Because it is “Human Resources”, that is why it also changes with the human. Leave west and east for a minute, and you can even find the different people in the same city but in the different company. Human nature is bond to change through various factors like location, timings, education, job, etc. That is why get ready to read some interesting things in the next lines when we are going to do a complete analysis on the HR practices of west and east.
If we say that the concept of HR is originated in the west than it would not be wrong. The historical companies in the west which have the history of the almost century old are those companies who introduced many human resource management theories, practices and literature. However, these companies failed to transfer these practices to the world in their proper form. Despite west dominance on the East in almost every sector of life, globalization, cross-cultural interaction, and different in national cultures cost the changes in these theories and practices which were rightly so too. Both eastern and western countries have different approaches, perspectives and norms which highlight in the HR practices of the companies. Even the multinational companies also allow their overseas offices to operate according to the respective countries norms to bring out better performance.
By comparing the countries with the biggest companies on both side of the world, we chose China and Japan from the eastern side and United States and the United Kingdom from the western side and find some significant differences in the HR practices. By working more on it, four points or factors came up which make both side of the world entirely different from each other when it comes to HR, management. To discuss those factors in detail, I am going to write them down below one by one.
- Organizational Structure:
The whole structure of the organizations in both parts of the world is entirely different from each other. Which means that the dream of same HR practices can never become a reality. The aspects of leadership styles and people-management philosophies are the core of every organizational structure and these both aspects are entirely different from each other. In the eastern part of the world, you have to follow the organizational hierarchy, and the leadership style is more about believing in the power and autocratic. Conversely, the whole concept of hierarchy and strictness towards the rule are only in the books. The leadership style is more democratic, and the managers take all the steps by taking their team in confidence.
Moreover, you will find monotonous in the western countries culture and organizational structure as compared to eastern countries. The countries in the East are more diverse cultural, and you can also find a huge difference in the economies of the country. That is why you cannot say that any analysis on the HR management principles of Eastern countries companies is perfect because of the diversity in organizational structures.
- Motivation Programs:
Even the motivational ways in the eastern and western countries are different from each other. Western countries believe in breaking down the things to the individual level. The Western countries tend to an emphasis on individual rewards and compensation packages, growth and other personal career developments. The western countries believe that the individual holds the power of changing the scenarios and can make an impact on others. Also, this is another way of setting the examples for others, so other employees also work hard to get the incentives and bonuses like others.
On the other hand, eastern countries are entirely different from other parts of the world. Eastern countries prefer to give collective rewards and steady progressions. Eastern countries believe that rewarding the teams altogether can motivate the employees better than rewarding any single person on his performance. They also believe that developing the career of the entire team is much better than developing the career of the one who is the performer. However, they also believe in awarding individuals who give extraordinary performances in the companies with the same mindset from the western countries.
In the western world, they believe that awarding the teams collectively not only increase the burden on the company’s budget but also those who work don’t hard enough like the ones who do; then they will never try harder. They believe that this is an injustice to those who work hard because rewards are something which you have to earn on your own performance, not because of someone else’s.
Communication is another factor in the companies which HR department make sure to keep at its best. However, the HR practitioners from both sides of the world have adopted different methods for better communications. Because the organizational structure of the eastern countries is rigid and demand their employees to follow the proper hierarchy for everything, they have to use the defined means for communication. In the eastern countries, the communication modes are more contextual and indirect because they believe in documenting everything for further use. Conversely, the western countries because of their organizational structure set by the HR practitioners of the West is very lenient. It even allows an ordinary employee to communicate with the owner of the company face to face and verbally. In the western countries, persona relationships are more important than maintaining the proper decorum of the hierarchy.
- Conflict Resolution:
The nightmare of every HR practitioner is the conflict within the organization. This is one of the many major responsibilities that I find different in the roles of the HR managers from both sides of the world. In the eastern countries, the conflict resolution doesn’t consider to be the job of the HR managers. Moreover, the HR managers in these countries are only limited to hiring, talent acquisitions and day to day tasks of the office. The conflict resolution is considered to be the responsibility of the project managers. Whereas in the western countries, HR managers are responsible for all sorts of the conflicts within the team. In the western countries, the HR managers are also judged on their ability to resolve the conflicts within the team or any outside matters. They will be marked negatively if they fail or take too much time for resolving any issue.
Arabella Alice is a Master’s degree holder in Literature that is why he has a great talent for writing blogs in almost every niche. After completing his education at the University of Manchester, he started providing Custom Essays – Pro-Academicto the students of all over the world by using the medium of internet.
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