Assignment First

加拿大蒙克顿论文代写:跨国公司运营

作者只考虑了在中国经营的许多外国跨国公司中的四家跨国公司。具体而言,四家公司进行研究并将这些结果应用于其他公司是不正确的。这是因为每家公司都不同,并且具有不同的运营和扩张条件。这家国际公司也与中国和公司起源国家之间的社会纽带相关联(Ellis,2011)。因此笔者也没有考虑到中国与其他国家的国际关系,特别是公司的起源国。这篇文章并没有提到一些影响外国和本土公司运营的外部因素。作者没有考虑到文化对组织绩效的影响,尽管它遵循母国的单一政策。中国的文化与西方不同,正如员工一样,他们与下属和上级的关系与西方存在着不同的方程(Briscoe et.al,2009)。这导致了不同的人力资源政策,以适应这种在西方可能不会出现的共同行为。

加拿大蒙克顿论文代写:跨国公司运营
作者也没有提及任何有关组织类型的问题,因为不同的组织需要不同的人力资源政策(Stahl and Bjorkman,2006)。一家制药跨国公司可能需要与汽车公司不同的人力资源政策>如果这些因素也影响公司业绩,则不能强制只将人力资源政策归咎于公司业绩。除此之外,该文章并没有对所研究公司所采用的产品增强和服务改进方法产生任何负面影响。

加拿大蒙克顿论文代写:跨国公司运营

The author only considered four multinationals out of many foreign multinational that is operating in China. So specifically speaking, taking four companies in a research and taking those results to be applied to other firms is incorrect. This is because every firm is different and has a different set of conditions on which they operate and expand. The international firm is also tied by social ties which are between China and the country of the company’s origin (Ellis, 2011). Thus the author also did not take into account the international relations of China with other countries, especially the country of the company’s origin. The article has not also mentioned several external factors which consistently affect the foreign and local firms operations. The author did not take into account the effect of culture in the organisations performance, even though it is following a single policy of the parent country. Culture in China is different than the West, just like the employee and their relationship with their subordinates and their superiors have a different equation to what is present in the west (Briscoe et.al, 2009). This results in a different HR policy to accommodate such common behaviours which may not be seen in the West.

加拿大蒙克顿论文代写:跨国公司运营
The author also does not mention anything regarding the organisation type as different organisations require different HR policies (Stahl and Bjorkman, 2006). A pharmaceutical multinational may require a different HR policy than an automobile company> if these factors also affect the firm performance, the blame of HR policy alone on firm performance cannot be forced. In addition to this, the article does not give any negative effect of the product enhancement and service improvement methods adopted by the companies being researched.