HRM 6645 Mid-Term Study Guide
PCN - Parent-Country Nationals
HCN - Host-Country Nationals
TCN - Third-Country Nationals
MNE - Multinational Enterprises
SME - Small and Medium-Sized Enterprises
Index of Transnationality - Average of ratios of foreign assets to total assets; foreign
sales to total sales; and foreign employment to total employment
Inpatriate - The transfer of subsidiary staff into the parent country headquarters
operations.
Multidomestic Industry - One in which competition in each
country is essentially independent of competition in other countries. Traditional
examples include retailing, distribution, and insurance.
Organizational Culture - the sense of common identity and purpose across the whole
organization
Tax Equalization - These firms withhold an amount equal to the
home-country tax obligation of the expatriate, and pay all taxes in the host country
Asymmetric Events - threats that our political, strategic and military cultures regard as
unusual
Artifacts - Visible organization structures and processes.
Communitarianism - the rights of the group or society. It seeks to put the family, group,
company and country before the individual. It sees individualism as selfish and short-
sighted.
Diffuse Culture - a large private life that includes a relatively large number of people;
small public space that is difficult to enter (e.g. an outsider needs a formal introduction
, from a mutual friend in order to do business with a particular manager); indirect
communication; does not always say what is really meant; no clear distinction between
work and private life
High Context Communication - in high context cultures, a more indirect form of
expression is common, where the receiver must decipher the content of the message
from its
context.
Particularism - pays more attention to individual cases, deciding what is good and
correct depending on relationship and special friendship arrangements.
Power Distance - 'the degree to which members of a collective expect power to be
distributed equally'.
Spatial Distance - The focus of this dimension is on the
distance between people of various cultures when
communicating. Distance that is adequate for members of one culture, may feel
intrusive for members of another culture.
Uncertainty Avoidance - 'the extent to which a society, organization, or group relies on
social norms, rules, and procedures to alleviate unpredictability of future events'
Agents of Socialization - approach is based on assumptions
that appropriate behavior will have been instilled in the local workforce through training
programs and hiring practices, and that the multinational's way of operating has been
accepted by the local staff in the manner intended. In this way, the multinational's
corporate culture will operate as a subtle, informal control mechanism - a substitution of
direct supervision.
Chaebols - Korean Conglomerates
Greenfield - A type of venture where finances are
employed to create a new physical facility for a business in a location where no existing
facilities are currently present.
Heterarchy - a structural form in which a MNC may have a number of different kinds of
centers apart from that traditionally referred to as 'headquarters'.
Institutionalism Perspective - indicates that institutional pressures may be powerful
influences on human resource practices. Elements which are relevant to HRM are, for
example, the characteristics of the education system or the industrial relations system.
Integrated Player - creates knowledge but at the same time is recipient of knowledge
flows.
PCN - Parent-Country Nationals
HCN - Host-Country Nationals
TCN - Third-Country Nationals
MNE - Multinational Enterprises
SME - Small and Medium-Sized Enterprises
Index of Transnationality - Average of ratios of foreign assets to total assets; foreign
sales to total sales; and foreign employment to total employment
Inpatriate - The transfer of subsidiary staff into the parent country headquarters
operations.
Multidomestic Industry - One in which competition in each
country is essentially independent of competition in other countries. Traditional
examples include retailing, distribution, and insurance.
Organizational Culture - the sense of common identity and purpose across the whole
organization
Tax Equalization - These firms withhold an amount equal to the
home-country tax obligation of the expatriate, and pay all taxes in the host country
Asymmetric Events - threats that our political, strategic and military cultures regard as
unusual
Artifacts - Visible organization structures and processes.
Communitarianism - the rights of the group or society. It seeks to put the family, group,
company and country before the individual. It sees individualism as selfish and short-
sighted.
Diffuse Culture - a large private life that includes a relatively large number of people;
small public space that is difficult to enter (e.g. an outsider needs a formal introduction
, from a mutual friend in order to do business with a particular manager); indirect
communication; does not always say what is really meant; no clear distinction between
work and private life
High Context Communication - in high context cultures, a more indirect form of
expression is common, where the receiver must decipher the content of the message
from its
context.
Particularism - pays more attention to individual cases, deciding what is good and
correct depending on relationship and special friendship arrangements.
Power Distance - 'the degree to which members of a collective expect power to be
distributed equally'.
Spatial Distance - The focus of this dimension is on the
distance between people of various cultures when
communicating. Distance that is adequate for members of one culture, may feel
intrusive for members of another culture.
Uncertainty Avoidance - 'the extent to which a society, organization, or group relies on
social norms, rules, and procedures to alleviate unpredictability of future events'
Agents of Socialization - approach is based on assumptions
that appropriate behavior will have been instilled in the local workforce through training
programs and hiring practices, and that the multinational's way of operating has been
accepted by the local staff in the manner intended. In this way, the multinational's
corporate culture will operate as a subtle, informal control mechanism - a substitution of
direct supervision.
Chaebols - Korean Conglomerates
Greenfield - A type of venture where finances are
employed to create a new physical facility for a business in a location where no existing
facilities are currently present.
Heterarchy - a structural form in which a MNC may have a number of different kinds of
centers apart from that traditionally referred to as 'headquarters'.
Institutionalism Perspective - indicates that institutional pressures may be powerful
influences on human resource practices. Elements which are relevant to HRM are, for
example, the characteristics of the education system or the industrial relations system.
Integrated Player - creates knowledge but at the same time is recipient of knowledge
flows.
