Going Global Practical Applications and Recommendations for HR and OD Professionals in the Global Workplace J-B SIOP Professional Practice Series by Kyle Lundby, Jeffrey Jolton and Allen I Kraut 1 ppt

Going Global Practical Applications and Recommendations for HR and OD Professionals in the Global Workplace_1 docx

... of thinking.Human Resources professionals provide value to their orga-nization by successfully navigating the complexities of a global organization, and in doing so they bring the business ... tied to the meeting purpose and justiﬁed. If you are building new operations in China, a meeting20 Going Global not complete this information if doing so would be consideredillegal in your ... anothercountry) and national-istic attitudes associatedwith the acquisition onboth the acquired and acquiring sides• Managing the inte-gration locally with anonnative integrationteam and the potentiallanguage...

Going Global Practical Applications and Recommendations for HR and OD Professionals in the Global Workplace_2 doc

... Components Driving Effectiveness in Multicultural Teams• Process Components 1. Engaging in leadership—creating and maintainingcoherence2. Ensuring clear and meaningful communication3. Engaging in supportive ... Guidelines 47based on their cultural orientation. The interaction within theseteams primarily reﬂect intercultural interaction versus intracul-tural interaction. In seeking to provide guidance ... and expressivity of communication(including urgency and affect). In addition, it is often the case that much information—or ‘ the intended meaning’’ ofcommunication—is lost within multicultural...

Going Global Practical Applications and Recommendations for HR and OD Professionals in the Global Workplace_3 doc

... framework aids in the facilitation of trainingorganization and retention of the new information gained (Mayer 19 79; 19 89). Advanced organizers may be as simple as a briefoutline of the training modules ... in skills prior to actual interaction, potentiallypreventing conﬂicts and misunderstandings. Furthermore, the ability to incorporate both written and visual information intoSJTs by using different ... team during training is to provide team memberswith advanced organizers, which are commonly utilized in the beginning of a training program to provide a guiding theoreticalframework to trainees...

Going Global Practical Applications and Recommendations for HR and OD Professionals in the Global Workplace_5 pot

... Organizations follow various methods tocreate a brand image by signaling certain positive attributes and differentiating themselves in a labor market. Branding in uencesfamiliarity and recall ability ... ability which in turn positively in uencecandidate attention and job application behaviors (Collins, 2007). The key idea in branding is to make the organization salient in Global Selection 14 5nonmanagement ... describe the jobs for which theyare recruiting so that even if certain regions tap into their socialnetworks and leverage informal methods, recruitment and hiringis particular to the job in...

Going Global Practical Applications and Recommendations for HR and OD Professionals in the Global Workplace_7 pptx

... of the responsibility for establishing and maintaining the relationship. 19 4 Going Global NMAP Process ExampleOn-Boarding: Framework for Individual Support (12 18 Months)• Stage I: Initial integration ... sessions?InformationDissemina-tionHow much information about the business is sharedthroughout the organization? How is informationdisseminated throughout the organization:electronically, in meetings, ... practical dilemma. By reviewing, discussing, and critically analyzing the situation, students gain valuable insight and thereby develop their own leadership capabilities. Harvardadopted this practice...

Going Global Practical Applications and Recommendations for HR and OD Professionals in the Global Workplace_8 ppt

... shrinkingeconomiesIndia 1 22336 41 546 8778 99rho = .875 10 10 11 12 12 9.708 .10 1. 82 11 .405.40 1. 65 1. 71 1.43 1. 84 1. 14−.04 1. 01 11 RussiaUnited StatesChinaBrazilCanadaGermanyUnited KingdomSpainFranceItalyJapanΔ2006GDPΔGDP ... getting their internal houses in order, reorganizing, slimmingdown, cutting their way to prosperity (perhaps in their view), and putting somewhat less emphasis on modifying products and services ... operations while investing in the innovation requiredto remain vital into the future. In fact, according to the RandomHouse Dictionary (Dictionary.com, 2009), the second deﬁnition ofvitality is...

Going Global Practical Applications and Recommendations for HR and OD Professionals in the Global Workplace_9 ppt

... Training ApproachesDidactic training refers to any training intervention that focuseson information giving. In other words, didactic training is usuallywhat most people imagine when they think ... studies, and cultural aware-ness training. Practical information training is one of mostcommon types of cross-culture training used in industry and isfocused on providing information regarding the ... 19 96). Three suchmixed training interventions that will be discussed in greaterdetail are language training, integrated cultural assimilator and behavior modeling training, and relational ideology...

Going Global Practical Applications and Recommendations for HR and OD Professionals in the Global Workplace_10 ppt

... languagetraining, and relational ideology training—it does not imply that these traininginterventions are mutually exclusive or incapable of coexisting.Many training interventions such as relational ideology ... in greater detail. The ﬁrst phase of an integrated cross-culture training inter-vention might include providing trainees with didactic training286 Going Global Best Practice 2: Cognitive Learning Outcomes ... Severalextant intercultural competence training interventions highlight the importance of providing trainees with a guiding theoreti-cal framework early in the training process. For instance, Bhawuk (19 98,...

Going Global Practical Applications and Recommendations for HR and OD Professionals in the Global Workplace_11 pot

... changing (that is, the cons). In these ﬁrst three stages, the processes at work within individuals are likely to be more cogni-tive (listening to information and education), affective (feelinginspired ... redeﬁned. In the midst of this ambiguity, individualsshould be placed into a new social group that will reinforce the new behavior and provide support for individuals engaging in the behavior change.328 ... subse-quent imitators are not so much challenging others as they areaccommodating others. Again, the FFM indicates that individualshave different predispositions for challenging or accommodatingothers....

Going Global Practical Applications and Recommendations for HR and OD Professionals in the Global Workplace_12 pptx

... perceived equity by being unwilling to cooperate with the expatriate, by acting contentiously, discriminating against the 350 Going Global Caligiuri and Day (2000) found that the bias of nationalitymay ... globalization and the need for effective expatriates, the time is right for the involve-ment of the science and practice of I/ O psychologists and theirintegration with strategic international ... issues for international assignees and theirfamilies. These are the practice areas in which the ﬁeld of I/ O340 Going Global associated with the ambiguity of their new environments (Black, 19 90;...

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