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Study the Case of Wolfgang

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Study the Case of Wolfgang's Balancing Act

International HRM
‘Wolfgang’s Balancing Act’ Case Study Task 1
Cultural contingencies that shape employee behavior in Healthcare
As the world becomes more interdependent, the business and the process of doing business are exposed to many, continuously changing dimensions, structures and opposing forces. In a global environment, culture is a critical factor whereby the process of advancing cultural intelligence and international cultural competence would be the deciding element for the success of managers and leaders especially those who perform human resource (HR) functions.
Within the cultural context, common elements are to be found including shared and dynamic nature surrounding norms, values and beliefs which are expressed through different behaviors, artifacts and interactions. It is necessary then for HR managers like Wolfgang to fulfill profitable relationships vested on the capability to reconcile cultural dimensions of pay systems from the headquarters to subsidiaries.
Within Healthcare, there are economic, political and cultural forces that are influencing the operation. As part of the external environment, there is the need forHealthcare to align national cultural values of thesubsidiaries with that of the organizational work culture. There are culturally indigenous and culturally alien practices within any organization that shape the actions and performance of the employees.
Culture is considered as the lens through which motivation occurs. Motivations to do work differ greatly across cultures hence whey employees are subjected to within-culture and between-culture workplaces the level of performance is significantly different as well. Cultural backgrounds of the employees largely define the personal work values of the people, and this is evident in the case of Japanese workers as well as the

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