IHRM INDIVIDUAL ASSIGNMENT

Name: Le Phuong Anh

DOB : 24/12/2000
Student code : 11180191
Subject: IHRM

1. Working with Trompenaars mode

- Particularism/universalism
Universalism- there is a belief that certain principles and rules are the best and should be
applied in all situations or countries.
Particularism- emphasizes the uniqueness and the need of taking into account the specificities
in all spheres of life.
For example, take compensation and benefits practice. Looking to the particularism versus
universalism dimension, we need to use universalism to evaluate employee performance through
level of job completion or employee contribution to the organization. In contrast, we cannot rely
on personal factors such as family relationships, close friends to make decisions about employee’s
salary and benefit.
- Diffuse/specificity
Specific- people clearly separates public and private life and the roles that have in their lives,
where these roles do not influence each other.
Diffuse - the difference between private and public life is not clear; the roles of people, public
and private, are not separated and the individual is seen as an integral person.
For example, take recruitment practice. In Vietnam, it is easier for you to apply for the position
of the company when you have a close relationship with the people who have the power to decide
on the company's human resources, regardless of your knowledge and understanding is limited.
Because people think that a close relationship is a place where they can put trust and help each
other grow more easily.
- Ascription/achievement
Achievement peoples worth is evaluated on the basis of personal competences and outcomes
that are the result of individual work and achievements valued according to personal
Ascription- People believe that you should be valued for who you are. Power, title, and position
matter in these cultures, and these roles define behavior.
For example, take promotion practice, there will be 2 directions and it is impossible to confirm
which is better. Looking at the achievement dimension, managers will be important to the
individual's performance, level of knowledge and understanding regardless of who you are?, what
is your title?, this dimension brings fairness to each individual. Conversely, ascription dimension,
managers use titles, especially when these clarify people's status in an organization to show respect
to people in authority, especially when challenging decisions. Therefore, a good leader will have
to choose wisely, depending on the circumstances and culture of the business.
- Expressiveness/neutral
Expressiveness- People want to find ways to express their emotions, even spontaneously, at
work. In these cultures, it's welcome and accepted to show emotion.
Neutral- people try to control their emotions and to demonstrate poise and composure.
Emotional individuals are not reluctant to express their deepest emotions.
For example, take administration practice, managers are an important factor to determine the
culture of the enterprise. Therefore, managers should combine both expressiveness and neutral
dimension to build the best corporate culture. Because these two dimensions help you to manage
your emotion effectively but still be able to open up to people to build trust and rapport. In
Vietnam, almost every business has both types of people, but conflicts and contradictions rarely
arise if managers know how to balance them.
- Collectivity/individualism
Collectivity – People believe that the group is more important than the individual. The group
provides help and safety, in exchange for loyalty. The group always comes before the individual.
Individualism - interests of the individual and his/her family are above the group interests.
For example, take planning of workforce, we need to use collectivity to work. Because this
way of working will be more effective if many people contribute instead of one person, it is fair
for everyone to freely express their personal views on the work that they need to do. Since then,
when implementing work, everyone can grasp the work plan. In contrast, planning of workforce
can not use individualism because when implementing work, team members may disagree with
the individual's plan. As a result, the work will not be done efficiently.
2. Describe three supposed differences through examples between Belgium (Europe)
habits and Vietnamese (Asian) cultural habits.
- Cusine
Belgium: chocolate, beer, waffles (wafelen), fries (pomme-frîtes), mussels, and carbonade
flamande (beef stew) along with potatoes and bread.
Vietnam: Pho, Banh Mi, Banh Xeo (Crispy Pancake), Goi Cuon (Vietnamese Fresh Spring
Rolls), Mi Quang (Vietnamese Turmeric Noodles), Com Tam (Broken Rice)
- Traditional costume
Belgium: Gilles
 Vietnam: Vietnam is a multiethnic country with 54 distinct groups and each with its own
specific styles of traditional clothes, dress, and costumes. But the Ao Dai is the symbol of Vietnam.
- Vocative
Belgium: It’s usual to address people using title and surnames at first, and the transition to the
more familiar use of first names can take time.
Vietnam: Vietnamese people often use personal pronouns or lastname to address others.

REFERENCES:
https://www.afsusa.org/countries/belgium-french/#afs-nav-people
https://www.britannica.com/place/Belgium/Cultural-life