The Global Integration Of The Diversity Management In TRANSCO- Case St

Question: Describe about the global integration of the diversity management in TRANSCO? Answer: Introduction is the most prominent topic while studying the IHRM (International Human Resource Management). The longitudinal study of the topic is shown through the case study. As the Multinational companies are expanding their subsidies in the other countries, so the increment in the global workforce is incrementing simultaneously. This case study is mainly helpful in defining the in-depth aspects and the areas of the TRANSCO which is a European Multinational Company. There is no doubt that the TRANSCO creates the marvelous efforts to embed the diversity in their work, but due to the combination of various cultures and working aspect of other countries, the TRANSCO also have to face the challenges too. The report shown below covers the major aspects like the summarization of the report, literature review, identification of the theories and many other aspects. This report will further be helpful in defining the cross cultural management related to the different countries in reference to the TRANS CO. Brief Description The diversity of the workforce and its implementation is becoming very common on the worldwide level. In the past days, the approach was limited to some extent, but now the aspects related to the IHRM are becoming very common. Not only U.S. but the other countries are also initiating the major aspects related to the international trading. (Anbari, et al., 2003) The paper is completely focused on the major aspects related to the global diversity in the TRANSCO situated in the U.S. For defining the other aspects, the paper is divided into three phases i.e. the first phase is related to the initialization and the implementation of the Global diversity, the second phase is associated to the research aspects and the third phase is related to the global integration and institutionally embedded challenges in the organization. In order to fulfill the topic, i.e. the diversity in the organization and the workforce, the definite goals is also defined properly. The main aim of the study is to d efine the integration and the mechanism used by the TRANSCO to manage the global diversity smoothly. (Hofstede, 1997) The second aim is the identification of the challenges which are encountered by the TRANSCO while using the global diversity as their aspect. The third and the more specific aim which is identified by the organization is the selection of the longitudinal case study for defining the global workforce diversity and the Global HRM. The longitudinal study not only provides the facility to do the in-depth analysis, but with the help of this, the dynamic nature of the decision making, interactions and the common challenges is also being identified simultaneously. (Bondarouk, et al., 2011) The research methodology selected for preparing the data is the qualitative methodology of the data collection. The different type of research papers, articles and the journals are selected to define the information on the globalization of the particular topic. The research which is carried out in the article mainly carries the business, cultural and the personal point of view of the organization. From a business perspective, the research predicts the future challenges and is also helpful in finding the recommendations for solving the future issues. As the research is conducted by taking the examples from the various journals and the articles, so it mainly focuses on the important points like the framework, paradigms and the suitable guidelines. While defining the various aspects related to the research, an elaborate form of the strategies related to the international human resource management, delivery of the project and the specific designs to show the global diversity are shown in the case study. With the delivery, integration and the strategies, the case study also focuses on the global HRM perspectives and the role of the SHRM in the MNC. (Mazur, 2010) The case study also highlights all major findings which are helpful in showing the global diversity and management managed by the company within the organization and the subsidies related to it. (Danowitz, et al., 2010) Theory and Literature By studying the particular case study, it is clearly defined that the various journals and the articles are combined to form the well-defined thorough case study. If the deep study of the literature review may be done, then in this, the author covers all the major aspects related to the global integration of the diversity management thoroughly. There are various other literature reviews also which are helpful in defining the diversity management. Through one of the article, the author tries to explain the role of SHRM in the global diversity used by the TRANSCO. One of the diagrams also defines in the case study which shows the importance of the SHRM in organizational decision making. (Berry, 2015) The institutional pressure on the global HRM is also defined in the particular case study. Additional Theories Though, the case study consists of all the important aspects related to the global diversity integration. But, if in this case study, the electronic HRM is also included, then it will become far easier