September 6th to 10th
October 25-29
Dear students, for this weekly forum we will discuss about: MEXICAN NEGOTIATOR You must answer one or both questions with a response of at least 200 words and using at least one reference in APA style. A) How can you define the mexican negotiator in your own words? B) Which are the opportunity areas of the mexican so we can compete strongly in the international environment? Remember that our deadline is Friday, October 29th before 11:59 pm. :) PUT YOUR NAME AND LAST NAME IN YOUR ANSWER.
Rodrigo Avila
ResponderBorrarIt is well known that people around the world have different religions, cultures and different way of doing stuff, and the way they work is not an exception, for example Chinese people like to make everything with the most perfection as possible, Indian people are most likely to do the stuff with a lot of intensity, so that’s why I think that if you hire people from other parts of the world you have to expect that the work they do is most likely to not be the way you want it to be, by saying things I’m not saying that it is going to be a bad quality work, it just may not be the kind of work that we are all used to see.
For starters you must have a great induction to the new employees, you must have to make him feel in a safe and passive environment, you have to introduce him to his new job and make him know what his position is. You must introduce him to the team and make him feel welcomed. If you don’t give your new employee a good induction, he is probably misdo his work because he does not feel confortable.
people-admin. (2016, January 12). EMPLOYEE INDUCTION – 1st step of welcoming new employees. Peopleworks. https://www.peopleworks.in/cloud-hr-software/employee-induction/
Daniel Martinez
ResponderBorrarThere's a lot of responsibilities that come with hiring an employee from another part of the world, it's mostly that cultural diversity can affect the workplace in numerous ways. Starting off by the bad things that come with it are problems of miscommunication not everyone would have perfectly studied your native language, as well as dysfunctional adaptation behaviors that might take a time for the employee to adapt to his new environment. I think this has pros and cons, but it could be good for any business just to create a more diverse environment with different ideas, working habits and everyone would learn something from each other, all the problems or difficulties that might come with it are not that problematic, it’s just matter of time and adaptation for the employees but at the end it would be a good strategy to keep your business environment moving and with a lot more interactions than before. Martin, G. C. (2014). The Effects Of Cultural Diversity In The Workplace. Journal of Diversity Management (JDM), 9(2), 89–92. https://doi.org/10.19030/jdm.v9i2.8974
Patricio Lübcke
ResponderBorrarYes it can impact when a company hires people from other places, for good or bad it can impact, many times the opportunity of bringing people from outside can be huge, hiring them it can open the door to new ideas and fresh ideas, Culture is as important as your business strategy because it strengthens or undermines your goals. When hiring people they will always want to see how is the environment, having an environment where it is so open to other cultures will make them feel more comfortable when working. The cultures with other traditions tend to be more successful or become more financially successful than other companies, also people who tend to hire from outside tend to be more successful that could empower your employees to be better, to make good decisions, be more successful and act consistently.
The main aspects to consider what’s important at the moment to induce new people to the business is that they know the business, that they meet the personal that works in your business and how does it works, it’s important to be with them at the beginning so they feel the confidence and adapt quickly to their new role, it will do ensure efficiency and will reduce the risks. When you as a boss don’t induce the new people they won’t feel like a family, they won’t know how does everything works. Not doing the induction will do that the employers feel that they’re drowning, They might also feel as if they are wasting time trying to find out about the processes, systems and protocols that everyone else seems to know about, and are afraid to ask others. So, rather than see inductions as a waste of time, view a good induction program as a way to help people become productive faster.
Olivia, O( 2018, august 23) The Importance of Inducting New Employees to Your Workplace https://www.linkedin.com/pulse/importance-inducting-new-employees-your-workplace-olivia-o-neill
Tennille, Hall.(2020, July 22) Innovative hiring: The benefits of recruiting from outside your sector https://www.airswift.com/blog/innovative-hiring-recruit-outside-your-sector
Francesca Cariello
ResponderBorrarI believe that having diversity on your team can be a great opportunity for acquiring knowledge and cultural diversity on your business can help you go international because know you know by firsthand how people think on the other side of the world, however you may need to make some adjustments on how you normally work with your team, the reason of this is because normally you work in a certain way depending on how you where raised and what you know with your cultural traditions and more, an example of this are the festive days in which we don´t normally work an so, but having people from another part of the world come with their own traditions and beliefs like Hanukah and more that you have to consider as a matter of respect towards your employees.
