****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:
1. International Initiatives to Criminalize Foreign Bribery
International projects to criminalize foreign bribery have gained traction recently, reflecting a developing international consensus on preventing corruption in global enterprises. These efforts, spearheaded by groups like the Organization for Economic Cooperation and Development (OECD), intend to create a degree playing vicinity for businesses working across borders. The OECD Anti-Bribery Convention has been instrumental in promoting the adoption of anti-bribery prison pointers among member nations (Brewster, 2017). These tasks are commonly viewed definitely as they sell moral commercial enterprise practices and honest opposition worldwide. However, annoying conditions remain concerning regular enforcement and the various stages of willpower amongst one-of-a-kind nations.
2. MNE Actions to Reduce Terrorism Risks and HRM Roles
Multinational companies (MNEs) face particular, disturbing situations in mitigating risks associated with terrorism, requiring techniques that bypass conventional checklists and systemic analyses. To lessen those dangers, MNEs can take numerous proactive measures. Developing robust crisis control plans that account for numerous conditions is essential. Enhancing information safety features to guard touchy information and communications can assist in stopping capability threats. Fostering exquisite relationships with community groups in high-danger areas can offer precious intelligence and assistance (Czinkota et al., 2010).
Human Resource Management (HRM) is critical in these threat reduction techniques. Implementing thorough worker screening techniques can assist personnel in becoming aware of capability safety risks. Providing complete protection consciousness education to all personnel, particularly those strolling in high-hazard regions, is vital. Developing expatriate assistance systems that cope with bodily and mental well-being can also contribute to standard safety (Czinkota et al., 2010).
3. IHRM Activities for Médecins Sans Frontières in Bangladesh
In the context of Médecins Sans Frontières (MSF) sending a clinical crew to Bangladesh, numerous International Human Resource Management (IHRM) sports are pertinent. Cross-cultural education for team individuals is vital to make certain powerful communication and cultural sensitivity. Conducting thorough hazard assessments and supplying safety briefings that are precise to the Bangladesh context is important for team protection. Developing community hiring and schooling techniques can decorate the organization’s effectiveness and integration with the region’s population. Given the complicated nature of humanitarian work, imposing stress control and help applications is important. Finally, growing repatriation and re-getting the right of entry to protocols allows manipulation of crew members’ transition back to their home international locations (Fee et al., 2013).
These IHRM activities are vital in humanitarian missions, where the running surroundings may be complex and unpredictable. The effectiveness of these sports can appreciably impact the assignment’s success and the well-being of the institution participants. As Dabic et al. (2015) note, the evolving nature of worldwide mobility and expatriate control calls for organizations like MSF to constantly adapt their IHRM practices to meet the annoying running conditions in numerous and often challenging environments.
Addressing overseas bribery, mitigating terrorism dangers for MNEs, and managing global humanitarian missions require modern-day global control and human resources methods. These challenges spotlight the complicated nature of world corporations and humanitarian operations in the twenty-first century, emphasizing the need for ongoing research and the creation of desirable practices.
-Marlon
References
Acorn, E. (2021). Law and Politics in FCPA Prosecutions of Foreign Corporations. Revista Direito GV, 17, e2124.
Czinkota, M. R., Knight, G., Liesch, P. W., & Steen, J. (2010). Terrorism and international business: A research agenda. Journal of International Business Studies, 41(5), 826-843.
Dabic, M., González-Loureiro, M., & Harvey, M. (2015). Evolving research on expatriates: What is ‘known’ after four decades (1970–2012). The International Journal of Human Resource Management, 26(3), 316-337.
Fee, A., McGrath-Champ, S., & Liu, H. (2013). Human resources and expatriate evacuation: A conceptual model. Journal of Global Mobility, 1(3), 246-263.
