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International Human Resources Management

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International Human Resources Management

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Samenvatting

Worldwide, employee turnover is aggregating and so the retention of skilled employees becomes progressively important. As Europe is additionally facing labour shortage, companies are increasingly recruiting on an international scale. Dealing with different cultural backgrounds and the resultant HRM problems make it even more important to pay attention to a suitable form of motivation for these international employees.
The present report aimed examining how international employees can be successfully motivated and retained. It thereby critically analyses the relationship of used strategies, cultural backgrounds, as well as forms of motivation and common problems of ten nationally operating companies, which are recruiting on an international scale. In order to investigate if Hofstede’s cultural dimensions Individualism versus collectivism, Power Distance, Uncertainty avoidance, Masculinity versus femininity and Long-term versus short-term orientation, should be considered within the work with international employees, a sample of 204 international HZ-students participated in an online questionnaire and shared information about their preferred forms of motivation. Thus, it was tested whether students from different cultural backgrounds, participating in the same international study program (IBMS, HZ) do assimilate to the degree that they can be considered as a homogeneous group.
The study revealed that the motivation and retention of international employees is complex. Most of it lies outside of the employer’s control as it is mainly based on the employees’ intrinsic motivators. The performed Hypothesis-testing examined, that cultural profiles stay the same and students do not assimilate to each other so that they could be considered as homogeneous group and that there is the need for cultural-related motivators. Language problems and discrimination among employees present the main problems within the participating companies. The testing conducted that Herzberg’s two factor theory as well as Hofstede’s cultural dimensions seem to be helpful tools within the motivation of international labour and that continuous language trainings and cultural assimilators as IHRM strategies may help to avoid common issues.
A detailed explanation of all performed methods as well as an illustration of all findings and recommendations concerning the retention of international employees, are given in the paper.

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OrganisatieHZ University of Applied Sciences
OpleidingInternational Business & Management Studies
InstituutAcademie voor Economie & Management
PartnersHZ University of Applied Sciences, Vlissingen
Gepubliceerd in
Datum2013-08-30
TypeBachelorscriptie
TaalEngels

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