Also as I mentioned before you normally act in a certain way because of what you belief and in that same way you run your business but sometimes with new people they are accustomed to work in another way, for this you have to understand that in the moment you hire them you are accepting them from who they are and obviously you won’t change the logistics of your whole business but you may do some adjustments for this people maintaining always the same values. (daytranslations, s.f.)
https://www.daytranslations.com/blog/culture-nuance-business/
Thalia Madrigal
ResponderBorrarWhen there is new employees in our company, we need to train them so they can be prepared and gain a significant competitive advantage and solve problems easily. You need to orientate the so they can have clear what is their position on the company. Provide information, as the benefits, responsibilities, tasks, show them the workplace, train them so they could go with the rhythm of the company and there would be a better performance. Also write everything and make them sign a contract, in case the is an inconvenient or misunderstood. This is important because if there isn’t a correct induction, the new employees would be lost and wouldn’t now what to do and they wouldn’t take the best advantage on their tasks, what would lead to a lower performance. The induction is beneficial for both you and your employee. It’ll save time and resources, an opportunity to get creative, your workers would feel supported and listened.
If I hire people from other part of the world, I think that is true that their traditions and beliefs could impact on the way we work together, this because they have other customs and may be something that is normal to you is disrespectful for them, or we both could make the things differently. To manage this thing we need to ask and investigate about their customs and how they are used to work, what is more convenient for the and make an agreement. I think it’s very important to respect each others opinions in order to coexist together in a friendly environment.
Reference: Tiffin, A. (2019, 3 septiembre). What is an induction? A guide for employers | citrusHR. Citrus HR. https://citrushr.com/blog/day-to-day-hr/what-is-induction/
Daniel Navarro
ResponderBorrarI believe that those difference could impact the company or project in a good way because of the different ways of working that they are, I would try to give those people the respect they deserve for being from another country by giving them the liberty to express what changes they feel could be better for the company.
The main aspects I would consider are important to mention to new people are the values and goals of the company in that way every one that's part of the company could be in the same page if we don do something like that we would be in a difficult position to get everyone involved to get the goal we are trying to achieve.
https://www.businessaustralia.com/how-we-help/be-a-better-employer/managing-people/how-to-induct-a-new-employee
Domenica Boehm
ResponderBorrarI personally think that working with people who have different traditions and beliefs can create new opportunities. Because it brings unique perspectives on how to solve problems, it enables co-workers to learn from each other, and it demonstrates that the company values fairness and equality among others. Furthermore, the Global Diversity and Inclusion Fostering Innovation showed in a report that 77% of companies had a positive outcome on their productivity because of the successes of their diversity program. By having diverse employees it increases the balance in the company, creating a clear diversity and inclusion policy will benefit the employees, they will be happier and more productive. However it could have its challenges such as lack of respect, racism and other intolerant attitudes that can turn into conflicts if companies don't demonstrate that any type of harm won't be tolerated. On the other hand, those differences can be manage by creating written policies about discrimination and the code of conduct. Also by providing sensitivity training employees can create a better place to work, to value the different points of views and understand their cultures and traditions.
Sawyer, K.(2021, September 8).The Importance of Cultural Diversity in the Workplace. Deputy.https://www.deputy.com/blog/the-importance-of-cultural-diversity-in-the-workplace
Seidy Ortega
ResponderBorrarSome aspects that I consider important to carry out an adequate induction for a new employee: Organizational chart, History, mission, vision and values of the company, Presentation of the products or services offered, Development plan, Aspects related to the labor contract, Internal rules and internal security. A good induction can determine the speed with which the new employee integrates into the company and the speed to reach his or her full potential.
Not having a correct induction could result in the following: lack of productivity, i.e., the employee could take a long time to develop and be able to work effectively. The company could have a low reputation, lose the new employee, also the top management will lose confidence with the workers thinking that the bad recruitment of one could have been repeated in more of them, and they will also lose confidence with the person in charge of that bad recruitment. The increased level of stress and perhaps even frustration over the affected results can alter the work climate. The Cost, that is, to the salary a person is being paid while his or her effectiveness will be reflected in a matter of weeks. And if we add the errors that can be caused and their due corrections, the cost could be of very high proportions.
