STUDENT ID: 11636345

NAME: DARKHANBAATAR GERELCHULUUN

SUBJECT: HRM 514
TOPIC: CROSS CULTURAL DIFFERENCES
Introduction

As is known, the world is becoming nowadays a global village, in the sense that the
technological achievements of this modern time have brought people closer
together. This also means that people from different parts of the world and with
different cultural backgrounds are working and communicating together. This fact is
in a way interesting, but dealing with people from different cultures requires knowing
the cultural diversities; for instance, the way we deal with them, what we say and
what we should avoid saying, how to communicate and to be aware of the cultural
taboos because what is accepted in one culture might not be accepted in another.
What applies to every day communication among cultures applies to communication
in the workplace. Working with people in an organization requires dealing with
certain issues such as motivating employees, structuring policies and developing
strategies. In this case, have to be a kind of understanding of the cultural diversities
in order to apply the afore-mentioned issues in the workplace. Communication is a
process of moving ideas, facts, and pictures from one person to another. The term
Cultural Cross refers to the relationship between different cultures, ethnicities, age,
and class. Cultural interaction is a form of international communication that describes
how different cultures are interacting with each other. Inter-cultural dialogue within
the cultural context is a study of the different ways we learn, not speech.
Communication is mutually exclusive and affects our relationships with others.
Different words can mean different things for different people. At the same time, it is
very difficult for the relationship between culture and it is different in language, but
the same word may be different. In this context, there is a misunderstanding of
cultural differences, regardless of cultural differences. This is known as the
difference in cultural cross (Brewster, Chiang & Gomes. 2012).

Identification of the Problem

As the company grows, it achieves its goal of becoming international. The success of
this goal now changes the changing environment of people and companies. The
globalization of the company increases the difficulty facing the HR Manager, and
now it is necessary to follow other cultures, societies and religious beliefs. The key
issue for international participation is the value of employees, from different
countries, with cultural values, attitudes and beliefs. Citizenship has been proven in
several studies that affect their conduct, organization, and operations. International
Human Resource Management (WBM) works with organizations with different,
differentiated and differentiated values. Careful and proper handling of staff is an
important part of International Management of Human Resources and, therefore,
requires careful attention to the design of the International Human Resources
Management (MINIS) policy and should consider that the Standardization Policy
should be used globally. As we know that Arab countries differ from culture to
culture, we have tried to do this research to better interpret the cultural effects of
Saudi Arab's human resource practices. At present, some of the subjects of the
research are present, but are not currently being investigated until this point. In the
Arab States, an overview of the current situation and trends in the Middle East
Human Resource Development is presented. At present, knowledge of KNC culture
in Arab culture is inadequate or they are aware of how the differences in the Human
Rights Dispute in Western Countries and People's Dependencies in the Middle East
are changing. And in the Western world there is a problem in the Arab world. Middle
Eastern media outlets do not allow these people to understand the whole of Arab
culture and values. Current research is an attempt to contribute to finding the truth. It
also examines the harmonization of human resource practices in the selection of
organizations in the Arab world (especially in the construction sector in Saudi context
(Hills, 2009).

Cultural differences and similarities

It is important to understand the behaviour of the employees in order to understand

the cultural issues of the organization. Five conclusions on cultural influences in the
behaviour of the employees are as follows:

First, individual rituals are different in civilization. Workers based in India, Japan,
USA and Germany are likely to have different patterns, attitudes and behaviours.

Secondly, culture is an important variable. Many other factors, such as standards of

life and geographical conditions, can change people's behaviour.
Thirdly, the behaviour of people within the organization remains quite different in
civilization. Although the organization is different, employees within the organization
are different.

Fourth, management behaviour is different from culture to culture. A manager may

have one set of behaviours in one culture, but they can change the behaviour that
has changed in different cultures.

Finally, cultural diversity can be an important source of energy to improve

organizational efficiency. Today, many organizations are aware of the cultural
diversity values.

