Evolving Practices in Human Resource Management: Responses to a Changing World of Work

By Allen I. Kraut; Abraham K. Korman | Go to book overview

individual and organizational behavior issues. The challenge is to be well equipped and technically grounded but also prepared to act as an explorer or anthropologist who will constantly uncover and apply the appropriate dimensions of diversity to improve organizational behavior.

Finally, this chapter has focused primarily on the differences that exist between cultures and nations. In the minds of some HR practitioners, international differences have a larger variance than those within a single culture or nation. When we use these somewhat obvious and large international differences, it is easier to make a point about the importance of recognizing and working with diversity. The principles of working effectively with diversity within a single country (for example, the United States) are fundamentally the same as those that exist globally. Diversity is, indeed, not a confounding factor but rather a source or energy and ideas to drive individual as well as organizational change and growth.


References

Adler, N. J. (1997). International dimensions of organization behavior. Cincinnati: South-Western College Publishing.

Bartlett, C. A., & Ghoshal, S. (1989). Managing across borders: The transnational solution. Boston: Harvard Business School Press.

Fulkerson, J. R., & Schuler, R. S. (1992). Managing worldwide diversity at Pepsi-Cola International. In S. S. Jackson (Ed.), Diversity in the workplace: Human resource initiatives (pp. 248–276). New York: Guilford Press.

Hampden-Turner, C., & Trompenaars, A. (1993). The seven cultures of capitalism. New York: Doubleday.

Hawes, F., & Kealy, D. J. (1979, Sept.). Canadians in development: An empirical study of adaptation and effectiveness on overseas assignment. Ottawa: Canadian International Development Agency, Communications Branch, Briefing Centre.

Hofstede, G. (1980). Culture's consequences: International differences in workrelated values. Thousand Oaks, CA: Sage.

Hofstede, G. (1991). Culture and organizations: Software of the mind. London: McGraw-Hill.

Hofstede, G., & Bond, M. H. (1988). The Confucius connection: From cultural roots to economic growth. Organization Dynamics, 16 (4), 4–21.

House, R. J., Hanges, D., Agar, M., & Quintanilla, A. R. (1995). GLOBE: The global leadership and organization behavior effectiveness research pro-

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