Mishandling or ignoring cultural differences can cause numerous problems, such as lost sales, the departure of competent employees, and low morale that contributes to low productivity. How can international businesspeople learn to live with other cultures? The first step is to realize that there are cultures different from their own. Then they must go and learn the characteristics of those cultures so that they can adapt to them. Traveling to this country and staying a while or undergoing an extensive, training program would be helpful to cover the main characteristics of the culture, including the language.
Service companies must therefore back standards with the right employees, and employee performance must also be measured and compensated. Customer expectations are not met when the service delivery does not meet the set service standards. There are a number of barriers to closing gap 3. One of such barriers is the deficiency, which exists in human resources such as employees who do not understand their roles, poor employee recruitment as well as employees who are not empowered to render services in the best way possible. Furthermore, it may be difficult to close gap 3 if the company has customers who do not know their role in the service delivery process, or if the customers negatively impact the quality of service received by other customers.
Simple as it may seem, people not sharing things and not being united with their one another can really tear marriages apart. People need to feel connections. When it is not there, people struggle. A few reasons may lead to miscommunication ranging from busy lifestyles, to personality differences and even over familiarity. Couples with busy lifestyles just don’t have time for each other, which can really put a strain on a relationship.
Missionaries often feel the effects of culture-shock and culture-stress the more than at other people as they normally do not have the support structure that other people do. In order for missionaries to adapt to the new cultures, they must prepare ahead of time. There are many differences between a person’s home culture (the main culture of a person) and the local culture (the culture of the person’s destination), whether it is the speaking of a different language, different customs, different social structures, or simply the different way a person says hello. None of these differences are wrong in anyway, however they are different from a person’s home culture and therefore can become hard to accepts and overcome. The differences in cultures, although expected, are some of the hardest challenges a person entering a new culture will ha... ... middle of paper ... ...Overseas Until You'Ve Read This Book.
Low income can lead to high levels of stress and pressure, which can lead to mental health issues such as anxiety and depression. Overcrowding can be negative for a person because it causes frustration and family breakups, and means that their personal space is invaded, and their right to privacy is ignored – this can lead to tension in the family, and issues such as domestic abuse. Inadequate housing can affect an individual’s health, as it can cause respiratory problems due to poor living conditions such as damp or mold. The lack of green spaces can mean that health and sociability are not encouraged, and mental and physical health
A balance of hope and fear is a very important thing to maintain. If there is too much of one and not enough of the other, it can lead to a disappointing life. If a human has too much hope, it can lead to a life of disappointment when things don’t pan out the right way. In the article “Hope and Mental Health” Schafer states that the Imbalanced Hope Theory can frustrate people who are unsure how to attain their goals. (Schafer) You may strive to achieve big goals, but when they are unattainable, they can be disappointed and give up on these aspirations and dreams.
The problem with strategic HRM is that too often there is a gap between the rhetoric of the strategy and the reality of what happens to it. Factors contributing to gaps are: ► The tendency of employees in diverse organization to accept only those initiatives relevant to their own areas. ► The tendency of long serving employees to cling to the status quo. ► Complex or ambiguous initiatives may not be understood or perceived differently. ► Employees will be hostile to initiatives if they are in conflict (e.g.- downsizing) ► Initiatives perceived as threat.
In contrast to performance pressure, underutilization of skills has become a significant problem in recent years. It is well recognized that pressure results from the degree to which the environment inhibits or promotes utilization and development of skills and abilities. Under-utilization of a worker’s skill-base usually occurs when the worker is performing tasks that are often simple in nature and offer little challenge. The primary cause of underutilization is the fact that many people are over-qualified for the positions that are available. However, underutilization can also result from a worker being prevented from undertaking training to acquire new skills.
In fact, employees usually react with considerable incredulity when approached with the idea of stretch goals. According to Kerr, S., and Landauer, S. (2004), organizations are motivated to use stretch goals for two primary purposes. First, purpose is to improve the organizations effectiveness, and the second is to improve on personal growth and professional development. Stretch goals to be effective must be implemented carefully. If the stretch goal appears impossible to reach or credit is not given to employees for, progressing toward the goal the organization could result in demotivating employees and worst the organization could see disappointing results.
Therefore in the future lasting employees will feel uncomfortable in an organization that is constantly outsourcing with fears of loosing their job. In order to prevent this morale downgrade management may choose to cross - train redundant employees so they can fit in another suitable position, where it may for expansion or increase labour productivity. Another aspect that may be impacted by outsourcing is the hierarchical structure. If a certain department is run from outside such as Human Resources, i.e. recruitment is controlled by an outside body, this makes the ‘HRM’ division to be removed from the organization and hence its formal structure.