Category | Assignment | Subject | Management |
---|---|---|---|
University | Glassgow Caledonian University | Module Title | MMN630222 International Approaches to Managing People |
This Paper is a case study of MNCC's gender equality initiatives regarding the gender situation in the workplace in India. Narrowing this down, the paper will examine how MNCC’s policies intersect with the country's cultural aspects and the ongoing legal reforms on the issue of gender equality. The first major challenge for the subsidiary of MNCC in India is to adapt UK HR policies that are in compliance with the intricate regulatory and cultural environment of India. Such differences in law enforcement can result in several situations where gender equality is practiced and recognized in different ways across regions. This cultural context would be a prerequisite for the establishment of gender-sensitive policies and practices at MNCC, with the likelihood of their acceptance and involvement from employees and management. The cultural norms, legal frameworks, and business practices that prevail in the UK are very different from those that are commonly used in the home country of MNCC, where its head office is located. This would often bring up resistance and inefficiency, particularly in culturally diverse communities such as India. For example, the direct insertion of MNCC's gender equality strategy developed in the socio-legal progressive society of the UK may be met with cultural backlash or weak uptake if the local understanding of the role of men and women is not taken into consideration. Successful stakeholder management entails the acquisition of such divergent views and a participatory way of formulating policies. Almost all human resources policies affect the local employees as the direct receivers. Therefore, their acceptance and support are the most important (Subramaniam et al., 2015).
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