Critically appraise the impact of culture on managerial decision making in relation to international human resource management.

BMP6003 International HRM

Module Number: BMP6003

Module Name: International HRM

Year/Trimester: 2023-24/ Semester 2 / Jan 2024 Cohort

Module Tutor/s:

Learning Outcomes Assessed:

LO1: Critically appraise the impact of culture on managerial decision making in relation to international human resource management.

LO2: Evaluate the management of people as a business resource integral to international organisational strategies.

Assessment Brief:

The Costa Coffee story began back in 1971 when Sergio and Bruno arrived in London with a burning desire to make great tasting coffee a part of everyday life. Its business does operate only in 38 countries. As an IHRM Consultant, you have been asked to critically evaluate what HRM and cultural issues Costa Coffee will need to take into consideration when opening a store in Sri Lanka. In answering this question, you need to show an awareness of both the advantages and any potential issues that could be encountered.

Secondary Research Requirement at Level HE6 – It is expected that the Reference List will contain between fifteen to twenty sources. As a MINIMUM the Reference List should include three refereed academic journals and four academic books.

Additional Submission Instructions:

You are required to submit a soft copy via “Turn-it-in UK” on the module Moodle page. The software will allow you to check your work against other material on the internet. It will also compare your work against other students work.

You will be able to upload drafts of your written work into turn-it-in as many times as you wish before the deadline.

You will not be able to overwrite the final submission after the deadline. You can only submit a single file.

Specific Assessment Criteria: (See Page 3 for General Assessment Criteria)

Excellent (70%+): There is excellent conceptual understanding supported by a comprehensive discussion of the literature relating to the study of International HRM. The presentation is fluent, concise and extremely well written, with accurate citing and referencing displayed revealing an acceptable standard of the research and study skills required. There is very effective integration and analysis of the theoretical and conceptual frameworks and models relating to International HRM. This is supported by thoughtful and incisive reflection and comprehensive evaluation of the key issues and themes introduced.

Very Good (60 – 69%): The work demonstrates a very good understanding supported by a wide discussion of the literature relating to the study of International HRM. The presentation is fluent and well written, with accurate citing and referencing displayed revealing an acceptable standard of the research and study skills required. There is clear integration and analysis of the theoretical and conceptual frameworks and models relating to International HRM. This is supported by thoughtful reflection and evaluation of the key issues and themes introduced.

Good (50 – 59%): There is broad understanding supported by good discussion of the literature relating to the study of International HRM. The presentation is fairly fluent, with appropriate citing and referencing displayed revealing an acceptable standard of the research and study skills required. There is integration and analysis of the theoretical and conceptual frameworks and models relating to International HRM. This is supported by elementary reflection and evaluation of the key issues and themes introduced.

Satisfactory (40-49%):  The work demonstrates a basic understanding supported by only a limited discussion of the literature relating to the study of International HRM. The presentation is coherent, although there are some omissions in the text in terms of the citing and referencing used revealing a rudimentary grasp of the research and study skills required. There is limited if any integration and analysis of the theoretical and conceptual frameworks and models relating to International HRM. There is poor reflection and evaluation of the key issues and themes introduced.

Unsatisfactory (1-39%): Students who do not meet the requirements of a pass grade (40% or above) will not successfully complete the assessment activity. There are deficiencies or omissions in the level of discussion and scope of the literature relating to the study of International HRM. There is incomplete presentation, inaccurate citing and referencing showing limited research and study skills. The written style lacks fluency and comprehension. There is a poor grasp of the theoretical and conceptual frameworks and models. The work shows little or no analysis of the key issues, concepts and frameworks relating to International HRM. There is poor integration of these areas in relation to the question set.

Example Answer (Plagiarised)

LO1: Critically appraise the impact of culture on managerial decision making in relation to international human resource management.

Introduction

Expanding Costa Coffee into Sri Lanka involves navigating various HRM and cultural considerations that are essential for successful international operations. This evaluation covers key cultural impacts on managerial decision-making and highlights the HRM strategies necessary for adapting to the Sri Lankan market.

Cultural Considerations

1. Hofstede’s Cultural Dimensions

Applying Hofstede’s cultural dimensions can help identify potential challenges and advantages:

• Power Distance: Sri Lanka has a relatively high power distance, meaning hierarchy and respect for authority are significant. Costa Coffee must adapt its managerial approach to respect this cultural norm.
• Individualism vs. Collectivism: Sri Lanka is a collectivist society where group harmony and relationships are prioritized over individual achievements. Team-based incentives and strong community engagement will be important.
• Uncertainty Avoidance: Sri Lanka tends to have moderate uncertainty avoidance. Costa Coffee should ensure clear guidelines and stable employment conditions to provide a sense of security.
• Masculinity vs. Femininity: Sri Lanka scores low on masculinity, indicating a preference for quality of life and cooperation over competition. Emphasizing work-life balance and employee well-being will resonate well.
• Long-term vs. Short-term Orientation: Sri Lanka has a pragmatic long-term orientation. Costa Coffee can benefit by aligning its strategies with long-term community development and sustainability goals.
• Indulgence vs. Restraint: Sri Lanka leans towards restraint. Marketing strategies should be mindful of this, focusing on moderation and cultural appropriateness.

2. Language and Communication

• Language Barrier: English is widely spoken in Sri Lanka, but understanding local languages (Sinhala and Tamil) can enhance customer service and employee communication.
• Communication Style: Sri Lankans value indirect and polite communication. Training for expatriate managers on local communication styles will prevent misunderstandings.