International managing across cultures
Business must have a social purpose; business concerns must discharge social responsibility and social obligations and have social commitment. Otherwise, business cannot enjoy social sanction. There are a host of factors like social values, culture, beliefs, tradition and convention, social attitudes. The lack of local entrepreneurial activity is a big drawback for fast industrial development in Singapore. When compared among 34 nations on entrepreneurial inclination, Singapore’s rank is pretty low Entrepreneurial activity is not regarded as a good career prospects.
In spite of government initiatives and incentive there is not much change. Society itself has to balance the achievements and aspirations of various individuals, groups, communities and institutions. No business can survive and grow without social harmony. Different countries, over different time periods, attain social harmony and order of different forms, through different ways and means. (Bean, R. 1999) Climate for Doing Business The term “climate” refers to the totality of all the factors which are external to and beyond the control of individual business enterprises and their managements.
This furnishes the macro-context; the business firm is the micro-unit. The environmental factors are essentially the “givens” within which firms and their managements must operate. For example, the value system of society, the rules
Singapore as on today is stable, both economically and politically. The per capita GDP is high, currency and prices are stable and all round positive environment to establish business operation. (Pfeffer. , 1994) Q 2 Things That Motivates HR in Singapore Human Resources is a strategic approach to the growth, development and management of the increased responsibility of human resources. It is a specialized field that attempts to develop an appropriate corporate culture, and introducing programmers which reflect and support the core values of the enterprise and ensure its success.
Employees in Singapore prefer that the individual should grow in the field, they must achieve in the organization and further with the growth there should be increased responsibility. Money and job security is at the bottom of their priority where they are working. HR always looks forward to what needs to be done and then doing it rather than waiting to be told what to do about recruiting or training people or dealing with employee relations problems as they arise.
The techniques for the application of HR will include many familiar functions such as manpower planning, selection. Performance appraisal training and management development. (Kaplan , P. L. ,1997) There are three meanings attached to the concept of HR. In the first place, persons in an organization are regarded as a valuable source, implying that there is a need to invest time and effort in their deve1opment. Secondly, they are human resources which means that they have their own special characteristics.
Some of these factors can be and quantified, while others can be only referred to in qualitative terms. The environment of business is an extremely important phenomenon. (Smith, B. D. 1996) The approach focuses on the need to humanize organizational life and introduce human values in the organization. And thirdly, human resources do not merely focus on employees as individuals but also on other social realities, units and processes in the organization. (Aswathappa K. , 1997)