Professional Documents
Culture Documents
Ethnocentric Organization
Home oriented organization. This works in my country; therefore, it must work in other
countries also. They believe that home country nationals are more intelligent, reliable and
trustworthy. All key positions in HQ and international are for Home Country nationals when
rewards are distributed, home country nationals receive the lions share.
Polycentric Organization
Host country oriented. When in Rome do as the Romans do Local people know what is best
for them. Lets give them some money and leave them alone as long as they make us a profit.
Home Country nationals at HQ and local nationals at respective local subsidiary. HQ keeps
check through financial and posting of key persons.
Regioncentric Organization
Regionally oriented organization Eg: Japanese subsidiary will manage its Asian operations and a
French subsidiary will manage European operations Regional insiders know what neighboring
countries want Regional HQ will be responsible local R & D, local executive selection ,cash
management, brand policy, capital expenditure. HQ will manage world strategy, country
analysis, Intercompany loan, long term financing, and selection of top management
Geocentric Organization
World oriented All for one and one for all. We will work together to solve problems anywhere
in the world. The entire organization focuses on worldwide and local objectives. They integrate
diverse regions through global decision making, making possible flow of ideas between
countries, allocate resources on a global basis, erase geographical boundaries and globalize
functional and product line. Reward system motivates managers to surrender national biases and
work for worldwide objectives.
Job defining & description
Before recruiting for a new or existing position, it is important to invest time in gathering
information about the nature of the job. Such as the tasks, the job's purpose and the outputs
required by the job holder and how it fits into the organisation's structure. It is also important to
consider the skills and personal attributes needed to perform the role effectively.
The job description benefits the recruitment process by providing information to potential
applicants and recruitment agencies who may be recruiting on your behalf; for example, when
designing assessment activities and making decisions between candidates; minimising the extent
to which recruiters allow subjective judgements to creep into their decision making, helping to
ensure that people are selected fairly. It can also be used to communicate expectations about
performance to employees and managers to help ensure effective performance in the job.