Performance appraisal

To ensure that cultural and other differences are not an organization's success or
growth barrier, HR managers play an important role in the development and
implementation of performance measurement and evaluation policies. Regularly
assess performance and identify defects and problems, inform all levels, and resolve
all issues early and eliminate potential employees and potential problems. It is also
here to address social issues related to local and international staff, contact with
avoidance of pressure, and intelligence. Performance evaluation creates workforce
production. Aloe (1999) describes the process involved in the success of the
successful assessment of the performance evaluation, which is accomplished by
achieving the accomplishment or achievement of the individual or organization.
Therefore, performance evaluations should not be random and intentional. It is
important to take into account the individual's role in executing the assignment. The
performance evaluation is a system that provides the means to define organizational
performance levels but is largely used in human resources. According to Atomi,
every organization must realize the importance of effective performance evaluation
of its roles and responsibilities. In Bern (1981), the common outcome of the process
of effective performance evaluation is to educate employees on their own
knowledge, knowledge of employees, and knowledge of employees as
"management value". Hofstede (2014) the result of effective performance evaluation
that improves the accuracy of staff performance and improves the relationship
between performance and reward opportunities. The Western staff's well-being and
culture are uniquely different from Arab countries, as opposed to Saudi Arabia.
Taylor (2012) emphasizes the importance of this study. HRM was born in Europe
and was born in U.S.A., Japan. However, he added a fourth parade. It has not been
neglected or studied in the Middle East Arab States). Accordingly, the results of this
study contribute to replenishing this knowledge by studying the effects of Saudi
culture on human resource practices chosen by OER.

Selection and Hiring

Impact on recruitment for abroad is different from that of domestic assignments.

Employees are required to work internationally with a variety of language skills and
experience in order to work with different cultures depending on cultural diversity
depending on cultural differences and have to be ability to handle stress, to have
different cultures and their personality (extroverted people have the advantage). The
ideal candidate is the person who wants to be involved in the management of the
organization's ability to manage, organization, conduct, and culture and adapt to the
culture of the country. The selection will focus on setting up talent pool of
organizations. Organizations that are most effective in making profits require the
effort to recruit the right people first. It requires a lot of things. First, an organization
should have a large applicant selection. Second, the organization should provide a
clear understanding of the most important skills and attributes needed to reduce the
applicant. An organization that has a great support for finding good employees
should be as specific as possible of the complexities they seek. Thirdly, the skills and
abilities hired will need to be addressed to the specific work requirements and to the
organizational market. Farmen (2017) explores the human resource practices of
high-performing companies and selects and selects the right employees who find
themselves contributing to employee productivity, organizational performance, and
turnover. Cho et al. (2005) as a key component of recruitment and recruitment, they
able to choose those who are long-term employees for these tests. Pre-emptive
examinations can make the applicant more sensitive to the company, which can lead
to higher levels of employment. Muramatsu (2010) found that problematic to recruit
small companies. This can be due to limited financial and material resources, and
limited liability jobs, so that skilled candidates can be hired. Therefore, hiring for
recruitment is positively correlated with economic growth.

Conclusion

In other words, working in different cultures have different skills and requires a
different business approach than business. Establishing a similar culture and setting
up a foreign culture is defined as the successful implementation of an international
project as follows: Finally, the difference between cultures has different cultures.
These differences affect the relations of different cultures. There are many
companies operating in different places around the world, so people are exposed to
different cultures to absorb and use them. As the result, there are many obstacles.
Interpersonal barriers are the result of differences between cultures. Such barriers
are a cause for effective communication. Sometimes different cultures understand
different behaviours. For example, fitting American civilization means listening to
what it means to understand what it says in Japan. So, if we understand cultural
interaction, we can overcome obstacles. Although culturally different, people able to
adapt to differences in people. For example, if cultures are different from culturally
different people, they are adapted to new culture, they get into the system and they
get used to their quota status. This is called a cultural intelligence that helps people
overcome the challenges of cultural diversity.

Reference

Brewster, F.G., Chiang, L, & Gomes, S., (2012) International Human Resource
Management. Retrieved from http://hisspm.files.wordpress.com/2012

Hills, M.L. (2009). Challenge of the International Business Communication and

Implication for Human Resource Management. Economic Times, 23(3), 14-24

Hofstede, G. (2014). International management. Cross cultural differences.

Retrieved from http://smartbusiness.com.au/crossculturaldifferences
Taylor, C.D., Ralston, F., & Holt, G.H. (2012). Cross-cultural management: Essential
concepts (4thed). Thousand Oaks: SAGE

Farmen, K. (2017). Cultural Differences and Communication Problems with

International Business. Retrieved from: http://smallbusiness.chron.com/cultural-

differences-communication-problems-international-business-81982.html

Muramatsu, M. (2010). Issues in cross cultural communication. Retrieved from:

http://www.analytictech.com/mb119/crosscultural_communication.htm