Reference
AdM0nSt@ff1ng. (2020, 11 junio). Inducción del personal y su. . . Staffing Personal. https://www.staffingpersonal.com/induccion_del_personal/
Daniela Acuña Hernández
ResponderBorrarI think that if you hire people from other parts of the world, it would definitely impact the way you work with your employees. However, if you know how to manage cultural diversity correctly, you can benefit from it. Working with different cultures will help you learn and grow as a leader. To manage employees from different cultural backgrounds, employers need to understand their employees’ needs and values, as well as behavior patterns. Identifying and analysing the cultural characteristics, to reduce cultural conflicts will lead to cultural integration. This means that not only will they have better performance and engagement, but the work environment will be adequate.
New employees could be overwhelmed with everything they need to learn. That’s why, creating an induction program will make them feel more comfortable and have a better understanding of the business. It would also ensure that you have a knowledgeable, safe and productive workplace. I consider that the induction should cover at least an introduction to the business and colleagues, an overview of the organisational history, structure, visions, culture and values, the code of conduct, a job description, key dates and events, copy of their employment agreement, company handbook and HR manual, and a contact list of staff members.
Otherwise, if you have a poor workplace induction, the engagement will be poor too. Employees will not understand how to effectively do their jobs, which leads to a low morale and productivity among workers. It could also result in an increase in the business expenses and decrease in customers.
Effects Of Poor Workplace Induction Systems. (2019, August 5). Resolution. https://res.digital/poor-workplace-inductions/
Induction. (n.d.). Employsure. Retrieved September 9, 2021, from https://employsure.com.au/guides/hiring-and-onboarding/induction/
Lifang, L. (s. f.). The Cross-cultural Factors in the Business Administration. School of Foreign Languages, Wuhan University of Technology. Recuperado 9 de septiembre de 2021, de https://www.pucsp.br/icim/ingles/downloads/papers_2011/part_4/part_4_proc_68.pdf
Kaltenecker, E. (s. f.). Cross-Cultural Differences in Inclusive Leadership Perception and Application. Tecnológico de Monterrey. Recuperado 9 de septiembre de 2021, de https://transferencia.tec.mx/2021/08/30/cross-cultural-differences-in-inclusive-leadership-perception-and-application/
Fernanda Ramírez
ResponderBorrarI don't see the need to be guided by the beliefs of others, but there are times when we don't all think alike. I would not mind or I do not see it as an evil as such, but it may affect or bother my collaborator in some sense. This already leaves me a problem between their differences and would not work with that harmony that is needed in the team. That is why rather than being guided by their traditions or beliefs, I would look more at the moral aspect and the respect they have for other collaborators.
In order to make a selection or recruit employees to my company I think it is essential to first go through a certain protocol such as using the method of elimination by selecting and discarding profiles, organizing and setting aside the profiles that are the most suitable to be able to call them back. Thus facilitating the choice of the candidate that not only meets the competencies necessary to fulfill the job but also transmits or fulfills those values as a person that at some point is necessary for any company.
Oscar Perez. (2019). La importancia del proceso de selección de personal en tu empresa. 09-09-21, de people next Sitio web: https://blog.peoplenext.com.mx/la-importancia-del-proceso-de-reclutamiento-y-seleccion-en-una-empresa
Roberto D. Sena M.
ResponderBorrarYou have a lot of responsibilities when you hire someone, but the things change when it’s from other country and have different religion, beliefs or traditions, because you have to be more permissive with all the people, but you can’t transform your company only for a person from other country, you have to be permissive but your employees will have to do the same thing with the company, they have to know the vision, mission, ethics and beliefs and be connected with this ideas, so that there is no difference of ideals and everyone can pull to the same side, creating a healthier environment, because there will not be a big difference of ideals.
If you want your investment in the search, selection and hiring of personnel to pay off in committed workers from day one and not leave in a few months, you must develop an "onboarding" plan.
