Note: Sample below may appear distorted but all corresponding word document files contain proper formattingExcerpt from essay:
All these issues point out to the indubitable fact that the human resource in Taiwan is coming closer to the labor force in the highly developed western economies and that additional efforts will have to be made in order to succeed in the island.
Another human resource issue that is important to be mentioned is given by the different cultural values of Taiwan and the American multinational. Divided by language, religion and customs barriers, Taiwan is closer to the Japanese culture than the American one. This will unavoidably mean that our organization has to hire several human resource specialists to make a transition from the Japanese HR issues to the U.S. implementation of human resource policies. Some other issues that have to be understood by our company refer to the decision making process, which is generally done in groups; a decision once made is supported by all individuals, regardless of their personal opinions. Then, the Taiwanese employees are not focused on performance, but are more interested in doing their work and receiving their paycheck. This means that motivations through promotions and recognition might be difficult to implement. Third, the Taiwanese people are warm people, meaning that the employees and their managers tend to emphasize greatly on interpersonal relations and a pleasant working environment is key to a successful business outcome. This is different from the United States where performance and task completion come before human relations (Gross).
4. Nike in Taiwan
The process implemented by shoe and apparel manufacturer Nike in opening manufacturing plants in Taiwan is generally undisclosed to the public. Nike is a private company and as long as permitted, they preferred to keep several aspects of their business unrevealed. However, it is known that the company did not literally open plants in Taiwan, but contracted existent organizations and offered them work. Also, what has to be mentioned is that Nike outsourced all of its manufacturing operations, the United States headquarters only handling administration, design and marketing. Despite the continuous criticism to which it has been subjected, the number one shoe producer succeeded in the international market due to a diversification of its manufacturing plants, which allowed it to simultaneously benefit from the comparative advantages of various regions, while minimizing their shortages.
Nike was initially accused of running sweatshops in Taiwan, but the company's management addressed the matter by arguing the opposite. The American organization developed the plants in Taiwan and made them amongst the most sophisticated ones run by Nike (Boje). This was possible due to the technological capabilities of the country (most of them coming from Japan), as well as the technical skills of the workforce.
Our company benefits from the advantages of globalization by seizing the opportunities presented by the opening of a manufacturing plant in Taiwan. The country has been revealing increasing levels of economic prosperity throughout the recent years, meaning that the employee expenditure is continually increasing. However, relative to the United States, the costs with the human resource would be significantly lower. Additionally, the personnel in Taiwan are already trained and highly capable to adapting its workload to the requirements of the American corporations. These features, alongside with the employee training and compensation programs introduced, as well as the competition to retain the best skilled employees, point out that the workforce in Taiwan is developing at a rapid pace and is closer than ever to becoming similar to the labor force in the developed western economies. Additionally, one must also address the differences in cultural features, such as a reduced focus on performance and the overall acceptance of a made decision.
Shoe and apparel manufacturer Nike Inc. benefited from the comparative advantages of Taiwan before the country's economic growth became so obvious, but they have however encountered some challenges, such as the accusations of running sweatshops. The eastern Asian island is well on the way to becoming a respectable and strong workforce, but this also means that the foreign investors are less attracted to the region.
Boje, D., Academic Studying Adidas, Reebok and Nike -- Taiwan, New Mexico State University, College of Business, http://cbae.nmsu.edu/~dboje/nike/taiwan.html last accessed on May 11, 2009
Gross, A., 1996, Human Resource Issues in Taiwan, Pacific Bridge, http://www.pacificbridge.com/publication.asp?id=6 last accessed on May 11, 2009
2009, The World Factbook, Central Intelligence Agency, https://www.cia.gov/library/publications/the-world-factbook/rankorder/2001rank.html last accessed on May…[continue]
"Human Resource Issues In Taiwan" (2009, May 11) Retrieved December 6, 2016, from http://www.paperdue.com/essay/human-resource-issues-in-taiwan-21983
"Human Resource Issues In Taiwan" 11 May 2009. Web.6 December. 2016. <http://www.paperdue.com/essay/human-resource-issues-in-taiwan-21983>
"Human Resource Issues In Taiwan", 11 May 2009, Accessed.6 December. 2016, http://www.paperdue.com/essay/human-resource-issues-in-taiwan-21983
Starbucks' Human Resource Management Policies and the Growth Challenge In recent years, there has been much interest in the notion of "high commitment" human resource management (HRM). The high commitment HRM is focused on developing self-regulated behavior among employees that is based on mutual trust rather than external sanctions and pressures. Considering this premise, this paper provides a review of the relevant peer-reviewed, scholarly and organizational. literature concerning the advantages of
24, Iss. 1; pg. 87. Web. 29 March 2011. Newell, S. And Rice, C. (1999), "Assessment, selection and evaluation: problems and pitfalls," in Millmore, M. (Eds.), Just How Extensive is the Practice of Strategic Recruitment and Selection? The Irish Journal of Management. Excess Millmore (2003) material for your use or disposal (including several superb source citations, as employed within this text): *Though seemingly extensive, this introduction summarizes both the Millmore article (2003),
Fidelity Investments- Human Resources Fidelity Investments Fidelity Investments- T&D Program HR Transformation strategy- Fidelity Investments Key Issues identified in interview Communication Change management Technology utilization Business Case: Context of program application Mission Metric Financial Metric Operational Metric HR redesign Accountability Table 1- Implementation and Accountability of L&D program Figure 2 Business Case Rationale for T&D program at Fidelity Figure 3- HR Redesign Elements This HR Learning and Development (L&D) program proposed for Fidelity Investments is aimed at addressing the key challenges faced by the firms in its
GLO BUS Marketing Plans Marketing Strategy -- Glo Bus Summary- Glo-Bus is a U.S. based international digital-camera company with production operations in Taiwan. The industry is cyclical and highly competitive with a market growing 8-10% per annum and heavily price elastic due to volume and technological improvements in digital phone devices. Target Customers- Digital camera customers are typically more sophisticated and technologically savvy than the general population. They research products thoroughly prior to
International Human Resources Culture, Political, Economic and Social Contexts of Nigeria Under the Subject of International Human Resource Management. This paper is solely related to the International human resources practices, the uses of international human resources aspects as well as implementation within Nigeria. The paper has been explored several positive and negative aspects of Nigeria related to IHRM and whether it is feasible for global companies to operate and use the labor
" (Getu, 2006, p. 145) IV. SOLUTIONS for COPING WITH HUMAN TRAFFICKING CRIMES The work of Roger Plant entitled: "Economic and Social Dimension of Human Trafficking: Broadening the Perspective" states that the "narrowest perspective, actually quite widely held is that trafficking concerns essentially the sexual exploitation of women and children. Media attitudes tend to promote these perceptions." (2003, p.2) However, according to Plant "a slightly broader focus extends the scope while still
Moon stated that since the Crawfords entered her life, "I have realized that I have value and worth. And now that I know God, I can always pray for his help whenever I have a problem." The Crawfords are among a growing number of Christians worldwide working to live out the love of Jesus by reaching out to sexually exploited people. The Crawfords decided to move to Thailand after