International HRM for Intercultural Communication- myassignmenthelp

Question: Discuss about theInternational HRM for Intercultural Communication Studies. Answer: The primary aim of this paper is to provide a brief overview about the culture shock. The paper explains how culture shock influences profitability and image of the company. Telstra has been chosen in the task which is one of biggest telecommunication corporation which renders internet and media services to its customers across the world. In todays era, the firm is maximizing its revenue and returns effectively. On the other hand, the paper explains that how Telstra manages and controls the culture shock in foreign country. Culture may be defined as the sum total of the beliefs, rules, institutions, techniques artifacts which are characterized by the human populations. Culture plays a significant role in each and every organization. On the other hand, cultural shock is the feeling of insecurity, disorientation and even anxiety that results from being constantly in a new and experiencing an unfamiliar culture (Rubera Kirca, 2012). Changes in technology, language differences, and changes in routine and evaluative and emotional disorientation are the main causes of cultural shock. Cultural shock affects image and financial position of the firm adversely. To gain success and growth in the competitive environment, the firm needs to focus different cultural environment. Furthermore, culture shock may arise from a persons unfamiliarity with local customs, acceptable behavior and languages in the firm (Wang, Su Yang, 2011). Lets talk about an organizational example; Telstra is a dynamic example which manages culture shock effectively and efficiently. Telstra is an Australian telecommunications and media corporation which provides market voice, internet access, networks and mobile services to the customers across the world (Telstra, 2018). The company was incorporated in 1st July 1975 with its headquarter is located in Melbourne, Australia. The firm provides around 17.6 million mobile services to its customers in the world. The main aim of the organization is to provide unique and effective telecommunication services to its customers in the market. Along with this, Telstra also wants to create a brilliant connected future for people (Telstra, 2018). Human resource management of Telstra is very effective and dynamic which helps to make unique strategies and policies for the firm. HRM is the backbone of the company to manage the business activities and operations quickly. Furthermore, HRM plays a crucial r ole in managing and controlling the employees effectively. In addition, various unique functions are performed by the HRM in the organization which helps to conduct companys business activities effectively. There are enormous issues which faced by the HR department of Telstra. Culture shock is one of biggest issues that are dealt by HRM within the organization. Culture shock affects the productivity and outcomes of the firm as it also increases absenteeism and employee turnover in the firm. Various policies and strategies are made by human resource department to manage and control culture shock that has been detailed below. Give them a buddy and mentor: A well educated and experienced buddy and mentor should be appointed by human resource management for new joinees. A buddy and mentor monitor and evaluate the performance and productivity of new applicants in the firm. Telstra is a multinational telecommunication and media company therefore skilled and experienced employees are needed in the organization. Mentor and buddy also provide training to new workers for doing task and duties efficiently. It will also help to minimize the cultural differences among the new workers. The mentor and buddy will help to workers to familiarize with current projects, coworkers, policies and office hangout places. Effective recruitment and selection process: It is one of the vital functions of HRM which is performed by HR executives and HR managers. Effective recruitment and selection process must be conducted by the HRM to recruit potential and skilled candidates in the marketplace. Potential and skilled workers can easily understand the culture of foreign country therefore, it will reduce culture shock (Reiche Harzing, 2011). Familiarize with office terms: Human resource department is significant department of Telstra which helps to make effective and unique policies, strategies and plans in the firm. Human resource management should use various policies and strategies to familiarize the office terms and rules with employees. It will help to create a good working environment in the workplace therefore, employees will start to do work effectively. Create a fun packet: A positive feeling on the first day will surely give a push to the new workers for a long term reciprocal relationship with the employees. HRM should assemble and accumulate a fun packet for employees; the fun packet includes coffee mugs, photo frames, artistic calendar, decorative plants and office stationary. In this way, Telstra can reduce and eliminate cross cultural differences within the organization. It is an effective way to overcome the competitors in the global market. Training and development programs: Training and development programs shall be conducted by HRM to identify and measure the causes of culture shock. Training and development programs help to identify and understand the languages, values, customs and beliefs of foreign countries. If Telstra provides training and development coaching to the expatriates then culture shock issues will not arise at the workplace. Along with this, induction programs are also held by human resource management in the firm to increase knowledge and experience of the workers. In this way, Telstra can overcome on the cross cultural issues in the workplace (Ko Yang, 2011). Keep a positive attitude: It is an effective way to cope with culture shock in the organization. If the firm starts its business operations and activities in foreign country, the employees keep positive attitudes towards foreign culture. It will help to analyze and measure the climate of foreign country. Before starting a new business in foreign country, the company evaluates and analyzes the climate and working environment of the foreign country. It will also help to make good and favorable working environment within the organization (Podsiadlowski, Grschke, Kogler, Springer Van Der Zee, 2013). Good relationship: The managers and leaders should build and develop reciprocal relationship with their coworkers and expatriates to minimize culture shock and to maintain favorable culture in the workplace. The managers should ask questions with workers related to working environment and culture (Lin, Chen Song, 2012). It will help to find barriers and hurdles which rise at the workplace. Effective and dynamic relationship will also enhance and increase confidence, morale and trust of the employees. Along with this, HRM should appoint a supervisor to provide support for the workers. All these policies are made by the HRM for the welfare of the workers. Furthermore, these practices and policies also help to overcome on the cross cultural issues in the organization (Bardhan Weaver, 2011). Along with this, Telstra uses hostede cross cultural dimension model to reduce and cope with the cross cultural issues. This model plays a vital role in cross cultural management (Shi Wang, 2011). On the above mentioned aforesaid events, it has been evaluated that culture shock is one of the significant issues in Telstra which could influence the success and growth of the firm. Therefore, the company needs to focus on the culture shock to maximize profitability and minimize risks and challenges of the foreign market. Effective and unique measures are taken by the human resource management to manage culture shock at the workplace. Along with this, HRM should make effective and dynamic plans, policies and strategies to handle the culture shock within the organization. References Bardhan, N., Weaver, C. K. (Eds.). (2011).Public relations in global cultural contexts: Multi-paradigmatic perspectives. Routledge. Ko, H. C., Yang, M. L. (2011). 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