The term "onboarding" refers to the process through which a new employee knows the company and its culture, the responsibilities of their daily work, who their bosses and colleagues are, the place they will occupy and their work tools, but also you get information to help you feel comfortable while you acclimatize, from knowing where the printer is to some of the best options for eating around the office.
https://www.elfinanciero.com.mx/management/que-es-el-onboarding/
Kristell Cervera
ResponderBorrarAs we know, most of the formation of a person is based on their culture, religion, beliefs, and how they were raised. That’s why, based on zones, there could be a similar behavior between citizens, and of course, easier communication and understanding. But, in this case, when working internationally, nowadays people have to adapt to certain beliefs or values a company promotes, even though sometimes you don’t relate to them. It could be very common not to feel comfortable or weird around these traditions that aren’t yours, but in order to keep the job, it’s necessary to understand and respect, as well as people in the company should respect yours, even though at the time they can’t be followed. A way of managing this difference as I was mentioning, is based on respect; not trying to mock, ask or comment rude words, not interrupting personal spaces or breaks from others, and of course, not shaming or judging them based on their beliefs, specially if they have nothing to do with you or aren’t affecting you, because for a matter of fact the worker shouldn’t be affected, but also he or she shouldn’t affect others.
Since we’re talking about aspects related to induction, or a new placing, there are some other important aspects that should be considered aside from personal beliefs; such as giving out honest and real data about yourself, respecting and willingness to follow industry’s protocols, rules, policies, etc.
If aspects like these are not followed, probably the company will not consider hiring you because of the lack of trust, will, positioning, competition, comprehension, and of course, lack of enrollment.
Reference:
Green, M. (Dec. 9th,2020) Induction. A look at the induction process, and the purpose of induction for employer and employee. CIPD. Retrieved from: https://www.cipd.co.uk/knowledge/fundamentals/people/recruitment/induction-factsheet#gref
Alberto Andrés Ricalde
ResponderBorrarIn today’s world companies are searching for the best a person can give to the competition to get a job is very hard right now as we can see people from the other side of the world can compete with you for the job you want so you need a lot of preparation
I think that at first people that you hire from the other part of the world would have problems obviously because it will be a new experience and it will be different but they will need to try their best, but I think it will not be a very difficult problem if the company helps their employees managing their differences and it depends in the kind of traditions I know some religions that have a holiday every 2 weeks so imagine that.
The induction is very important for a new employee because it is the first thing he will do and is a way to show how the company works and the most important thing what he will be doing as part of the job, other important things can be the rules of the office and the values because if you don’t have a good induction much important information will be missing and that can let yo many problems
Employsure. (2021, February 2). Induction Program For New Employees | Employsure Guide. Employsure AU. https://employsure.com.au/guides/hiring-and-onboarding/induction/
When we are hiring new personal, we could be dealing with hiring people from other countries or cultures in the workplace. To know how to deal with this situation we first must know the circumstances in which we are hiring that person and for which reasons. Let’s say you want to expand your market into another country. Then you most probably will be hiring a person who is native from there and have experience in the field of yours. In other case you want to implement a new type of work environment with another working ideology. Or simply you are hiring this person just because of their pure skill. There are many factors which I can’t cover in a little over 200 words, but I’ll try to say the main ones which I think are most important.
ResponderBorrarFor instance, we need to deal with the cultural differences which could even be a cultural shock for some. First know who should adapt to who. If you are the one going into the new field even if you are the one hiring you should embrace the concepts of that person for the good of the business. If they are the ones adapting to a new environment, then is a little more complicated. You need to give a good introduction of how things work in the place. Make them know everything that is important to maintain harmony in the workplace and how to deal with other employees. Make them feel comfortable to ask any question and ask them if they think they should change anything around to a better ambient for everyone. It isn’t a common thing anymore but be care full of the beliefs of the person whether this being politics, religion, values, etc. Remember that that person is there for work and the external factors should not be of your concern if the person is doing his job write. Now, I’m not saying to try to ignore this person but the contrary. Embrace the differences between each other and be able to identify which aspects they have that you could do as well to improve. To create a good ambient, create a good communication with them and the other employees in which they can share their experiences and feel appreciated of who he is and where he comes from.
Stobierski, T. (2021, August 11). How to Improve Cross-Cultural Communication in the Workplace. Northeastern University Graduate Programs. https://www.northeastern.edu/graduate/blog/cross-cultural-communication/
Fernando Palmer:
ResponderBorrarHiring people from other country that its in the same region or in the same continent like hiring a person from Colombia or Panama can´t impact in the way the employees make their work, but if the employee comes from another part of the world like China or India for me it will affect the way how I work with my employees, first because the main language he is going talk with me and his team is going to be English unless he knows Spanish and second and the main one that is going to impact the most is their tradition, culture and beliefs, if there is an special occasion and the food they serve is meat and the employee is from India he won´t eat nothing cause is part of he´s beliefs, the way to manage those differences is by letting him time to time get use to his new life, then when he feels he is not in another world you can make him feel part not only of the company but of your nation, if that doesn´t work you should use that as an opportunity and make him with his beliefs and culture help not as a new employee but as a person that may think different or could teach you new thinks.
