Part 1. INTRODUCTION.
International Human Resource Management Background.
International Human Resources is integral to the success and survival of
multinationals. The scope of IHRM is distinctively different from domestic HRM.
Therefore, it is imperative to employ the right strategies for these international HR
practices. (Briscoe, Schuler and Tarique, 2012). The term cross-cultural
management is based on the premise that management practices differ in countries
depending on the environments in which companies operates. (Dowling, Festing
and Engle, 2013). It’s easy to agree with Brewster, Houldsworth, Sparrow and
Vernon (2016) that these differences are obvious to anyone from any background
either through direct contact or other forms. Host country culture differ from
multinational parent-country culture therefore, it is important to be abreast of these
cultural differences and similarities as
In this research, we’ll explore the history of FedEx Corporation, aims and
objectives, current trading environment and lastly, take a look at the core HR
practices of the organization as it is in the headquarters. An orientation about the
culture and nature of how businesses are conducted in Nigeria will also be
addressed respectively in the cause of discussion.
Company Overview.
FedEx founded by Frederick W. Smith, FedEx Corporation provides transportation
and e-commerce solutions as well as business services throughout the US with
customer base in over 200 countries. FedEx is headquartered in Memphis,
Tennessee USA. FedEx Corporation operates through four major subsidiaries
namely FedEx Freight, FedEx express, FedEx Ground and FedEx services.
According to this source, it can be implied that the organization through a well -
established integrated medium executes its operations seamlessly. (Hoover, 2019).
1|P ag e
,FedEx Current Trading Environment.
Dowling et al. (2013) identifies that acquisitions are a result of cross-border
affiliations in the scope of expansion exists when one company buys over another
with the aim of controlling its operations and integrating it with the existing
business model. Hoover (2019) states that with strategic buy-outs, FedEx acquired
TNT Express and Caliber system Inc., FedEx retained Caliber’s individual
contractor model of deliveries thereby, contributing largely to the success of the
company with terms, conditions, requirement and trainings in place for prospective
drivers. (Quinn and Pae, 2011). It’s evident that with very strict map outs, FedEx
has remained steady in exponential growth over the years.
FedEx has built an undefeatable structure for top competitors like International
(DHL), United Parcel Services (UPS) ABF Freight system. Market situation has
been very favorable for FedEx across territories, in the fiscal year 2018, they
recorded solid financial and operational achievements. (Marketline, 2018).
Aims and Objectives of FedEx Corporation.
FedEx main aim and objective is not farfetched, it’s all about the ’Purple promise’
which is making each customer’s experience unique (FedEx.com). In addition,
FedEx aims to connect the world with endless abilities and opportunities. To sum
this findings up, Smith (2001) outlines that the major goal of FedEx is fashioned
around delivering the most successful customer service to its clients. This is
achieved by mandating employees to do everything humanly possible to guarantee
satisfactions to all level of customers during each delivery.
A Brief Insight on FedEx Corporation Human Resource (HR) Practices.
In order to realize high performance and employee dedication, Institute of public
administration (2011) maintains that HR practices have evolved drastically over the
years from mere administrative functions to more innovative activities to the
strategic growth of companies in recent times
2|P ag e
, It’s intriguing how FedEx has maintained a history of always leading since the
1980s, FedEx since 1979 has been fully integrated in information technology and
its HR operates a system called ‘Cybercorp” which encompasses the world of
internet and software through a platform known as ‘PRISM’ which is, using the
company’s intranet in effective management of employees and their development.
The term Cybercorp in James Martin’s view is quite difficult to attribute with a
definite and acceptable meaning. Nonetheless, it’s virtual based, with abilities to
adapt to changes when needs arises. Furthermore, FedEx practices soft leadership
which helps HR system appear more innovative, sustainable and employees are
treated fairly. Soft leadership entails goal setting, transferring positive influences,
mentoring, and encouraging positive energy amongst people. (Rao, 2007).
Subsequently in this research, there will be more in-depth look in areas of interest
like the FedEx culture, business atmosphere in Nigeria, emphasis on America and
Nigeria’s core differences and similarities according to Hofstede’s study of cross-
cultural management and lastly, explore other intrinsic HR activities contributing
to cross-cultural management within a global organization.
Part 2. Parent Company Culture and Host-Country Culture.
The FedEx Culture.
According to Briscoe et al. (2012) cultural differences possess challenges to
employees thereby, confusing a company or country’s way of doing things with
another in both decision making and interactions. If it was possible to have similar
cultures around the world then, difficulties in decision making and HR activities
will be invisible in many countries.
FedEx has a unique culture with strong conviction that the company’s strengths and
achievements depends largely on how well employees treat customers and over the
years, they have surpassed expectations with laudable customer loyalty. ‘People’ is
the major concept of Fred smith’s vision and it’s proven that this focus drives the
company’s success. (Smith, 2001)
3|P ag e
International Human Resource Management Background.
