"How do multinational companies manage employees in other countries? I need a 3-5 page paper with 2 references. Must be in APA format. Must also have cover page. Please see attachment for specifics.\r\n The total page count with the cover page and the reference page should be 5-7 pages.\r\nYour paper should include an introduction and conclusion that summarize the contents of the entire\r\npaper.\r\nRunning head: HOW DO MULTINATIONALS MANAGE EMPLOYEES IN OTHER COUNTRIES2How Multinationals Manage Employees in Other CountriesUnlike local organizations, multinational companies face many challenges when managingemployees in different countries. This is mainly because such companies must ensure that they lookat the needs of all their employees irrespective of their nationality, culture and the norms in aparticular country. As a result, they have human resource departments in every country where theyoperate. For a company to be successful it needs to look at the individual rights of every employee.This is challenging for multinationals as they have large number of employees in all corners of theworld. Therefore, for easy execution of duties and responsibilities, multinationals ensure that there isharmony in its international branches by ensuring team building, seminars and bench-markings,proper communication, and intercultural exchange of ideas.Large organizations must have an efficient communication system through whichemployees can air their views, grievances, and suggestions to the management. Multinationalscreate regional human resource offices that serve the employees in the specific country(Greider,2008,p. 54). With the emergence of new technology like teleconferencing and socialmedia platforms employees can be able to communicate directly with the top management(Greider, 2008, p.68). Companies create social media platforms and mobile applications thatallow employees to air complaints and any other views.Secondly, multi nationals manage their employees by having a human resourcedepartment that only caters to their employees. These departments have trained human resourceexperts from different parts of the world. Therefore, the company understands the culturalpractices of a certain country before they set up a new office (Greider,2008,p.98). Organizationsalso carry out some research by sending people to the new country. They therefore get priorknowledge regarding the challenges that they are likely to face when recruiting new talent in that Running head: HOW DO MULTINATIONALS MANAGE EMPLOYEES IN OTHER COUNTRIES3region or country. Each country has different laws that the organization complies with whenhiring employees (Peterson, Napier, & Shim1996,p 23). To avoid potential lawsuits companieshave attorneys to advise them on matters regarding human resource in different parts of theworld.The choice of words used is very important. In different parts of the world, words mayhave a different meaning. Multinationals ensure that their human resource department is aware ofwords and culture practices observed in that country (Peterson et al, 1996,p. 24). According tochapter 12, the best way of managing employees is by using the official language of that country.This means that companies should incorporate the language and culture of the people in theirhierarchical structure.In one instance a company promoted its products using logos and slogansthat were offensive in the local dialect (Peterson et al, 1996,p. 35). To avoid such scenariosorganizations give their employees exposure by attending company-sponsored retreats,conferences and seminars. Team building and cohesion is difficult when dealing with a large number of people. Thisbecomes a major issue since multinationals have many employees from different culturalbackgrounds. In chapter 13, the author says that companies create cohesion by giving employeesa chance to visit the offices of the company in other countries (Peterson et al, 1996,p 43). Thiscreates cohesion since employees spend time with each other. Team building retreats likecamping, white water rafting are very effective in promoting cohesion. According to the author,team building in most countries does not differ significantly irrespective of the country.However, the company ensures that these retreats are within the cultural norms of that country."