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Introduction
Today's business world is increasingly global. Many enterprises produce and sell products on an
international basis. The enterprises often establish branches and subsidiaries outside their own
countries. This has become the trend nowadays. Over recent years, many Taiwanese enterprises
have established many overseas branches and subsidiaries in many countries, especially in Southeast
Asia, such as Indonesia, Malaysia, Philippine, Thailand and Vietnam. Why do they want to establish
branches and subsidiaries in Southeast Asia?
Frompreposition 1980, the economy in Taiwan has developed very quickly. There are many problems
comingphrase construction with the fast growing economy. The first one is themarker / connective wages have
increased obviouslyword order and this raisesverb tense the personnel costnumber of noun. The second one is
shortage of laboursnumber of noun ,punctuation the Taiwanese tend to look for highword form-paid jobs so they
do not want to be thearticle low-paid laboursword form. Therefore, the enterprises do not have enough
laboursword form. The third one is themarker / connective price of landsnumber of noun has raisedvocabulary mistake
rapidly and this also increasesverb tense the cost. The fourth one is themarker / connective concept of
environmental protection has improved and this causes the enterprises havepreposition to pay extra
money for environmental protection. The costs of the enterprises becomeverb tense more and more.
At the same time, the governments of Southeast Asia countries allowed and encouraged the
capitals of foreign countries to investverb form in their countries. This attractsverb tense many Taiwanese
enterprises to have their branch companies in Southeast Asiaword form countries. The advantages of
investing in Southeast Asiaword form countries are low wages, richsentence error: incomplete sentence in natural
resources, low pricesentence error: incomplete sentence of lands and havesentence error: incomplete sentence a big market
of laboursword form. Also, it has a great potentialityvocabulary mistake in Southeast Asia and this is the best
advantage for foreign enterprises to choose.
Problems
During the process of investment by Taiwanese enterprises, the key factor of success depends on
effective planning and usage of human resourcenumber of noun between the mother and the
branchvocabulary mistake company. For many Taiwanese businesses operating in Southeast Asiaword form
countries, human resource management is a large issue. If the human resource management of a
company is not suitablepunctuation that will cause some problems. Conflict is one of these problems.
Conflict in organizations can appear aspreposition the "collective level" or "individual level".
Collective conflict can cause some disadvantages, such as strikes, go-slows and overtime bannumber of
noun. Individual conflict may lead to absenteeism, a high turnover rate and sabotage. These
disadvantages are harming the organization potentiallyphrase construction.
According to R. Mead (1994), conflict occurs when
•the participants refuse to collaborate to find a solution.
•a superior is unwilling or unable to arbitrate.
•one or both of the participants refuse to accept the superior's arbitration.
•rules and dispute-resolution procedures are in adequatespace problem, ambiguous, or contradictory.
•communication is poor; the participants are unable to communicate essential
information, or
disagree on how it should be interpreted.
As mentioned above, we can understand there are several factors can cause conflictrelative pronoun.
However, when the business becomes international, the situation of conflict wouldverb tense turn to
more complexsentence error: incomplete sentence. The main factor that causes conflict in aarticle international
enterprisesnumber of noun is the differences of cultures. Therefore, how to manage the culture different
will affect if we can solve conflict or not.
Moreover, the management styles of branches and subsidiaries are affected tounclear if the
enterprises can operate efficiently or not. Taiwanese enterprises, which have branches and
subsidiaries in Southeast Asia, usually use Taiwanese aspreposition management level. This means the
people ofpreposition management levelnumber of noun come from Taiwan and they are expatriates.
There are only few local people in management levelnumber of noun and the people, who are in
management levelphrase construction, actually have no real power to decide important things. This is not a
good management style. The Taiwanese managers do not know the culture of their local
employees,sentence error - comma splice therefore, they may not understand what the local employees need
and their thoughtphrase construction. On the other hand, the local managers have same culturearticle
withpreposition their employees, they know what their employees need and what is their thoughtword order
very wellword order. However, when local managers want to practice new rules for their employees,
they cannot decide immediately because they have no real power and they have to ask the
Taiwanese managers. In order to make the business operate efficiently, it would be good if the
management style canverb tense be changed.
