International Marketing

Developing Global Awareness
1) Tolerance of cultural differences
2) Knowledge of cultures, history, world market potential, and global economic,social political trends.
Trade Barriers
- Tariff     - Quota     - Boycott & Embargoes

Global Population Trends
- Population, rural/urban population shift, rates of growth, age level, population control >> affect demand
- Controlling population growth  >> Eg, family planning in China.
- Rural/Urban migration
- Population Decline & Aging  >> woman choose career rather than married and give birth
- Worker Shortage & Immigration

Political Economy
Colonisatism, communism, democracy, fascism
Technology
How tech affect culture >>> freedom
Social Institution
Family, religion, school, media, government, corporation

Element of culture
Hofstede  > IDV,PDI,VAI, MAS
- Individualism/Colletivism Index
- Power Distance Index
- Uncertainty Avoidance Index
- Cultutal values and consumer behaviour
Ritual
-coordinate ppl's interaction and special occasions
EG, Funerals, Marriage ceremonies
Symbols
Language - communication
Aesthetics as symbols - picture,dance song >> national identities
Belief
Religion & Superstition >> Asion belief ghost , number as prosperity , feng shui
Though process
Asian & Western thinks differently

Cultural Change
- cultural borrowing
- Similarities
- Resistance to change
- Planned & unplanned cultural change
- Consequences of innovation

International Dispute Resolution
Conciliation - nonbinding agreement between parties
Arbitration - with a third party as referee

Human Resource Management

Dave Ulrich 1997 - 4 roles of the manager

1. Strategic Partner
2. Administrative Expert
3. Employee Champion
4. Change Agent

Micheal Porter 1980 - Business Level Strategy

1. Differentiation
2. Cost Leadership

Stewart & Brown 2009 - HR Strategy/Strategic Framework for HR

Bargain Labourer	Free Agent
Loyal Soldier	Committed Expert

Chapter5 Recruitment

1. Internal (recommended by employee), External ( Walk in)
2. Recruiting method - advertising, agencies, Universities recruiting, Professional association and electronic recruiting.
3. AIDA Technique

• Attention
• Interest
• Desire
• Action

Chapter6 Selection

• EEO - Age, Gender, Religion
• Test - Interest, Aptitude, Intelligence, Personality
• Interview
• Medical examination

The selection decision

Compensatory approach

Commited Expert > need people that can fit the culture ( time consuming/costly)

Successive Hurdles approach （排除法）

Free Agent > Fast recruiting

Chapter8 Remuneration

Financial v Non-Financial

Job evaluation

Job ranking/Job grading > must consider size of orgz, orgz resources, corp. culture, employee attitudes

Point system

Pay range

Standard range

Broadbanding> flatter structure,promote internal structure facilities job mobility.

Setting pay rates

• Seniority > LS low cost
• Pay for Performance (merit pay) > CE, FA
• Skill-based pay > LS- multiskilling >> efficiency

Chapter9 Remuneration incentive

  1)Individuals Incentive Plan

• Bonus (base wage)
• Merit Pay
• Incentive Award & Recognition
• Sales Incentive

 2)Small Group Incentive Plan

• Scanlon Plan(sales able to make)
• Rucker Plan (cost able to reduce)
• Improshare Plan ( Labour Hour)

 3)Large Group Incentives

• Profit sharing Plans
• At-Risk Incentive

Chapter10 Employee Health & Safety

1) Determine do OSHA or not? Based on what strategy?

• Obstructionist
• Defensive
• Accomodative
• Proactive

2) Health & Safety Issue

• Terrorism
• Sexual harassment
• Obesity
• Smoking
• Bullying

3) Stress

Positive or negative effect?

Sources of stress - work load, relationship, needs, law & regulation

Ways to Manage Stress - Relaxation, Exercise, Diet, Talk, Planning time management & delegation.

Chapter 11 Workplace Relation

Union become attractive when :

- Lack of communication between employee & management

- Lower pay

- Poor working condition

- Ignore worker's problem

- Treat employee badly

Employee can fight their right through :

- Featherbedding- union require company to pay for work that is not performed

- Demarcation- Restrict specific type of work to member of particular union

- Strikes

- Go slow

Salaried Operations

- treated all employees equally to avoid them joining union - to control power of union.

Chapter7 Human Resource Department

- Include training & development, career planning and performance appraisal.

Systematic approach to T&D

- accessment- training needs- organization, task, person variable

- activity- classroom activities, simulation

- Evaluation- Kirkpatrick 1983- Reaction, learning, behavior and result.

EEO issue in T&D

Access : opportunity for all ppl in T&D

Treatment : The way all ppl being treated during T&D

Content : Subject matter and style of presentation

Language : Presented only in English

Attendance : Making employees attend programs they find offensive.

Chapter13 IHRM

Differences between domestic & International HRM

- Additional activity- currency exchange

- Increase involvement in employee's personal life- spouse employment

- Increase risk- safety from terrorism

- More complex in employee mix & internal influence- political, economic.

Cross-cultural issues

- Communication- language misunderstanding, Eg: High content v Low content ( use lot of cues)

- Ethics- standard of behaviour

- Trust- relationship >> mutual trust

- Management style- manipulative or participating style

- EEO- alert to cultural differences.