Organizational Diversity, Culture, and Globalization

Organizational Diversity, Culture, and Globalization

Examine the case study (box 17.1) on page 408 of the Cascio and Aguinis (2011) text. Monsanto is well known for their investment in the process of expatriation and repatriation. For this discussion, choose one organization with which you are familiar. Imagine that (just like Monsanto) you are tasked with developing a program to both send employees to another country and accept their employees as well on a temporary basis. Create a scenario where you have been tasked with making recommendations for expansion to a specific country and discuss in terms of Hofstede’s five dimensions. Evaluate the need for any cultural and diversity initiatives within this organization as a result of the program.
Briefly describe three specific recommendations for your company for both the employees being sent to this country and what you will do as the host country for the new employees. Additionally, address how these cultural and diversity initiatives will positively or negatively impact organizational success metrics such as retention, new products, new markets, job satisfaction, and commitment, among others?
On what type of evidentiary or other foundational support should the organization base its initiatives?
Include in the discussion your literature-grounded analysis regarding the value of cultural and diversity initiatives in an organization. Be sure to support your analysis and recommendations with citations from peer-reviewed journal studies to lend further credibility to what you posit.
Additional Resources
• Cascio, W. F., & Aguinis, H. (2011). Applied psychology in human resource management (7th ed.). Upper Saddle River, NJ: Prentice Hall.
• Casper, W. J., Wayne, J. H., & Manegold, J. G. (2013). Who will we recruit? Targeting deep- and surface-level diversity with human resource policy advertising. Human Resource Management, 52(3), 311–332.
• ?or?evi?, B. (2016). Impact of national culture on international human resource management. Economic Themes, 54(2), 281–300.
• Ferdman, B. M. (2013). Toward enhancing industrial and organizational psychology’s contributions to diversity and inclusion practice. Industrial & Organizational Psychology, 6(3), 237–242.
• Hoever, I. J., van Knippenberg, D., van Ginkel, W. P., & Barkema, H. G. (2012). Fostering team creativity: Perspective taking as key to unlocking diversity’s potential. Journal of Applied Psychology, 97(5), 982–996.
• Tenhiälä, A., Giluk, T. L., Kepes, S., Simón, C., Oh, I., & Kim, S. (2016). The research-practice gap in human resource management: A cross-cultural study. Human Resource Management, 55(2), 179–200.