Solutions
Human Resource Management appeared in a set of environmental conditions that included increase
in competition, changes in technology and a series of economic recessions. Human Resource
Management Valued on flexibility, high standards of performance and flourish.sentence error: incomplete
sentence As environmental conditions continue to influence onpreposition the organization, we
can-punctuationexpect to see Humancapitalisation problem resource management developing.
The most recent and important change has been human resource management, a change of emphasis
and attitude towards the employment of people. This has taken the management world by storm
during the 1980s. There is a greater value on strategy than on operations and a stronger attempt than
previously to combine personnel thinking into general management. Human resource management
is considered in greater detail later.
Managing Human resourcescapitalisation problem, which we relatively inflexibleunclear and where mistakes
are hard to fix, is the most difficult part of management. Human resource management is a further
dimension to the multi-facetted personnel role, which remains a distinctive management specialism
whose practitioners get their expertise from an understanding of one or more of the ways in which
people, individually and collectively, engage with the need to be employed and the need of
organizations the employ them.reference
Human resource strategies in the International Firm
According to C. Hendry (1994), we suggestedverb tense that as a firm becomes progressively more
internationalized, attention in Human resource managementcapitalisation problem can be expected to shift
1. from the selection of expatriaties and the management of their terms and conditions.
2. to training in preparation for assignments and their management through a formal career system
with personal development in mind, including the extension of this system to an increasingly
diverse and dispersed population.
3. to eventually, a broader educational effort to internationalize the organization at large.
As mentioned above, it is obviouslyword form that Human resource managementcapitalisation problem plays
an important part ofpreposition an international firm. There are many strategies that belong to Human
Resource Management can providerelative pronoun good ideas for developing a successful firm. For
example, Training, Cross-Culturalcapitalisation problem management and communication.
Training for the expatriate manager and spouse
According to R. Meacspelling(1994), appropriate training of the expatriate manager and spouse falls
into two broad areas:
* training to work in the new culture
* training to live in the new culture (Black, 1988 )reference
The expatriate manager who adjusts in one area does not necessarily adjust in the other, Training
should take into account both sets of needs.
Training and briefing may be needed in the six categories below, Some of them are related only to
working in the new culture, others are related to both working and living.
Training Programs
As R. Mead (1994)reference mentioned, the alternatives of training programs for the company are to
*Contractcapitalisation problem out cross-cultural training to consultant
*make this an in-house responsibility of the training department.
*Training must depend or the organization's strategy and policies, and have clear goals.
Training local staff
In addition to training inpreposition management level, local staff also need some trainings that enables
them to operate at maximum efficiency when dealing with expatriatedword form headquarters staff.
Subsidiaries usually want the applicants for local managers should haveverb form reasonable fluency in
the language of the multinational, such as English. And local-managers tend to "self-select" their
foreign employersvocabulary mistake. But that may not be sufficient, and headquarters may decide that
local managers would benefit from further language training and a deeper understanding of the
cultural values practiced in the national environment of the headquarters.
This training may be provided locally, for instance on a formal classroom basis, or by rotating local
managers back to headquarters thesesentence error: run-on sentence can be a useful incentivenumber of noun to
performance.
Training local managers in the headquarterspunctuation language and culture may be more economical
than training headquarters staff in the local language and culture, because the headquarterspunctuation
managers just stay in subsidiaries for a short-term.
On the other hand, training local staff for some firms might becomes a problem and that is the more
skill the local managers grow in operating within the national culture of the headquarters, the wider
opportunitiessentence error: incomplete sentence for finding alternative employment with the firm's
competitors.