The main thinks to say in a proper induction is what are the organization´s culture, were is he going to work, the place, the time he is going to arrive and leave, why he will be important for the company and one the main thing you shouldn´t to in an induction is to overwhelm him and charge him with a lot of stuff cause the consequence is that he will fill by the first day already the pressure and will be worried about the tasks he will need to make, other consequences is that you don´t prepare really well the induction neither in time and organized cause he won´t see and fill that its important cause he is seeing that you don´t care to prepare him and induct him.
Elements of Successful Induction Training. (2012, 11 febrero). [Vídeo]. YouTube. https://www.youtube.com/watch?v=ejfKKRyy6Nc&t=263s
Italo Altamirano
ResponderBorrarAnswering question a I would say that yes, if I hire people from the other part of the world, were people have so many different beliefs, traditions and even different ways to do the most simple things. All of these could impact in the way I work with my employees. I would have to be shure that I won’t make them feel uncomfortable, insulted or worse, ashamed of themselves and their beliefs. Of course as a formal coworker or boss I would treat everyone with respect and empathy, but when you’re talking about people with other beliefs and traditions it’s different, you’ll have to consider a lot of things. But in order to manage this differences I would start with an open comuication with the employees and give them a proper induction so they could feel confortable. Also, encouraging employees to work in diverse groups lets them get to know and value one another and can help break down preconceived notions and cultural misunderstandings. Treat all employees the same, with respect and empathy trying to avoid making assumptions about employees from different backgrounds. Instead, look at each employee as an individual and judge successes and failures on the individual’s merit rather than attributing actions to their background.
Some aspects you need to consider to have a proper induction are:
Review the job description and expectations of the role.
Explain how the worker’s job fits into the company’s operations.
Explain your products and customers.
Review the worker’s salary and other benefits.
Show the physical layout of the workplace.
Provide an orientation to the worker’s local work area, including logging on to computers, stationery supplies, use of phones, introduction to colleagues, etc.
If you don’t make a proper induction the new employee could feel uncomfortable, distant or he can even have a different idea of what the company actually is.
Weekes, J. (January, 11, 2013) What you must include in your induction process. Health & Safety Handbook.https://healthandsafetyhandbook.com.au/bulletin/what-you-must-include-in-your-induction-process/
Natalia Xacur
ResponderBorrar1) So when we talk about hiring people of other places, it’s common for us to feel like we can give them a job and they will just do it (because they wanted the job). But when we have a culture we don’t share, we must follow a “Work Place culture”.
Workplace culture is the environment that you create for your employees. It plays a powerful role in determining their work satisfaction, relationships and progression. It is the mix of your organisation’s leadership, values, traditions, beliefs, interactions, behaviours and attitudes that contribute to the emotional and relational environment of your workplace. These factors are generally unspoken and unwritten rules that help to form bonds between your colleagues.
Workplace culture in an important factor to all workplaces. It determines how pleasant or toxic your work environment is. It has a direct influence on how your employee fits into the organisation and your organisation's ability to attract and retain employees because it shapes the environment that they work in.
It’s really important for us to understand that even tho we do not share a culture, we must respect it for our workers to do their job correctly.
A way to do it is to ask your workers what Can the workplace do to satisfice their needs. If they need an hour to pray, at what time, if it’s an specific date, etc.
With that, they are gonna feel safe, respected and happy.
Why is Good Workplace Culture Important?
– It attracts and keeps talented staff. When you spend more time per week at work than at home, it’s natural to want to work in an environment you enjoy spending time in.
-It drives engagement and retention. You can successfully recruit employees but it becomes a cost to your business if they leave. A good workplace culture is proven to keep your employees engaged in their work.
-It creates satisfied employees and increases productivity. A healthy workplace culture will make your employees feel happy to come to work day-in and day-out. A happy work environment increases your employees’ concentration, thus, this leads to increases in their productivity levels.
