Research Paper on:
Overland HRM Case Study

Unformatted Sample Text from the Research Paper:
There are a number of policy changes that would help the business adjust and gain more co-operation from their subsidiaries abroad due to the different cultural paradigms. To consider which  changes may be beneficial the use of a model such as Hofstedes Model. This model is based in research conducted between 1967 and 1973 with results from more than 100,000  individuals spread over 40 different countries and is used to look at cultures and the different dimensions of culture, starting for four dimensions with a fifth added at a later  date. This model appears apparent if we look at the way in which culture is seen with this model and consider the  problems faced by Overland. Hofstede, looking at culture from a national dimension takes an holistic view, arguing that "mental programs in people in general, and values and culture in particular"  (Hofstede, 2003). Furthermore that the culture is "the collective programming of the mind that distinguishes the members of one group or category of people from another". It is with this  difference we can look to how culture may be important when it comes to communication, as it is the differences between different groups of people an important element of the  way in which HRM strategy can be spread. Originally Hofstede identified four different dimensions; power distance, individualism /collectivism, masculinity/femininity and uncertainty  avoidance later adding long term orientation which can be considered not only in the levels or balance between the dimensions that are seen, but also in the ways they manifest.  The first areas were a policy change could be implemented concerns the power distance relationships and the creation of a policy where there