Chapter 3:
1. What type of HR organization best fits with global, multinational, international and transnational organizations?
There are many types of HR organization just like there are many types of organizations. Some types of organizations are global, multinational, international and transnational. To understand which HR organization best fits each type of organization you must know what each organization does. What they are made up of and what is the purpose and goal of each type of organization.
The definition of a global organization from our text is an organization that operates on a global scale(Thomas, D.C. and Lazarova, M.B. 2014.) An example of a global organization is the World Health Organization. Which an organization which is in charge of directing health authority within countries that are part of the United Nations. The World Health Organization is an organization that operates globally and has a goal of getting aid and medical assistance to all who need it. The organization has a large number of employees that come from all over the world and also help people of many cultures. A multinational organization is one that has to do business in multiple environments and they all need to be controlled(Thomas, D.C. and Lazarova, M.B. 2014.) This usually means the organization has many subsidiaries in multiple countries. An example of a multinational organization is Coca-Cola which is headquartered in Atlanta, Georgia but has many bottling plants and subsidiaries all over the world. Many consulting firms are multinational organization like Accenture which is also headquartered in the United States of America but has many offices around the world.
International organizations are organizations that have international membership or an international scope(Thomas, D.C. and Lazarova, M.B. 2014.) These organizations like the global and multinational organization have a global impact. An example of an international organization would be the United Nations. The reason being it has international membership, has an international scope and an international presence. Even though it is made up of many appointed individuals from all over the world the United Nation still employees people and needs HR and this is why I used it as the international organization example.
Transnational organization are organizations that has many local sites that are located all over the world. The main difference between transnational organizations and the others listed above are that a transnational organization does not adhere to the common practice of having a home base or an official headquarters. Transnational organization do this because the local sites focus on the local market. World Teach is an example of a transnational organization. All though there is a headquarters each area of the world that has teachers stationed from the organization focus only on the local area they are. They learn the customs and the language and help teach the under privileged of the area.
Each of these organization types have similarities of being worldwide and having international factors. They still have different HRM needs and operated differently. The best HRM for these organizations is as follows. Are book states in chapter 3 that global organization need an global HRM that is centralized and dependent with the main role of global HRM of implementation(Thomas, D.C. and Lazarova, M.B. 2014.) Multinational organization need an HRM that is decentralized and independent with a role of influencing(Thomas, D.C. and Lazarova, M.B. 2014.) International organization need a global HRM that is centralized and dependent with a role of being the process champion(Thomas, D.C. and Lazarova, M.B. 2014.) Transnational organizations need a global HRM that is decentralized and interdependent with a role of coordination and integration(Thomas, D.C. and Lazarova, M.B. 2014.)
Chapter 4:
1 Explain how the process of re-contextualization changes the meaning associated with an HRM policy or practice. Can you provide some examples from the workplace?
Re-contextualization is another method of transferring a Human Resource Management process and practices across the global organization(Thomas, D.C. and Lazarova, M.B. 2014.) What makes Re-contextualization different than just transferring a HRM policy and practice to another part of the global organization is that the HRM policy and practice is not simply rejected or accepted(Thomas, D.C. and Lazarova, M.B. 2014.) Re-contextualization re formats it and makes it a new. The HRM policy and practice would be modified and take into account the cultural differences of the home office and the global site the policy is being transferred to. The power point had an amazing cartoon that depicts what could happen an organization doesn’t take cultural environment into account when transferring policies. Walking the plank works when you are on a ship in the middle of the Caribbean but if you are in the desert it is not effective at all. The mentality of well it worked before or I have always done it that way is death sentence when working with and trying to get a global reach for a company. For example when the company I work for was operating in Canada they had same pyramids as they are called as the rest of the organization. Inside those pyramids they have groups that are task with a particular job. What I do for the company was the same as what my counterpart in Canada did for that headquarters location. Same title same best practices same job. One thing that differed was that in Canada for reasons I did not know then or now after I and other coworkers asked our direct leadership and we only got the well in Canada answer. Is that the Canadian team were all exempt level employees and we were all non-exempt employees. It may not seem like a big difference or a big deal but the company I work for looks the exempt level and non-exempt employee differently it is a workplace culture thing and obviously having the same policy of what I do being non-exempt level work in Canada would not work so they switch the policy for that role just in the Canadian market.
2 Outline the possible patterns of diffusion of an HRM practice. What factors would be likely to generate each pattern?
Our text book mentions eight possible patterns of diffusion on an HRM practice. The eight possible patterns are flow, all-together, horizontal, smorgasbord, strict reverse, re-import, chain and multisource(Thomas, D.C. and Lazarova, M.B. 2014.) The pattern of multisource might take place if more than one site introduce a similar practice at the same time and then it is picked up by the rest of the organization. The chain pattern might happen if when a subsidiary diffuses a process form another subsidiary and it keeps trickling through the organization until it reaches the parent company. Re-import pattern might happen when a policy is started by the parent but a subsidiary tweaks it and makes improvement to it and those improvements make it better for the whole company and that new process is then adopted by the parent company. Strict reverse pattern can happen when policies that are created for by subsidiaries go straight to becoming policies at the parent company. Smorgasbord pattern might happen with the a subsidiary creating a policy and then reporting its success to the whole organization and then the policy is adopted by choice of each other subsidiary and the parent company. Horizontal pattern might occur when on subsidiary makes a change in HRM policy and it is noticed and adopted by another subsidiary. All-together pattern happens just like it sounds when all subsidiaries create HRM policies that are problem specific and then they are adopted in that whole region. Flow pattern might happen when a practice from a subsidiary is adopted by the parent company and then rolled out to all the other subsidiaries in that global organization.

References
Thomas, D.C. and Lazarova, M.B. (2014) Essentials of international human resource management. Thousand Oaks, CA: SAGE Publications.