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1. In recent years, many U.S. companies have invested in Russia and sent U.S. managers there in an attempt to transplant U.S.-style management. According to Hofstede, U.S. culture has low power distance, uncertainty avoidance, and long-term orientation and high individuality and masculinity. Russia's culture has high power distance and uncertainty avoidance, low masculinity and long-term orientation, and moderate individuality. In light of what you know about cultural differences, how well do you think U.S. managers can succeed in each of the following U.S.-style HRM practices? (Explain your reasons.)
a.Selection decisions based on extensive assessment of individual abilities.
b.Appraisals based on individual performance.
c.Systems for gathering suggestions from workers.
d.Self-managing work teams.
2-Besides cultural differences, what other factors affect human resource management in an organization with international operations?
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Discuss about noted organization theorist. Pressure for change originates in the environment; pressure for stability originates within the organization.
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(The pros of wearing PPE greatly outweigh the cons. Items such as hardhats, safety goggles, and earplugs can keep you protected from some very severe hazards. for example; hardhats protect from falling objects, goggles protect from hazardous material..
Propose two ways that a company can gain a competitive advantage over other companies when striving to recruit job applicants. Determine whether technology has assisted or hindered the process.
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Characterize the following organizations on the basis of their degree of formalization, centralization, and complexity: The university you are attending. The federal government
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