Decision-making negotiations refer to reaching agreement in situations with numerous choices. This is usually the case in multicultural teams where conflicts are rather frequent. Value-claiming negotiations refer to reaching distributive agreement. This is the case between different departments of the same company. Dispute-resolution negotiations are frequent in situations of conflict. Value-creation negotiation refers to reaching integrative agreement. Culture in negotiations is represented by the interests, priorities, and negotiation strategies of business partners. In order to ensure the success of negotiation processes of Allure's managers, it is important to understand the culture of their business partners. They must be able to identify the interests of these business partners because they rely on the needs and reasons that motivate them. Their priorities represent the importance associated with their interests (Kumar, 2005).

Therefore, culture plays an important role on the interests and priorities of negotiation partners. The negotiation partners in Europe are influenced by their preference for tradition or for economic development. This also affects their negotiation strategies. Their culture influences their confrontation style, their motivation, and their influence.

Human Resources

The company must develop and implement human resources strategies that are able to identify and to assess the problems in this field, and that could ensure the success of Allure's international expansion. It is important that the human resources necessary for the Mediterranean is clearly established. This is an important aspect that must be taken into consideration.

In this case, it is recommended to compare the Mediterranean necessary with that of competitors in that region. This is because the market in that region might be characterized by different traits than its local market. The different market in the Mediterranean might refer to customers that are interested in other types of cruises. This requires different personnel necessary.

The selection and recruitment process is another important aspect that must be taken into consideration. Its importance relies on the fact that the success of the company's activity is determined by its human resources. Therefore, it is recommended to develop selection and recruitment strategies that can identify the best candidates for certain positions. This requires that the job descriptions are developed in detail. Based on the job descriptions, the skills and abilities required from candidates can be established.

In addition to this, Allure's managers must ensure the retention of staff. This is a problem that many companies are confronted with. Although they provide great financial benefits, they do not manage to retain efficient employees. This usually depends on the work environment and on employees' relationship with their managers. Therefore, it is recommended to identify the factors that influence employee satisfaction at Allure. Based on this analysis, the company can develop retention strategies. Given the fact that Allure has a multicultural environment, the retention strategies must be developed in accordance with the characteristics of each group.

The motivational strategy is another important aspect that must be taken into consideration by Allure's managers. The activity that Allure develops requires special working conditions for crew members. They are confronted with numerous challenges and problems. Therefore, they must be motivated pinto putting efforts into their activity and in ensuring a high level of quality...

It is recommended that this strategy identifies the needs and requirements of employees, and understands their motivations. Based on these issues, the company's managers can select the most useful motivational techniques.
Crew Members

The recruitment of crew members is very important for Allure's expansion process. There are several approaches that the company can use. The ethnocentric approach assumes that employees at the company's headquarters are superior to locals. The advantages of this approach are represented by the increased productivity, and support of corporate culture. The disadvantage is represented by the increased costs. The polycentric approach assumes that local employees are better at knowing the environment. The advantage is the lower costs with the workforce. The disadvantage refers to inefficient communication (Wall et al., 2010).

The geocentric approach assumes that the best people should be hired, regardless of their nationality. The advantage is that it ensures the company's efficiency and productivity. The disadvantage is that multicultural training. The regiocentric approach assumes that the human resources strategy must be developed in accordance with the area they address. The advantage is that it favors efficiency. The disadvantage is that it limits employees' opportunities. In the case of Allure, it is recommended to address the regiocentric approach.

Recommendations

The international expansion process of Allure requires important efforts. The human resources play a very important role in the success of this process. Therefore, it is recommended to focus on the recruitment and selection process. The company should hire crew members from the local markets. This helps reduce costs and ensure the necessary of skilled personnel.

The managers and their team members must be selected from the company's headquarters. The cultural differences they are likely to face require significant training programs. These programs must address the issues that are likely to influence the activity of the company.

Reference list:

1. Frey, B. & Osterloh, M. (2002). Successful Management by Motivation. Retrieved April 10, 2011 from http://books.google.ro/books?id=ScTvqTbKB7IC&printsec=frontcover&dq=management+motivation&hl=ro#v=onepage&q&f=false.

2. Kumar, K. (2005). The Culture and Negotiation Strategies. Retrieved April 10, 2011 from http://www.indianmba.com/Faculty_Column/FC178/fc178.html.

3. Wall, S. et al. (2010). International Business. Pearson Education Ltd. Retrieved April 10, 2011 from http://books.google.ro/books?id=wGPilQPhxWMC&pg=PA322&dq=ethnocentric+approach&hl=ro#v=onepage&q=ethnocentric%20approach&f=false.

4. Ungson, G. & Wong, Y. (2008). Global Strategic Management M.E. Sharpe, Inc. Retrieved April 10, 2011 from http://books.google.ro/books?id=-Mv7U69x9mcC&pg=PA548&dq=managers+relational+skills&hl=ro#v=onepage&q=managers%20relational%20skills&f=false.

5. Craver, C. (2010). The Negotiation Process. The Negotiation Magazine. Retrieved April 10, 2011.

6. Billsberry, J. (2007). Experiencing Recruitment and Selection. Retrieved April 10, 2011 from http://books.google.ro/books?id=KyCB8XAf74cC&printsec=frontcover&dq=recruitment+and+selection+process&hl=ro#v=onepage&q=recruitment%20and%20selection%20process&f=false.