Side kicker (30th Jan, 2020) What is workplace culture really?
https://sidekicker.com/au/blog/workplace-culture-really/
Gerardo Seguí de Arrigunaga
ResponderBorrarI think that hiring people from other countries it’s a very good opportunity because you can sometimes spend less money on the same job that a person could do in your country. But this can also affect the way you treat people or also the way you work. There are some countries that have very specific ways of working and very specific things they would expect from you to do and some other things that they might take as an insult from you. For example there are some countries that if you’re having a meeting with someone and you bring a gift it’s kind of offensive to them. Or when you end a meeting with someone and you don’t stretch their hand it’s kind of a bad behavior from you. Also in countries in Asia if you don’t start the business conversation with personal questions like how is your family or how are your kids doing, they can take you as a person they cannot trust. That’s why the best thing you can do is to investigate what are their business traditions, in this way you can treat them like they would expect you to treat them.
The best way to induct a new employee from another country is to have him on some months of trial, this means that the first weeks or months of their job you’re gonna be helping him two get around better and be familiarized with how your organization works. Also to make it easier for him to work with the other employees you can previously speak to your teamwork and explain them the situation, tell them where he comes from, what he’s going to be doing, what do does he like, what language does he speak etc. And the most important thing you could do is to have a lot of communication with the new employer with your teamwork with your supervisors and with all the people that are involved in the organization. Talk to them and ask them how is the new guy doing, how is he getting around, if he’s working well, because all this information is going to serve you as guidance to know what to do next with him. if you don’t do a correct induction he might not be as productive as he should be and if he’s not familiarized with their partners and the country he might quit the job.
Job Alliance – reclutamiento internacional. (s. f.). 10 CONSEJOS PARA AYUDAR A INTEGRAR A UN TRABAJADOR EXTRANJERO. Recuperado 10 de septiembre de 2021, de https://www.job-alliance.com/es/10-consejos-para-facilitar-la-llegada-de-un-trabajador-extranjero/
Maximiliano Garcia Rivas
ResponderBorrarWorking with people is always going to be a complicated task because at the end of the day people have their own lives too. This is why leaders are needed who are able to see inside the person and thus get the most out of their abilities, even though There are also people who have beliefs and values different from everyone else, we also have to take them into account and use all those exotic qualities of each one and different points of view to diversify our environment and thus create an environment in which the diversity of opinions and tastes.
The above is also linked to this and is that a very important part for your company is a correct induction and this includes guiding the employee and educating him in a correct and personalized way taking into account his personality, customs and even beliefs so that at the time To do the work, he understands the process in his own way and so you have a team of prepared people at hand, which will reflect something very positive about your company and this is that you know how to take advantage of people and their qualities that, as I said at the beginning it is something complicated but very valuable and worthy of a leader.
https://kidshealth.org/es/teens/culture-shock.html
Eduardo Casares:
ResponderBorrarI think that it is a little evident at least from the business point of view that for the optimal work of an employee it is necessary to treat him according to his reality so that he feels comfortable and with this achievement get the best out of each one of the employees. For this reason, if we hire a person from another part of the world, we must take into account their reality to adapt them to their work and to deliver the best of themselves. By bringing a foreign person to the company, it can create a barrier between employees due to the customs and cultural barriers that exist; Based on “Kleinson”, a consulting group, the main aspects that the company must face are: “The language. It is essential that the company's professionals are prepared to be able to communicate in an international environment. Knowledge, knowing the customs and conventions of a culture can avoid misunderstandings, errors and misrepresentations. Human Resources management. Cultural diversity in the workforce is probably one of the biggest challenges that the company must face. The generation of trust, the effective management of the conflict and a good selection of personnel by managers and directors are some of the actions that can most benefit the operation of the business activity. " Being able to master this we can guarantee that the barrier will be manageable and will not be uncomfortable for either of the 2 sides.It is not always so easy but with preparation everything is solved.
D. (2021, April 13). The cultural barrier, the main challenge in the internationalization of companies. Kleinson. https://www.kleinson.es/la-barrera-cultural-el-principal-reto-en-la-internacionalizacion-de-las-empresas/
Jos Mendoza
ResponderBorrarWhen you hire employees from a different culture, you need to accept the fact that they might have different cultures and religions. When you hire a new employee form a different country, you can learn from them and their way of doing business and negotiating.
Most businesses make the mistake of asking new employees about their degree and achievements in life; and that is a good thing, but when hiring someone new, you need to ask them what do they offer, how can they help you, why would you hire them. Those types of questions are the ones you should ask first on an interview, and after that you see their curriculum. The consequences of hiring a new employee is without proper induction are: not prepared employees, misunderstanding, and lack of effort.
