【正文】 ation moves through these stages, researchers have suggested that HRM practices that fit with the life cycle stage of the organization will result in organizational effectiveness.. Role behavior theory Role behavior focuses on the interdependent role behaviors as building blocks for the organizational system. According to Katz and Kahn (1978), role behaviors are defined as “the recurring (再現(xiàn)) actions of an individual, appropriately interrelated with the repetitive activities (反復活動) of others so as to yield a predictable oute.” The primary means by which the organization sends role information through the organization, supports desired behaviors, and evaluates role performances is HRM.. Transactions cost theory Transactions cost theory takes an economic viewpoint of the creation of governance structures that establish, monitor, evaluate, and enforce exchanges previously upon. Central to this theory are two assumptions: bounded rationality and opportunism. Opportunism assumes that if any potential for advantage exists, it will be taken. On the part of employees, the potential for opportunism exists when the employee is specially trained or possesses specialized knowledge or skills that have a market value to other organizations. Bounded rationality dictates that there are a limited number of options that can be assessed by any given organization prior to making a decision. Human resource activities seek to take advantage of bounded rationality while attempting to prevent the exercise of opportunism through the execution of contracts, the creation of monitoring and pliance assurance systems and through the revision of the contracts when necessary.6. The differences between personnel and HRM, HRM and IHRM The differences between personnel and HRMProviding affirmative answer to both these questions is the insightful characterization offered by Storey (1992). Storey offered 27points of differences between personnel / industrial relations and HRM. In turn, these 27points were grouped into three categories: beliefs and assumptions, strategic aspects, and key levers. Reduced Storey’s characterization in the figure below offers a scheme differences personnel and HRM.parisons between pesonnnel and HRM The differences between HRM and IHRMThis differences will be discussed in the ing relative chapters. Questions for Chapter 1 Explain the following questions in your own words. Remember to be briefly. The definitions of IHRM and SIHRM, understanding the model for SIHRM。t find an adequate number of traditional citizens to fill positions. Or it is done simply because these individuals make up a large percentage of the local labor force. In any case, the local firm needs knowledge of local laws that govern such employees (such as visa requirements) as well as the ability to integrate these employees with a different language and cultural background into the domestic firm and its workforce.Examples of this situation include the Boulder, Colorado, McDonald39。s degrees or better, he said. Most expats work for foreign firms in managerial and technical positions in areas such as real estate, banking, insurance and consultancy. My friends think Shanghai is heaven. This is partly because foreigners are paid more than local people, but the cost of living is low, Marie Sander, a young German woman working as an intern at a Chinese consultancy firm in Shanghai, who plans to stay after graduation in Germany, said. Sun said foreigners looking to work in Shanghai can now apply online for an official permit and the bureau will process their applications within five days, faster than the national standard of 15 days. Procedures at the entryexit administration have also been simplified to encourage the inflow of foreign professionals in selected fields, Sun told.China Daily, 20080102, page 5.3. The internationalization of Human Resource Management Defination of IHRMThe above paragraphs make the point that business is global. All aspects of the enterprise are affected. This course is about one specific function of business, the international nature and implications of the management function termed human resource management (HRM). Thus the focus of this text is International HRM (IHRM). The more broadly defined field of IHRM, is about understanding, researching, applying and revising all human resource activities in their internal and external contexts as they impact the process of managing human resources in enterprises throughout the global environment to enhance the experience of multiple stakeholders。s fast food, and it proved extremely successful. Within two years the Hong Kong venture was already generating annual sales equivalent to its Blackpool operations. Half of the initial clientele (顧客) in Hong Kong were British expatriates, but within a couple of years, more than 80 percent of customers were ethnic Chinese.Emboldened by this success, Harry Ramsden39。s Fish and Chips (from the UK), that illustrate what is happening to extend the impact of international business throughout the world. You can name other examples to illustrate this point.Harry Ramsden39。International Human Resourse Management—— Managing Perple in a Multinational ContextTeaching Materials of English16Chapter 1 IntroductionLearning objectivesAfter considering this chapter, the reader will be able to describel The internationalization of businessl The internationalization of HRMl The three major forms of IHRMl Differences between international and domestic HRMl The theories for HRM amp。s, reported in IHRM in Action. It is the smaller and mediumsized firms, such as Harry Ramsden39。Britain39。s labor and employment center for foreigners, said: This shows Shanghai is being more and more foreignerfriendly and an increasingly popular choice among expats as a place to start a new career. The largest numbers of expats hail from Japan, the