A Critical Assessment of the Predominant HR Cultural and Institutional Term Paper

A Critical Assessment of the Predominant HR Cultural and Institutional Features in Germany and the UK - endpoint Paper ExampleThe collective cultural dimensions are what drive either corporatist philosophy or neo-liberal policies. The UK brass is founded on neo-liberal principles which involve more consensus and shared decision-making whilst German institutions follow a more stringent corporatist philosophy. The issue and composition of HR strategies in both countries are strongly influenced by these evolutions that have occurred historically cod to changes in society, business, and government.This essay seeks to examine the most critical cultural characteristics within Germany and the UK that influence the development of HR policy. The objective is to provide a critical comparison of both cultures as it relates to institutional philosophy, taking into friendship a variety of mitigating institutional features that predict positive HR performance or conflict apply a respected cu ltural model (such as Hofstedes Cultural Dimensions framework) as a directing source for HR development. The essay focuses primarily on individualism versus collectivism and the influence of tolerance for antecedent distance in both countries from an institutional perspective to determine their disparate or congruent humans resources policies and practices.Culture in the United Kingdom is dominantly individualistic. Individualism is considered a type of cultural characteristic in which the predominant values are ensuring well-being and utility for the self or direct kin in a traditional nuclear family context (Hofstede, Hofstede and Minkov 2010 Hollinshead 2009 Hofstede 2001 Hofstede 1984). Individualists seek opportunities for unique self-expression and, oftentimes, these needs and beliefs manifest themselves in how the individual views their identity within the organization with many inherent demands for recognition for individual accomplishment.