CULTURAL DIMENSIONS IN GLOBAL HUMAN RESOURCE MANAGEMENT: IMPLICATIONS FOR NIGERIA

John N N Ugoani

doi:10.14807/ijmp.v7i3.429

Abstract

As enterprise operations continue to be globalized through overseas expansions, joint ventures, mergers and acquisitions as well as strategic relationships and partnerships transnational organizations need to give attention to issues of culture in human resource management practices as a panacea for prosperity. The global organization is competent if only it is able to bridge the gap between management and culture so that personal relationships with other peoples in the organization and society become in harmony. This is critical because cultural relativity and reality in organizations influence operations. The study was designed to explore possible relationships between cultural dimensions and global human resource management. The survey research design was employed and data generated through primary and secondary sources. The participants comprised of 385 respondents from a cross-section of the population in Nigeria. By Chi-Square test, it was found that culture has a significant positive relationship with global human resource management.

Highlights

Perhaps nothing is more crucial for the global business enterprise than the issues of culture and how to effectively manage the people who work in the organization
By this empirical result Hoi was rejected while the alternate was accepted to assert that cultural dimensions have significant positive relationship with global human resource management
The result supports the work of Hofstede (1980) that culture has a positive correlation between an individual and society as a whole

Summary

Introduction

Perhaps nothing is more crucial for the global business enterprise than the issues of culture and how to effectively manage the people who work in the organization. The hiring and treatment of employees in global organizations often seem so bound up in culture, rules, regulations, and red tape that effective management is frequently extremely difficult. Attempts to find solutions to such difficulties provide justification for the current interest in the areas of global human resource management and culture. Interest in culture is an attempt to grasp the realities of collective life in the workplace that cannot be seen and described by means of such identifiers as job titles, organizational charts, among other elements. Culture has been especially critical in explaining the differences in management practices in different countries of the world. It is believed that human resource management is the basis of all management activity, but it is not the basis of all business activity

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Results

Discussion

Conclusion