Valeria Bravo
ResponderBorrarWhen an employer hires a new employee I consider that the main aspects that are important to mention in a proper induction so it can reassure the new employee that they made the right choice choosing and committing to the business are the following, beginning with the legal stuff such as confirming documents, contract and processing tax declarations and review their salary. Then it is important to mention the responsibilities, the job description and the charge that the new employee have, the expectation of their role and company values, explain how the worker’s job fits into the company’s operations, mention their terms and conditions.
I also think it is important to show their work area so they can feel more familiar with their new work environment and they can feel comfortable and commit well to their new company, and introduce them to colleagues. Another important aspect to mention is the work health and safety issues so they can perform their work safely and with diligence, information regarding evacuation procedures, including risk management, detail the safe work practices that are relevant to the worker’s role, explain how to access health and safety information, also don’t overload the first day with information, just the essential and finally answer to the employee’s questions.
Successful inductions are a process of building productivity, loyalty and commitment.
The consequences of not doing a proper induction can bring severe problems in the way that it can bring trouble in the legal stuff if the documents and contract are not review well, it can affect the company, also it can affect the employee in taking longer to settle and adjust to the organizations way of life and making it harder to the employee to put on practice their abilities and skills to their job, it can take them to make errors, under perform and become stressed as they are unclear as to what they should be achieving because no one reassure them the role of their job, it can bring low levels of job satisfaction and uncommitted behavior and as a result the company will have to recruit again for that job position, that means more waste of time and money and which it also can lead job seekers to draw the conclusion that it is not a great place to work.
Healthy and safety handbook. (2013). What you must include in your induction process. Septiembre 10, 2021, de Employment law practical handbook Sitio web: https://healthandsafetyhandbook.com.au/bulletin/what-you-must-include-in-your-induction-process/
SEBASTIAN OBSCURA LOPEZ
ResponderBorrarI do not think there is a problem hiring people from the other side of the world and that this affects the way they do their work, since many bosses in the different ways of directing their employees what they seek is to obtain results no matter what they form. do, of course they are expected to do it in the correct way but that in the way in which they do it generates a result, good, clean, safe and well done, the truth in my opinion I would not have the slightest problem in hiring a person from the other side of the world, of course obviously I have to respect their beliefs and culture and there is no reason to discriminate against my employee because of his place of origin, neither by me nor by my collaborators, his co-workers and I publish in general. One way I would see how to handle this situation with my workers is that they feel comfortable in their work area that they have no problem feeling confident and secure with the work environment that I am trying to develop, in the sense of that they feel safe in their work environment
The induction process should basically consist of three stages: First: General summary of the production process and general policy. organization Second: make a specific summary of the important aspects of the trade to implement such For example: risk factors, safety standards, elements that will be faced Personal protection, specifications of quality, cost and productivity. Third: Evaluation of the previous process. It must provide a comprehensive and interdisciplinary approach to this process, and be developed in a good environment of communication and participation in order to achieve the established goal.
Cortés, R. P. (2014, May 9). Lo que debe saber si su empresa le propone ir a trabajar al extranjero. Elpais.Com. https://cincodias.elpais.com/cincodias/2014/04/28/economia/1398686085_755441.html
(N.d.). Arlsura.Com. Retrieved September 11, 2021, from https://www.arlsura.com/pag_serlinea/distribuidores/doc/documentacion/induccion.pdf
De las, E. G. P. el C. A. un Á. C., & de Estados Unidos y las regulaciones gubernamentales. las cuales un ciudadano extranjero puede tener un empleo, ¿cuáles Son Los Tipos de Clasificaciones de Visa en Virtud de Leyes. (n.d.). ¿Cómo puedo contratar a un ciudadano extranjero para un empleo a corto plazo en los Estados Unidos? Uscis.Gov. Retrieved September 11, 2021, from https://www.uscis.gov/sites/default/files/document/guides/E1esp.pdf
BrandLab. (2019, July 31). 6 trucos para evitar los prejuicios en el proceso de contratación de personal. Business Insider España. https://www.businessinsider.es/como-evitar-prejuicios-proceso-contratacion-personal-458279
Well, an employee has the right to believe whatever he or she wants, so the only true thing that would get affected while working with someone of a different religion would be the fact that each person’s beliefs should be respected. Having people from all around the world can actually help a lot since you get different worldwide points of view, these of course could be used to increase international sales and or to just to see another opinion based on the perspective of someone from another location.