International Human Resources is integral to the success and survival of
multinationals. The scope of IHRM is distinctively different from domestic HRM.
Therefore, it is imperative to employ the right strategies for these international HR
practices. (Briscoe, Schuler and Tarique, 2012). The term cross-cultural
management is based on the premise that management practices differ in countries
depending on the environments in which companies operates. (Dowling, Festing
and Engle, 2013). It’s easy to agree with Brewster, Houldsworth, Sparrow and
Vernon (2016) that these differences are obvious to anyone from any background
either through direct contact or other forms. Host country culture differ from
multinational parent-country culture therefore, it is important to be abreast of these
cultural differences and similarities as
In this research, we’ll explore the history of FedEx Corporation, aims and
objectives, current trading environment and lastly, take a look at the core HR
practices of the organization as it is in the headquarters. An orientation about the
culture and nature of how businesses are conducted in Nigeria will also be
addressed respectively in the cause of discussion.
Company Overview.
FedEx founded by Frederick W. Smith, FedEx Corporation provides transportation
and e-commerce solutions as well as business services throughout the US with
customer base in over 200 countries. FedEx is headquartered in Memphis,
Tennessee USA. FedEx Corporation operates through four major subsidiaries
namely FedEx Freight, FedEx express, FedEx Ground and FedEx services.
According to this source, it can be implied that the organization through a well -
established integrated medium executes its operations seamlessly. (Hoover, 2019).
1|P ag e
,FedEx Current Trading Environment.
Dowling et al. (2013) identifies that acquisitions are a result of cross-border
affiliations in the scope of expansion exists when one company buys over another
with the aim of controlling its operations and integrating it with the existing
business model. Hoover (2019) states that with strategic buy-outs, FedEx acquired
TNT Express and Caliber system Inc., FedEx retained Caliber’s individual
contractor model of deliveries thereby, contributing largely to the success of the
company with terms, conditions, requirement and trainings in place for prospective
drivers. (Quinn and Pae, 2011). It’s evident that with very strict map outs, FedEx
has remained steady in exponential growth over the years.
FedEx has built an undefeatable structure for top competitors like International
(DHL), United Parcel Services (UPS) ABF Freight system. Market situation has
been very favorable for FedEx across territories, in the fiscal year 2018, they
recorded solid financial and operational achievements. (Marketline, 2018).
Aims and Objectives of FedEx Corporation.
FedEx main aim and objective is not farfetched, it’s all about the ’Purple promise’
which is making each customer’s experience unique (FedEx.com). In addition,
FedEx aims to connect the world with endless abilities and opportunities. To sum
this findings up, Smith (2001) outlines that the major goal of FedEx is fashioned
around delivering the most successful customer service to its clients. This is
achieved by mandating employees to do everything humanly possible to guarantee
satisfactions to all level of customers during each delivery.
A Brief Insight on FedEx Corporation Human Resource (HR) Practices.
In order to realize high performance and employee dedication, Institute of public
administration (2011) maintains that HR practices have evolved drastically over the
years from mere administrative functions to more innovative activities to the
strategic growth of companies in recent times
2|P ag e
, It’s intriguing how FedEx has maintained a history of always leading since the
1980s, FedEx since 1979 has been fully integrated in information technology and
its HR operates a system called ‘Cybercorp” which encompasses the world of
internet and software through a platform known as ‘PRISM’ which is, using the
company’s intranet in effective management of employees and their development.
The term Cybercorp in James Martin’s view is quite difficult to attribute with a
definite and acceptable meaning. Nonetheless, it’s virtual based, with abilities to
adapt to changes when needs arises. Furthermore, FedEx practices soft leadership
which helps HR system appear more innovative, sustainable and employees are
treated fairly. Soft leadership entails goal setting, transferring positive influences,
mentoring, and encouraging positive energy amongst people. (Rao, 2007).
Subsequently in this research, there will be more in-depth look in areas of interest
like the FedEx culture, business atmosphere in Nigeria, emphasis on America and
Nigeria’s core differences and similarities according to Hofstede’s study of cross-
cultural management and lastly, explore other intrinsic HR activities contributing
to cross-cultural management within a global organization.
Part 2. Parent Company Culture and Host-Country Culture.
The FedEx Culture.
According to Briscoe et al. (2012) cultural differences possess challenges to
employees thereby, confusing a company or country’s way of doing things with
another in both decision making and interactions. If it was possible to have similar
cultures around the world then, difficulties in decision making and HR activities
will be invisible in many countries.
FedEx has a unique culture with strong conviction that the company’s strengths and
achievements depends largely on how well employees treat customers and over the
years, they have surpassed expectations with laudable customer loyalty. ‘People’ is
the major concept of Fred smith’s vision and it’s proven that this focus drives the
company’s success. (Smith, 2001)
3|P ag e