to solve the issues related to the global diversity. The electronic HRM is the method in which the electronic management and processing of the issues can be done, so that they may be handled to a greater extend. (SCImago, 2014) There are also some other literatures which are related to the case study. According to one of the journals, the cultural diversity plays the major role in the global diversity. By analyzing the culture of the own country and the other countries, it becomes easier to manage the global diversity at the vast level. The cultural advantage adds as an additional advantage while doing the business on the international level. Researcher Approach With reference to the topics, the researchers define the facts in favor of the global diversity management. This information is sufficient and well versed with the information. The presentation and the summarization defined by the author is totally perfect and by this, the suitable output is also generated. There may also be some aspects which may provide the additional advantage for the case study. Sippola and Smale present their views of considering the qualitative data. This research is considered as the most reliable and result oriented methodology, but if some of the sections in the case study are represented by the quantitative analysis rather than the qualitative analysis, then it will create the most prominent impact and the purpose of the case study will also get solved thoroughly. (Adler, 1983) Implication of Cross Cultural Management The present case study successfully implements the suitable aspects related to the global diversity. It is also defined above that the TRANSCO is successful in generating the cultural aspects and diversity in the workforce. The TRANSCO established in the Finland was also successful in preparing the policies and the plans, but lacks in the ingrained behavior and practical implementation of the diversity as the organization lacks in the individual cross cultural management. (Kvantaliani Klimina, 2011) The only recommendation which may add in the article is that there can be various solutions which may be added to the case study for maintaining the implication of the individual cross cultural management. (Silva, 2014) Researcher Findings and Conclusions By analyzing and studying the perspectives shown above, it is quite clear that the case study is successful in defining the different phases related to the global diversity. In fact, the policies, rules and regulations, delivery management of the TRANSCO are also well defined through the case study, but still some of the essential facts remain uncovered. If this case study covers the more recommendation, it would be better. The researcher also presents the major views by defining the integration on the basis of the formalization, centralization and on the basis of the information too. (Hooker, 2007) The researcher also focuses on the global management challenges thoroughly. In this, the author defines the normative and the cognitive form of the description which helps TRANSCO to develop the well-defined approach too. The findings and the other important aspects are ended with the implications in which two phase process is being recommended. The first aspect is related to the scale and sophistication of the global diversity management and the second phase is associated with the longitudinal perspective which is helpful in defining the deep analysis of the case study. Finally, after considering all the aspects and the major information about the TRANSCO, it may be concluded that if some of the areas related to global diversity may improve then the TRANSCO can be able to manage the workforce easily and can also provide their best output. Bibliography Adler, N. J., 1983. Cross-Cultural Management: Issues to Be Faced, s.l.: Taylor Francis, Ltd.. Anbari, F. T., Khilkhanova, E. V., Romanova, M. V. Umpleby, S. A., 2003. CROSS CULTURAL DIFFERENCES AND THEIR IMPLICATIONS FOR MANAGING INTERNATIONAL PROJECTS, s.l.: gwu.edu. Berry, J. W., 2015. Global psychology: implications for cross-cultural research and management. Cross Cultural Management: An International Journal, 22(03), pp. 342 - 355. Bondarouk, T., Rul, H. Looise, J. C., 2011. Electronic HRM in Theory and Practice. s.l.:Emerald Group Publishing. Danowitz, M. A., Hanappi-Egger, E. Mensi-Klarbach, H., 2010. Diversity in Organizations: Concepts and Practices. s.l.:Palgrave Macmillan. Hofstede, G., 1997. THEORY OF CULTURAL DETERMINISM. [Online] Available at: https://www.tamu.edu/faculty/choudhury/culture.html Hooker, J., 2007. Cross-cultural Issues in Business Ethics, s.l.: Carnegie Mellon University. Kvantaliani, M. Klimina, O., 2011. Implications of cross-cultural communication in business: A study of Swedish small enterprise ImseVimse and its international distributors and retailers, s.l.: s.n. Mazur, B., 2010. Cultural Diversity in Organisational Theory and Practice. Journal of Intercultural Management, November, 02(02), p. 515. SCImago, 2014. Cross Cultural Management. International Journal of Cross Cultural Management. Silva, P., 2014. Cross Cultural Implications on Management Control Systems by Paulino Silva. [Online] Available at: https://www.slideshare.net/PaulinoSilva123/cross-cultural-implications-on-management-control-systems-by-paulino-silva