美国洛杉矶代写作业:希尔顿集团

2018-01-15 11:36

由于希尔顿集团不采用以种族为中心的方法是正确的决定，所以从另一个角度来看，希尔顿集团采用以种族为中心的方法是错误的，至少在目前是这样。由此可以得出结论:希尔顿集团的人力资源管理模式已经不存在了。然而，这一结论是否可以普遍适用于希尔顿这样的跨国公司呢?如果答案是肯定的，而跨国公司的人力资源管理方法是过时的，那么原因是什么，它是如何发生的。下面是深入分析跨国公司人力资源管理的民族中心思想的原因。在相关的主题上，如果跨国公司的外国子公司想在一个特定的市场上取得成功，他们就必须雇用、培训并为子公司的当地经理提供有吸引力的职业道路。拥有了解语言、文化和业务习惯的子公司，对子公司的成功至关重要。这一段上面的所有这些要求都不能通过以种族为中心的方法来实现。对于跨国公司来说，以种族为中心的方法否认了对子公司国民的发展，这可能会滋生怨恨，削弱公司的公众形象;外派经理人在态度上可能会变得狭隘，容易受到文化短视的影响，而后者可能会导致管理层忽视利基市场机会。
美国洛杉矶代写作业:希尔顿集团
Since it is a right decision for Hilton Group not to adopt the ethnocentric approach, then put it in another way, it is a wrong decision for Hilton Group to adopt the ethnocentric approach, at least at the time of present. Then it can be concluded that the ethnocentric approach to HRM for Hilton Group is out. However, can the conclusion be applied universally into other multi-national corporation like Hilton? If the answer is yes and the ethnocentric approach to HRM for Multinational Corporation is out, then what is the reason and how does it happen. The following is to deeply analyze the reason why the ethnocentric approach to HRM for MNC is out. On the related theme, if the foreign subsidiaries of MNC intend to succeed in a particular market, they must hire, train, and afford attractive career path to the local managers in the subsidiary country. Having those who know the language, the culture, and the business customs to operate the subsidiaries is quite crucial to reach the success of the subsidiaries. All these requirements above in this paragraph cannot be realized by the ethnocentric approach. For MNC, the ethnocentric approach denies advancement to the subsidiary country nationals, which probably breed resentment and diminish the corporation public image; the expatriate managers may become insular in their attitudes and prone to the cultural myopia, and the latter may lead to management overlooking niche market opportunities.

• 上一篇：洛杉矶代写Essay:资格委员会
• 下一篇：美国洛杉矶代写Essay:真正的抱歉