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Submitted by:-
Poorva Isha – MBA- HR ( B-03)
Harshita Mathur- MBA-HR ( B44)
ABOUT WALMART
Geographical Issue
Japan is a small country with limited spaces.
Small housings and apartment sizes,
with high rent prices means that
Japanese would need to minimize their purchases.
Cultural and demographic
Aging population
Japanese tends to prefer quality over low prices
High entry barriers for foreign retailers
Strong bond between manufactures and wholesalers so price
controlled by them.
Several small purchases.
High operating costs, especially because of the prices of rent and
buildings in general.
Inability to apply original supply chain model
Negative public image
CULTURAL ISSUES IN SOUTH KOREA
1998, Walmart entered South Korea
decided to leave the country in 2006.
Like in Germany, Walmart failure in
South Korea was due to many aspects
especially cultural differences as their
management team did not take into
consideration these characteristics of
the country.
It is fair to claim that Walmart did not
do sufficient research or intercultural
training before implementing in South
Korea.
The inter cultural communication was
also brought in; due to the fact South
Korea and the United States have both
different communication language
and style.
REASONS OF FAILURE IN SOUTH KOREA
It enables to see the differences and similarities the United States and South Korea have in
terms of national cultures and allows to better understand Walmart’s failure.
Power distance: South Korea has a hierarchical society meaning that they tend to agree with
the hierarchical order without further explanation.
Collectivism Vs. Individualism South Korea is regarded as a collectivistic civilization; and loyalty
is important for them. Walmart imposed its own individualist style.
In the Uncertainty avoidance, South Korea’s uncertainty avoidance is higher than United
States’. In South Korea, people feel that they need to work hard and have rules; while in the US
they only work hard when needed.
CHALLENGES RELATED TO IHRM
Coordinating market, product, and production plans on a worldwide basis
Creating organization structures capable of balancing centralized home-office
control with adequate local autonomy
Extending HR policies and systems to service staffing needs abroad
Compliance with Laws and Regulation
Management changes
Leadership development
Workforce training and development
Adaptation to innovation
Compensation
Understanding benefit packages
THANKYOU