Also, the power distances between senior and junior staff will cause problems of involving persons
of different rank in the same training program. Senior managers may feel that they lose face by
being seen to be trained and may have to be trained off premises perhaps on a onvocabulary
mistake-to-one basis by a trainer of comparative age.
Cross-culture Management
defining culture
According to R. Mead (1994reference) , Wecapitalisation problem can define Culture asphrase construction:
- culturephrase construction includes systems of values
- a culture is particular to one group and not others
- it is learned and is not innate; it is passed down from one generation to the next
- it influences the behavior of group members in uniform and predictable ways
Why is Cross-cultural Management important
Nowadays, as business becomes international, multinational companies operate their branches on an
international basis. This growth in multinational operations reflects wider political and economic
ties, the structure of multinational trading blocks, greater ease of transportation and the
development of communications. This means the manager has to deal with people from different
culturenumber of noun. The manager must develop skillnumber of noun and strategies for interacting with
people chosespelling behavior is influenced by their culture. If the manager is unable or unwilling to
deal with members of another culture, it wouldverb tense obstruct the development of business.
Managing Cultural Diversity
When the workgroup includes representativenumber of noun from different cultures. We can explain the
opportunities and difficulties of cross-cultural management by the management of cultural
diversity in this group.
The successful management of diversity brings economic benefits. As
R.Mead(1994reference)mentioned, cultural diversity presents major opportunities for synergy. The
term "synergy" refers to the out put of two or more individuals or groups working in cooperation
when this is greater than the combined output of their working separately. The mixed-culture
group provides a chance in which synergetic cooperation is possible. Members contribute a
synergetic cooperation is possible. Members contribute a wider range of educational professional,
and cultural experiences than they would to a single cultural group. In appropriate circumstances
they are more successful.
*He also mentioned that the group is more likely to be synergistic when members:
•value the exchange of alternative points of view
•tolerate uncertainty in group processes
•cooperate to build group decisions
•respect each others' experiences and share their own
•we the exposureunclear to others' cultural values as a positive opportunity for cross-cultural learning
•can overcome the misunderstandings and inefficiencies that result from members of different cultures
working togetherpunctuation
Communication
Communication is a process at the organization to keep management and employees informed about
a variety of relevant matternumber of noun. For example, it is important for management to let people
know about the mission statement, if there is one, and the objectives of the company. Also people
are informed of what is expected of them in their performance, and how changes in the strategic
direction of the company are likely to affect their jobs. It is also important to give employees the
opportunity to communicate with management so that their reaction to proposal put to them is
known. Good communication helps to promote the involvement of employees in making decision
and can improve the individual's identification with the organization, which in turn can lead to
improved performance.
Communication can be divide into two parts: downward communication and upward
communication. Both of them are quite important.
According to Torrington and Tan (1994), downward communication is important because:
•it ensures that decisions are put into action.
•it ensures that actions are consistent and coordinated.
•costs are reduced through fewer mistakes being made
•it can stimulate commitment from employees and a resulting better service to customers.
Upward communication is important for the following reasons:
•it helps managers to keep more in touch with employees' attitudes and values.
•it can alert managers to potential operational problems and often with workable solutions to the
problems.
•it can provide managers with the information that they need for decision making.
•it increases the level of employee participation and contribution.
•it provides some feedback on the effectiveness of downward communication and ideas on how it may be
improved.
Barriers to communication
It is the listener or reader who determines the extendvocabulary mistake to which the message is understood.
What we hear, see or understand is largely shaped by our own experience and background, so instead of
hearing what people tell us, we hear what our minds tell us they have said- may be differentrelative pronoun.
Therefore, some barriers are caused.
McKenna and Beech suggested that barriers consist of the following:
•the message is distorted because of the use of unsuitable language.
•the message does not get through because of interruptions due to physical noise or psychological noise.
•the message is interpreted selectively by the receiver.
•the receiver of the message arrives at a conclusion prematurely, or becomes defensive as a result of
being insulted by what has been said.
•difficulties arise owing to an overload of information in the message.
