(Solution) 50S04 QUESTION 3 (AC 1.3) Tension resolution in company
Solution
Global organisations can be in conflict between imposing corporate-wide standards and local requirements, and in the case of our UK pharmaceutical facility, it can be quite significant since this is a large Japanese multinational organisation, and ours is merging into it.
There is one significant source of conflict, the issue of how to balance corporate consistency and local customisation. To capture fairness and a consistent brand, Multinationals will strive to use equalized Hr systems such as performance management, talent development systems, and reward systems in order to provide fairness. Nevertheless, localized norms may vary considerably, e.g., Japanese companies highly regard seniority when the systems in the UK focus on advancing on merit (Kim, 2019). This disalignment may cause some conflict in implementing standardised corporate procedures in various regions.
The other cause of tension is related to variation in the legal and institutional structures. The national laws or labour traditions may conflict with the global HR standards. The lifetime employment systems in Japan are the complete opposite of the flexible labour market in the UK and implementing the Japanese models in the UK would be a violation of the laws on equality, redundancy, or employee rights in voicing. These legal differences need to be comprehended and maneuvered in a way that will neither cause a headache in terms of compliance nor employee discontent.
This tension also is caused by employee engagement and cultural expectations. The HR practices are appreciated by the employees of various regions (Nham, 2024). Japanese employees are usually used to highly-structured career progressions, performance assessments in groups but on the UK side employees are used to autonomy and individual performance……..
Please click the Download Icon to Access this Project in Full