofeachof the Scandinaviancountriesaredifferent,thecountries areexposedtobeingglobal andfocusin common valuesTheir missionbeinglong term thinking andcreationof common good, human resources deployed to workhere need to understand this culture in order to make a successful stint as not only a good leaderbut also a good corporate citizen.These cultures areheavilytiltedtowards innovationandmanagementstyles are verydifferent. In ordertobe successfulintheScandinaviancountrytheperson who leads the business units needstounderstandthe five forces ofcultureinterpretationasdiscussedby GeertHofstede.Hofstede cultural dimensions play a very important role inunderstanding the implications of doing business in south Africa .The four dimensions of cultureproposed by Hofstede are Power Distance, Collectivism vs. Individualism, Femininity vs.Masculinity,UncertaintyAvoidance.Hofstede’sdimensionsofcultureexplainstructuringorganizationsinadifferentwaywherepeoplewithintheorganizationshavedifferent

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Leadership and doing business in Scandinavian countries3motivations, and where different issues are being faced within the society by people andorganizations.Power distance is defined as thedegreeto which the organizational power of a society ororganization should be distributed unequally or equallyand also how the power holders’decisions should be viewed or accepted.Collectivism vs. Individualism is defined as the degree to which people or culture which relies tothe self and their immediate families, by remaining independent from groups and organizations.Femininity vs. Masculinity is defined as the degree which basically refers to expected genderroles in a cultureto which gender roles vary from one society to another, social supports and thequalityoflife.Commonmasculinevaluesincludeassertiveness,performance,ambition,achievement, material possessions, and progress whereas Common feminine values includepeople and warm relationships, quality of life, sensitivity, nurturance, concern, and modesty.Uncertainty Avoidance refers to the extent to which members of a culture feel uncomfortable bydealing with uncertain situations trying to avoid them by establishing more structure. Thesecultures prefer to avoid uncertainty as a cultural value and desire consensus.In ordertoretain and hiregood mangers forleadinga business unit in a Scandinavian country itis very importantto lookat these dimensions very carefully so thatperformingthe verysensitivetask of leading successfully can be ascribed to an organization .2.Managingdifferently:Management in most of Scandinaviancountriesis a role paradigmdifferentfrom othercountries.The leader who is deployedto takecare of the Scandinavian branch should understand that theworkers havetobeconsulted.Theworkers aresaidtobemuchdisciplined, very hardworkingand takeinitiativefor collectivegood. The leader should be not only participative but tap the

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