HR management issues and practices at work place

Abstract

This purpose of the report is to analyze how the females experience gender stereotyping and discrimination in their host and home countries and how they manage their conflicts among home and work. This report represents the article opinion ‘Gender issues and the family concerns for the women with global careers’ written by Tzeng.  IHRM might be discussed as set of activities, which objective is to coordinate resources of human of the company at the international level to attain goals of the organization and attain competitive benefits over the opponents at the global and domestic level. IHRM includes normal functions of the IHRM such as training, selection, recruitment and additional activities such as management global skills and the expatriate management. This kind of report has described several issues of the IHRM that take place in working place of environment. In host country, we search that the gender stereotyping and discrimination might be intra-ethnic in comparison to non-existent. Moreover, women attempt to make their career across overseas and they utilize additional social support in order to balance their responsibilities of the job and family. It is examined that, considerable improvement has been taken place in workplace of women but discrimination of the gender remains exist in terms of pay and job allocation. Enhancing no. of women’s are advanced to managerial positions, but percentage of the women in position of top management stills significantly low.

IHRM Issues

It is observed that issues of IHRM have been experienced by researchers, employees and Global Companies.  It can be said that there are several issues in the IHRM like coordination of the global assignments, Employees and Family Adjustment, selection of accurate individuals for the Global assignment, Communication, Language, distinct labor laws, distinct levels of  technological advancement, distinct values and attitudes and distinct levels of education. In fact there are various challenges in area of IHRM like deployment, knowledge and innovation dissemination, investigation of the talent, obstacles to women’s in IHRM, International and language ethics.

Gender Inequality

There are various reasons responsible for not offering overseas assignments to the female employees of the multinational companies comprise (a) female employees are not encouraged to follow such kind of positions (b) they are not qualified in specialization terms , education or rank(c) concern about the physical security of the females employees who could be needed to roam  over underdeveloped countries (d) concern about the general ability of the women to deal with loneliness and isolation in the foreign country(e) issues of spousal career(f) severe prejudices of gender, particularly in the developing countries (Gear & Roche, 2001). Gender inequality is considered as major issue in the Taiwan in comparison to other countries of Western (Tzeng, 2005). Numerous Companies shall send females workers on the overseas projects which have been refused by the males thus restricting their range of the activity, opportunity and distance of staying in abroad. In fact some of the research has claimed that the factors responsible for not offering global positions to the women are related on faulty assumptions that are just reasons utilized to reject the practices of discrimination (Tzeng, 2005). The reaction in literature is unanimous in refusing these false claims. The reason is why the women’s are referred as powerless of dealing with obstacles related with foreign is because mostly male managers who monitor overseas projects required to mix up the responsibilities related with female spouse of the expatriate males.The strategies of married women for managing work and home are diverse. It is not the new thing for the members of the family to live in 2 or 3 countries. In most of the situations, split family is considered as the outcome of the disparate stages of the economic expansion among receiving and giving countries and plus lawful obstacle to the immigration of entire families. According to this article, working at house was not the main concern for women’s in this kind of research, but the child raising was the main issue for 5 out of 7 married females expatriates. As per the article, there was the one girl who worked for the Company which had created an adequate savings for boss to recruit the foreign maid, but that was not sufficient for her to recruit one. She was feeling happy that her manager had not required any maid and passing this perquisite to her. She also recommended that the regulations of Taiwanese must be based upon the sales volume of the Company as compared to its level of the investment that could permit female expatriate to recruit foreign live in maid. According to this article, men’s are possibly  support their wives on the overseas projects when men’s are having least objectives for the career work in the professions of mobile and have job offers from their spouse companies and willing to hamper their career in response for any chances to survive abroad. Husbands might be giving more emotional and verbal hold for their wives overseas projects as compared in generations past (Ferner & Varul, 2000). It could be stated that career of the female expatriate is more persuaded by her life course of the family. And in other words, career of the women is terminated, interrupted or delayed by maternal and marital responsibilities. In order to experience these challenges, the women might remain to be a single rather than putting herself in the position which needs additional support to fulfill the dual requirements of family and career. In today’s time, most of the families besides their workloads or career responsibilities and women’s are still considered as primary caretakers of the family. In, fact women’s of Caucasian participate in this kind of research and revealed that the gender was the issue in problem with the white supervisors.

