MGT4162 Managing the Multinational Organisation

As it has been discussed that Apple faced a major challenge in China with their human resource management due to lack of effective approach in their recruitment process, I agree to this view of the author. This is because, reports shows that the firm aims to implement organizational culture with accordance to the Western companies, which is highly ineffective in China or any other Asian countries (Harzing and Ashley Pinnington (eds.) 2014). Further, the author also elaborates over the fact that recruitment process includes analysis of the right calibre and right qualification of an employee to fill the vacant positions. According to Bieler and Lee (2017), Apple gains a competitive advantage with minimised labour cost in China due to which, the firm is able to multiply their profits every year.

As pointed out by the author, cultural dimension in China reflects their overall development. Hence, analysing the cross-culture practiced in this country, it can be observed that the Chinese practice masculinity culture shifting from collectivist culture (Jackson, 2002). Hence, I agree to the argument provided by the author as most of the Chinese companies are faced with issues regarding gender imbalance and workplace diversity. Highly masculinity in work culture has negatively influenced their innovative approach and creativity (lles and Zhang 2013). Further, as discussed by the author, it can be observed few technology companies of China might be interested in raising issues related to gender imbalance and workplace diversity, however it might not create a positive outcome in the short term.

On the other hand, studies show that Apple is highly concerned in expanding their employee base in China as the concerned nation is considered as one of the largest consumers of electronic markets. In addition to that, Apple Inc., is studied to have recruited more than 13,600 workers in China by the end of fiscal year (2018). As it has been discussed by the author that Apple faced lack of skilled labours in China which further resulted in lack of workplace diversity, is supported by various reports. Further, masculinity culture of China has resulted in several challenges for the workers due to which, Angela Ahrendts was forced to resign from the firm. This reflects the challenge witnessed by Apple Inc., in their employee recruitment and retention in China.

Another study states that participation of female labour in China is comparably less than any other Asian countries (Bieler and Lee 2017). Further, the author also added that the employee recruitment and selection in Apple Inc., is improving slowly due to the recent changes implemented by Tim Cook (CEO of Apple Inc.). On the other hand, government approach in China towards training the female employees or labours are slowly improving. It is even reflected in the discussion presented by the author where it is mentioned that the country has improved female participation by 63% in 2017 (Bieler and Lee 2017). As a result, it can be assumed that Apple might be able to overcome the potential risks present in the market.

References

Bieler, A. and Lee, C.Y., 2017. Chinese labour in the global economy: An introduction. Globalizations, 14(2), pp.179-188.

lles, P. and Zhang, C. (2013) International Human Resource Management: A Cross Cultural and Comparative Approach. London: CIPD. Chapter 1-5, 7-9, and 13-20.
Recommended:
Harzing A. and Ashley H. Pinnington (eds.) (2014) International Human Resource Management (4th ed), London, Sage.
Jackson, T. (2002) International HRM: A Cross-Cultural Approach, London: Sage.
Muller-Camen, M, Croucher, R, and Leigh S. (eds.) (2008) Human Resource Management: A Case Study Approach. London: CIPD.

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