****hello writer, please respond to the classmate discussion post (copied and pasted down below). for reference & context, i added this weeks lecture, discussion questions, and powerpoint for weekly readings***
Welcome to Week 8, Ethics, Security, and Terrorism in IHRM
The complexity of international human resources management suggests the organization should meet the constituency needs and be responsible on ethics issues. So, it is necessary to analyze the ethical and social responsibility issues that arise in IHRM practices.
Managers involved in international business activities face many of the some of the same ethical issues as those in domestic business, but the issues are made more complex because of the different environment.
Since 9/11, organizations have been concerned with Homeland security war on local and international terrorism and destruction from natural disasters to kidnapping threats, to the employee privacy act. Organizations (MNCs) must be better prepared to address the full range of threats that expatriates working globally may face.
IHRM is responsible for recruiting good employees on an international level, as many employees came from different countries and different cultures. So, that their thinking level and behaviors may be very different from the local staff. This becomes a challenge for the IHRM practices to manage the human resource, where training and measures must be set in place.
Week 8 Discussion Questions:
What is your view of international initiatives to criminalize foreign bribery?
Beyond checklists and systemic analysis, what actions can MNEs take to reduce risks related to terrorism? What roles can HRM take in these processes?
What IHRM activities would be pertinent to the sending, by Médecins Sans Frontieres, of a medical team into a country such as Bangladesh?
****THE CLASSMATES DISCUSSION POST:
Hello Professor and class,
International initiatives to criminalize foreign bribery are crucial in promoting ethical business practices and ensuring a level playing field in the global market. Organizations such as the Organization for Economic Co-operation and Development (OECD) have been instrumental in establishing frameworks to combat foreign bribery. The OECD Anti-Bribery Convention, which has been adopted by 44 countries, mandates that participating countries make it a criminal offense to bribe foreign public officials (OECD, 2019). This initiative is complemented by national legislations like the U.S. Foreign Corrupt Practices Act (FCPA) and the UK Bribery Act, which impose strict penalties on companies and individuals involved in bribery. These efforts are essential in curbing corruption and fostering transparent business environments.
Multinational enterprises (MNEs) face significant risks related to terrorism, which can disrupt operations and endanger employees. Beyond checklists and systemic analysis, MNEs can take several proactive measures to mitigate these risks. First, they can invest in comprehensive security training for their employees, focusing on situational awareness and emergency response procedures. Second, MNEs should establish robust crisis management plans that include detailed evacuation procedures and communication protocols. Additionally, forming strategic partnerships with local law enforcement and security agencies can enhance threat detection and response capabilities (Fay, 2011). Regularly updating these plans and conducting simulations can ensure that employees are well-prepared to handle potential threats.
Human Resource Management (HRM) plays a pivotal role in mitigating risks associated with terrorism and other security threats. HRM can develop and implement policies that prioritize employee safety and well-being. This includes conducting thorough background checks during the recruitment process to prevent the hiring of individuals with potential security risks. HRM should also oversee the training programs that educate employees on recognizing and responding to security threats (Jiang, Lepak, Hu, & Baer, 2012). Furthermore, HRM can establish support systems, such as counseling services, to assist employees in coping with the psychological impacts of terrorism-related incidents.
When Médecins Sans Frontières (MSF) sends a medical team into a country such as Bangladesh, several International Human Resource Management (IHRM) activities are pertinent. Firstly, IHRM must ensure the proper selection and preparation of the medical team. This involves selecting individuals who are not only medically proficient but also adaptable to challenging environments. Pre-departure training on cultural sensitivity, security awareness, and local health issues is crucial. Secondly, IHRM must facilitate the necessary legal and logistical arrangements, such as obtaining work permits, visas, and securing accommodation (Tungli & Peiperl, 2009). Additionally, providing continuous support and ensuring effective communication channels between the team and headquarters are essential to address any emerging issues and maintain morale.
-Jane
References:
Fay, J. J. (2011). Contemporary Security Management. Butterworth-Heinemann.
Jiang, K., Lepak, D. P., Hu, J., & Baer, J. C. (2012). How does human resource management influence organizational outcomes? A meta-analytic investigation of mediating mechanisms. Academy of Management Journal, 55(6), 1264-1294.
OECD. (2019). OECD Convention on Combating Bribery of Foreign Public Officials in International Business Transactions. Retrieved from
Tungli, Z., & Peiperl, M. (2009). Expatriate practices in German, Japanese, UK, and US multinational companies: A comparative survey of changes. Human Resource Management, 48(1), 153-171.