Researchers

It can be said that researchers have stated that discrimination of the gender towards the female expatriates surviving in the countries of Asia does not prevail because women’s are evaluated in relation to the domestic anticipations for the foreigners as compared to women’s. The outcome of the research reveals that the discrimination of the gender may still prevail towards the females, specifically from the males of similar cultural background. It is evaluated that research has opposed the extended perception that women are least loyal workers in comparison to the men and reveal that women’ s are not required to leaving their current jobs to meet their accountabilities of the family (Ferner & Varul, 2000).  On the other side, white females expatriate are likely to be well obtained by the Taiwanese people because white females are treated and viewed as the foreigners, whereas ethnic Chinese females are evaluated as per the domestic standards for the women. Few of the women of Caucasian involved in this kind of research revealed that the gender was the main matter and encounters with the male supervisors. This kind of study recommends that complex group of the cultural differences in facing discrimination of the sex requires more study. In other words, it could be stated that career of the female expatriate is likely to be persuaded by the family and to be interrupted, delayed or terminated by maternal and marital responsibilities. During the face of these kinds of challenges, the women might decide to still single besides of putting herself in the position which needs exceptional support to fulfill the dual requirements of family and career. According to the article, this kind of research would work as the helpful basis for the women concerned in referring global careers and governments and organizations viewing to assist such women. A female expatriate’s career is more likely than her male counterpart’s to be influenced by her family life course, in other words, to be delayed, terminated or interrupted by marital and maternal responsibilities (Caligiuri, 2000). In the face of these challenges, a woman may choose to remain single instead of placing herself in a position that needs additional support to fulfill the dual demand of the career and family. Sources of that support include a caring husband; independent and understanding children; competent nannies, live-in maids or relatives to help with child raising; understanding colleagues; family-friendly company policies (e.g. helping spouses find jobs and providing flexible work hours); and supportive host government policies(e.g. allowing for the hiring of foreign maids). In comparison, a man has traditionally believed on the supportive wife to take care of all domestic responsibilities while working across overseas. Even today, in most of the families, regardless of their career responsibilities workloads, women are remaining the primary family caretakers.

International Companies

It has been viewed that IHRM for several companies is considered as important to their achievement and efficient IHRM may create variations among existence and extinction for numerous MNEs. For factors of time, difficulty and cost, research of IHRM has been restricted and greatly concentrated on the few issues. In, fact calls are created to enhance the understanding in various ways comprising (1) forming frameworks and models to show the complicated group of environmental reasons which impose upon the international coordination of the human resource (2) researching of global activities of the human resource in the way which examines its systematic coordination (3) using theoretical prospects to explain and predict relationships. The MNE rise is accelerated because costs related with marketing and development of the new products. MNE is required to accomplish distinct levels of the localness. The growing significance of the MNE and utilization of complex international strategic decisions of the business have created a same perception in region of IHRM through linkage of the IHRM with strategic requirements of business (Adler, 1994). MNEs are separated throughout several nations and they remain the enterprises and must refer how to maintain the competing pressure for the integration and differentiation (Caligiuri, 2000). Practices and policies of IHRM reveal the last element of model; comprise the formation of the common regulations on how the people shall be coordinated and particular initiatives of HR. Staffing is considered as the major practice of the IHRM which MNEs have utilized to assist control and coordinate their global operation. MNEs are worried about better path to select and identify expatriates for the foreign projects.

It is important for researchers and international managers to avert the attitude of race blindness and gender when experiencing with global assignments. It is advisable that selection process of the foreign assignment must be completed systematically with no any gender bias. e.g. utilizing expatriates to assist transfer learning and knowledge. To develop the global workforce, MNEs are required to begin their process of the recruitment and increase the number of the global assignments. MNEs are required to analyze systematically their responsiveness and functional capacity in IHRM.

Conclusion

After the evaluation of the article, it is examined that research has been executed in Taiwan offices of the multinational companies; it would not exactly evaluate the posting policy of overseas and procedures of the home organizations. It has been analyzed that in host country, we search that discrimination and gender –stereotyping may be intra-ethnic in comparison to non-existent. It has been noticed from the article that gender inequality was the major issue in region of Taiwan in comparison to other countries. The result of this research signifies that discrimination among gender may still prevail towards the female expatriates, specifically from male of similar cultural background. At last, it can be concluded that life course of the women persuades her efforts to make overseas career and try to utilize additional support to balance her career and family.

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