Managing Diversity in Multicultural Projects †MyAssignmenthelp.com

Question: Discuss about the Managing Diversity in Multicultural Projects. Answer: Introduction International Human Resource Management (IHRM) is indicative of the problems pertaining to human resources in relation to the multinational firms within the ambit of foreign subsidiaries. It mainly talks about the relationships in between organizational activities and that of foreign environment in which the organisation works. It refers to the work systems of the organisations along with that of employment practice. It concerns itself with the individual and collective aspect in relation to the management of people. This essay discusses about culture shock and the policies that are used by international human resource management to deal with the different kinds of management problems. Culture shock is indicative of the experience that a person has to face when he moves to a different cultural environment from his own. This essay elaborates in great length regarding the practices that are used by Coca Cola in managing the issue pertaining to culture shock. In the event of the culture shock not being managed in the right direction the work skills of an individual suffer. The cultures differences often makes it difficult for the employees to provide effective performance for the team. It is found that if the expat employee cannot adjust with other colleagues in organization then he might lose the motivation to work. The employee will undergo workplace stress that will effectively reduce the value of that employee within the company. In the event of an expat employee being culturally aware he would be able to think about the cultural limitations that exist beyond that of his or her own. Cultural training emphasizes the features of business culture within the ambit of host country (Vance and Paik, 2014). Communication styles along with etiquettes can be conveyed with the help of cultural training. The family members of expat can be familiarized regarding life style along with that of local culture that can effectively help the expat in dea ling with the issue of culture shock. The expat employee can enjoy a more fulfilling life in the new country if he is imparted with teachings pertaining to standard of behaviour within the ambit of host society (Cavusgil et al., 2014). The department of human resources in an organization should be able to make the necessary arrangements that can help the expat in working flexibly along with other nationalities of the team. The various kinds of the working styles that are existing in an organization can successfully help an expat employee in the matter of adjustment. National culture is found to be different from foreign culture in the aspects of communication behaviour, self-categorization and the way information is revealed to the people. The human resources manager who is working at the international level should have the ability to adjust to cross-cultural communication skills which can develop cultural empathy in the expat (Presbitero, 2016) Cultural empathy will prove to be immensely useful in avoiding conflict within the organization. It is the responsibility of the human resources management to properly introduce the expat staffs so that they can work comfortably with that of the new people. Right amount of time should be allotted so that it can help him in knowing other people who would work with him before he starts the work. Coca Cola can be termed as an international company that has managed to create a distinct position of itself within the world. Branding and smart marketing is responsible for the achievement of the company. Culture shock has been managed by Coca Cola by the appreciation of culture of the people who belong to the different culture. It is important that the expat employee develops the faculty of self-awareness and reflection so that he can gai a deep perspective about the reason why some things are different. The human resources of Coca Cola is responsible for providing empathy to workers so that they can adjust in the new environment (Naeem, Nadeem and Khan, 2015). The new kind of working style of the expat employee should be understood. The atmosphere should be such within the organization that the employees can built rapport with each other. This can help the new employee to maintain good relationship with the other employees of the organization. The department of that of human reso urces recruits the employees in such a manner who can adjust to the new cultural norms. It can be said that abiding by that of the core organizational values can help employees who are from the new culture to successfully adjust to the new kind of working environment (Gunn, 2017). A deduction can be made that cultures are acquired and the management laying emphasis on that of core values can be of great benefit for the employees in adjusting to the new kind of working environment (Graen Grace, 2015). Necessary steps are taken by Coca Cola in order to make sure that certain kind of information has been provided to the employee before they go to work in the new place. Welcome Pack that is built along with the line manager who is working at home can be of great boon for the expat employees (Cranston, 2016) It is the responsibility of department of human resources to provide information in relation to the changes in legislative industry and the specific developments pertaining to the organizational culture that can help him in adjusting comfortably within that of the new culture (Hiratsuka, Suzuki Pusina, 2016) It is often found that the employees bring invaluable insight and that of first-hand experience. A great deal of time is spent on the new employees so that they feel comfortable in sharing their experiences by taking recourse to which the whole organization can learn. A cordial meeting in between HR Representative and the new employee can help in setting the stage for the per fect platform (Knies et al., 2015) The expat employees can be involved in different aspects of that of the organizational life so that they can adjust within new environment. Social functions can be attended by the employee and his/her partner that can prove to be of great help in removing the barriers in relation to culture shock (Zein, 2016). On the occasion of an employee feeling that they are an important part of the organization it will be seen that they will be able to deliver superior performance in the organization. The expectations pertaining to the organization should be communicated to the employees at the outset so that they can work in that direction. Human Resources Management should play a pivotal role in making such kind of life adjustments that can encourage the employees within the organization (Martin, 2014). The employees being kept informed at all the different stages can help them in adjusting to the new kind of environment. Follow-up meeting can be of great help and they can be scheduled after some months so that it can help the organization (Klppel, Pierce Snyder, 2017) Meeting can prove to be of great help in revealing the problems pertaining to different kinds of issues. National cultural difference is responsible for creating conflict in an organization specially within the parameter of the globalized world. On the occasion of it being found that the employees cannot adjust to the fundamental values then it can give rise to conflict within the parameter of the organization. Person-organization fit can be of crucial importance for an organization to be successful (Sayles, 2017) Helping the expat employees in the field of language training can help them in the proper understanding of organizational values. Conclusion: It is found that if the culture shock is not managed along the right direction then an employee can lose motivation. Cultural training can help in highlighting on the significant features in relation to organizational culture. Familiarization with that of the family members can help the employees in the matter of life style and local culture. Open communication can be encouraged in between the employees that can assist them in knowing regarding the aims of the organization. References: Cavusgil, S. T., Knight, G., Riesenberger, J. R., Rammal, H. G., Rose, E. L. (2014).International business. Pearson Australia. Cranston, S. (2016). 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