Assignment Task 2: Understand how and why people management practice varies between different countries and regions across the world. 2.1 Compare the established political and legal systems in major global economies.
There are many political and legal systems in place across the globe, each with their own unique set of rules and regulations. In some cases, these systems are very similar to one another, while in others they can be quite different. It is important for managers to understand the nuances of each system in order to effectively manage people within that context.
Some of the major global economies include:
- The United States of America: The political system in the USA is based on a federal system, with power divided between the federal government and the individual states. The legal system is based on common law, with a strong emphasis on individual rights.
- China: China has a single-party communist government, with power concentrated in the hands of the ruling party. The legal system is based on civil law, with a strong emphasis on social stability and order.
- Japan: Japan has a parliamentary democracy, with power divided between the executive branch (led by the Prime Minister) and the legislative branch (the Diet). The legal system is based on civil law, with a strong emphasis on individual rights.
- Germany: Germany has a federal system, with power divided between the federal government and the individual states. The legal system is based on civil law, with a strong emphasis on individual rights.
Each of these political and legal systems has its own strengths and weaknesses, and managers must be aware of these in order to effectively operate within them
2.2 Appraise institutional arrangements in different countries in the fields of corporate governance, training, welfare and trade unions.
Institutional arrangements vary considerably between countries in the fields of corporate governance, training, welfare and trade unions. In some cases, these differences can be traced back to historical factors, while in others they may be the result of more recent developments.
In terms of corporate governance, for example, the UK has a long tradition of shareholder-oriented capitalism, while in many Continental European countries the workers are more likely to have a say in how the company is run. This can lead to different approaches to managing people within the organisation.
In terms of training, there may be differences between countries in the level of investment that is made by companies and the government. In some cases, there may also be different approaches to training and development, with some countries favouring a more formal, structured approach while others take a more informal, on-the-job approach.
In terms of welfare provision, there can be considerable variation between countries in the level of support that is available for employees. In some cases, this may be due to the welfare state model that is in place, while in others it may be a result of the way that companies choose to operate.
In terms of trade unions, there can also be considerable variation between countries. In some cases, trade union membership may be high and union power considerable, while in others unions may be weaker and have less influence. This can lead to different approaches to managing people within the organisation.
It is important to be aware of these differences when managing people in an international context, as they can have a significant impact on the way that people are managed.
2.3 Critically analyse research concerning the ways in which workplace cultures vary around the world.
Workplace cultures vary considerably around the world. There is a great deal of research on this topic, which indicates that there are many different factors that contribute to these differences. Some of the most important factors include:
The history and tradition of the country or region. For example, countries with a long history of authoritarianism tend to have more hierarchical workplaces, while those with a history of democracy tend to be more egalitarian.
The economic system of the country or region. Countries with capitalist economies tend to have more individualistic and competitive workplaces, while those with socialist economies tend to be more collectivist and cooperative.
The level of development of the country or region. More developed countries tend to have more sophisticated and complex workplaces, while less developed countries tend to be simpler and more basic.
The religion of the country or region. Countries with a strong Islamic tradition tend to have more conservative workplaces, while those with a strong Christian tradition tend to be more liberal.
The climate of the country or region. Countries with hot climates tend to have more relaxed workplaces, while those with cold climates tend to be more formal and