ResponderBorrarNow, regarding an induction, it is firstly very important that the employee has a clear image of what he or she has to do in the company, they should also have good knowledge about what is located where in the office. It is important that the employee meets other employees which could help out and more importantly, if they are going to be working together, it is important that they know each other. Now another thing that is important in an induction is that they feel welcome to the office and that they feel confident in what they have to do, you do this by motivating them and helping them with any questions they have instead of making it look like such a serious and negative place of work, this can also improve productivity since motivated employees get more work done than those which have a hard time finding the motivation to get the job done correctly and efficiently.
What Makes a Great Induction Process? (2013, 27 agosto). SiliconBeachTraining. https://www.siliconbeachtraining.co.uk/blog/induction-process-human-resources
ResponderBorrarIf you have a company that is for example in Mexico, and most of your employees are Mexican, their culture would be in its majority very similar, but if you are Mexican and you hire employees from different parts of the world with different cultures and traditions for example from the middle east and mix those employees together they would probably not have the same way of working and different times and schedule. One example may be that middle east employees want to pray all together at one specific hour all day. Maybe you will think its stupid or a waste of time, that could be used on more productive work. You are probably wrong these people are used to do that kind of stuff and if you don't let them they would probably quit and stop working with you. This one example but there is a lot of different cultures and what you need to do is respect them and adapt to them and they need to adapt with you, making balance is the only way to manage the differences.
Patricio Torres Galván 10 de septiembre del 2020: https://bw3ferrari.blogspot.com/2021/09/september-6th-to-10th.html?m=1#comments
Hiring people from other countries in the same region, such as hiring people from Panama, will not affect the way employees work, but if the employee comes from other parts of the world, such as China or India, it will affect me The way to work with employees is firstly because the main language he wants to talk to me and his team will be English, unless he understands Spanish, secondly, the main language that will affect them, and most importantly, their traditions, culture and beliefs. If there is a special occasion, the food they provide is meat, and the employee is from India, he does not eat anything, because this is part of his beliefs, the way to manage these differences is by letting him adjust to his new life from time to time, and then become When he feels that he is not in another world, you can make him feel that he is not only part of the company, but also part of your country. If this does not work, you should use it as an opportunity to let him have his own beliefs and the help of culture is not as a new employee, but as someone who may have different ideas or can teach you new ideas. Mainly think that what is to be said in the appropriate induction training is what the culture of the organization is, whether he is going to work, where, when he will arrive and leave, why he is important to the company and is the main one. You should not be summarizing Zhong overwhelmed him and charged him a lot of things, because the result was that he was already full of pressure on the first day and worried about the tasks he needed to complete. The other consequence was that you were not well prepared to guide, neither in time nor organized. Because he will not see and fill this point, the important reason is that he sees that you don’t care about preparing him and guiding him.
ResponderBorrarhttps://www.youtube.com/watch?v=ejfKKRyy6Nc&t=263s
Gabriel del Angel
ResponderBorrarA) I think it depends, because if the differences aren’t big deal it will probably be a bit different in the way they work because it’s all about teamwork, so they may be working with a different method. And if it’s a big difference because of they culture, it could affect you in a positive way or negative way.
B) Main aspects could be the integration to the team and talking not only with the new member but with all the employees you already have, about the new member and it’s pros and cons so they can help him with the stuff he may be struggling with and otherwise. If you don’t make a correct introduction this may cost you in a future like having internal fights ir differences because they don’t have any idea of the new member, and that could slow your work process.
Foreign ownership and its effects on employment and wages (29 April 2016) - https://izajoels.springeropen.com/articles/10.1186/s40174-016-0058-1
From my point of view I consider that on the contrary, instead of affecting, having an employee who does not have the same culture as the others may create a more dynamic environment and can contribute different points of view to which we are accustomed, which can help in positive way in what is being carried out. And if it affects the way my team works, it would create dynamics in which everyone has to interact and share ideas and thus can adapt to people who have different points of view than the one they themselves have.
ResponderBorrar9 dinámicas de trabajo altamente efectivas. (s. f.). Bizneo. Recuperado 9 de septiembre de 2021, de https://www.google.com.mx/amp/s/www.bizneo.com/blog/dinamicas-de-trabajo-en-equipo/amp/