•the sender of the message is in the dark as to the views of the receiver because the sender misinterprets
the feedback or gets no feedback from the receiver.reference
Way of communicating
There are numerous communication media: speech, non-verbal communication, writing, audio, visual and
electronic means. For each of these, there are a variety of methods of communication, which can be
employed in organizations.
Team briefing is a method of face – to – face communication in groups. The leader of the group provides
up – to – date organizational information, with explanation and rationale and the group members are
able to ask questions. Townley(1989) suggests that team briefing is probably the most systematic
method of providing top – down information to employees.
Team briefing offers the opportunity for employees to interact in the process of clarifying and
understanding decisions and policies. These are an examplenumber of noun of a more direct form of
communication.
Statistics
3
ARTICLE - you have made a mistake with the use of the article ( ie a, an, the or
zero) with a noun or noun phrase. First check that you know whether the noun is countable
or uncountable, and singular or plural
3
MARKER/CONNECTIVE - you may have used the wrong one, or not used one
where it is needed, or used one incorrectly
3
UNCLEAR - the reader does not understand what you are trying to say here
6
PHRASE CONSTRUCTION - you have used the wrong construction after the
verb/noun/adjective/adverb; for example, you might have used 'to' instead of 'that', or an
'-ing' form instead of 'to' etc
9
PREPOSITION - you have used the wrong preposition, or the preposition is missing,
or you don't need a preposition
6
PUNCTUATION - punctuation mistake. For example, you may have used a comma
when it is not necessary, or a capital letter is required.
6
REFERENCE - you have made a mistake in how you refer to something previously
mentioned. You may have used the wrong word to do this; or it may not be clear what you
are referring to, or the referent (= the thing you are referring to) may be too far away; or a
pronoun is needed
3
RELATIVE PRONOUN - you have used the wrong relative pronoun form (who,
which, that, where, whose, preposition + who/which, zero relative); or you have used it
incorrectly; or a relative pronoun is needed.
1
SENTENCE ERROR: COMMA SPLICE - you have incorrectly joined two main (or
independent) clauses with a comma. You need to make two separate sentences, or use a
different connective or marker to join the clauses.
6
SENTENCE ERROR: INCOMPLETE SENTENCE - there is no main verb. Check
whether you have used the wrong kind of logical marker at the beginning of your
'sentence'.
1
SENTENCE ERROR: RUN-ON SENTENCE - your 'sentence' consists of two main
clauses not properly connected. You may need to put in a full stop to make two separate
sentences
14
NUMBER OF NOUN - you have put a word in the singular when it should be plural,
or vice versa. Or perhaps the noun is countable and you thought it was uncountable, or
vice versa. Check that you have used the right article, as well.
2
SPELLING - the word is wrongly spelled.
8
VERB TENSE - you have put the verb in the wrong tense eg present instead of
future, or continuous instead of simple.
2
VERB FORM - you have used the wrong form of the verb. For example, singular
instead of plural, infinitive instead of -ing, wrong auxiliary, passive instead of active or vice
versa, etc.
6
VOCABULARY MISTAKE - you have used the wrong word. Check in the dictionary.
9
WORD FORM - you used a word in the wrong form. For example, you have used
the adjective form when you should have used the noun form, or adverb instead of
adjective etc.
3
WORD ORDER - you have written a group of words in the wrong order. Re-arrange.
7
CAPITALISATION PROBLEM - you have mixed up lower and upper case spelling.
1
SPACE PROBLEM - you have put a space where there should not be any, or a
space is missing.
Negative total: 99
Positive total: 0
Feedback (1)
Dear Conny,
Thanks for your first version. In order to improve it, please consider the following:
1. add a cover page, a table of content, a conclusion and a bibliography;
2. add more specific references to your text. A lot of paragraphs look like they copy
more or less what the authors say. You need to clarify whether you are quoting or
paraphrasing/summarising and indicate by appropriate references.
3. consider the language comments and notes made.
Best wishes
Norbert