The main structural issue affecting multinational companies is power struggles between the parent country and other international companies. The parent country wishes to hold all the major and top influential positions however less productive or small it may be. This goes further to see to it that heads of foreign subsidiaries are thereby relegated to second-class positions. Standardization of products is very difficult to concur in all international companies. This is because the parent company is taken as the bench mark for all standards which should be followed by other subsidiaries. This brings about conflict especially when the parent company national standards are lower than that of another foreign country whose standards are higher.Cultural and institutional differences may have a lot challenges in human resource integration. If top management team is multicultural then it means that different members have different management styles, different cultural expectations and different strategic objectives. This makes it difficult to have a concrete common plan. Too it is difficult to make collaborations, decisions and gaining employee loyalty due to cross cultural differences. It is difficult to manage relationships especially when integrating dualities of practices and rules. Compatibility of the respective partners may prove difficult.The main reasons for international assignments include; position filling especially when there is skills gap or the launch of a new entity. International assignments also help in management development which assists in the development of common corporate values. The other reason. International Human Resource Management.
Work CitedBriscoe, Dennis et al. International Human Resource Management: Policies and Practices for Multinational Enterprises (Global HRM). Boston: Routledge Publishers, 2011. Print.
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