【正文】 actions of an individual, appropriately interrelated with the repetitive activities (反復(fù)活動(dòng)) 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。 The meanings of some terms。 The forms of operating HR。 The Storey’s points of view (namely, parison between personnel and HRM)。 The theories for HRM: resource dependence theory, petitive advantage theory, agency theory, general system theory, human capital theory, transactions cost theory.Chapter 2 Country Culture and MNE Culture1. The most important issue: cultureKnowledge about and petency in working with country and pany cultures is the most important issue impacting the success of international business activity. And possibly the area of business that is most impacted by cultural differences is the human resource function. That is, the most important issue in the successful conduct of both international business and international HRM is: culture. Accordingly, this chapter provides an introduction to the concept of culture as it impacts the conduct of international business, in general, as well as ways in which cultural differences impact the responsibilities of international human resource management, in specific. Because it is so closely linked with the issue of culture (both in its focus and in how it is conducted), this chapter also discusses research in IHRM and the importance of research in helping to understand the impact of culture on the international organization and on IHRM.Every country has at least some differences from all others, ., its history, government, and laws. The more countries with which a firm interacts (sells, sources, hires or transfers employees, develops joint ventures, etc.), the more plex and difficult conducting business bees. The primary cause of this plexity and high level of difficulty has to do with the importance and critical nature of the differences between various countries39。 cultures. And increasingly, businesses of all types are involved with an evergrowing variety of countries and cultures.People39。s varying values, beliefs, and behavior patterns are critically important to the success of every aspect of international business, including such activities as crossnational negotiations, sales interactions between people from different countries, management of the performance of employees from different countries, the understanding and treatment of contracts between firms from different countries, and all HR responsibilities, such as staffing, pensation, training, labor relations, and performance appraisal.Often, business peopleparticularly those with limited international experience operate with the expectation that the business methods and models to which they are accustomed will work just as well in business interactions in other countries. People and panies with long experience in the international arena suggest that such positive overlap is rarely the case. See the Figure bellow, drawn from a survey of executives from around the world, reports on their perceptions of how well intercultural understanding is developed in the munities in which they operate. Evidently, at least in these executives39。 perceptions, people from some countries exhibit a much greater degree of such expertise than do people from other countries. And presumably, therefore, business people from such countries have an advantage in the conduct of international business.At the core of success in these endeavors is the need for cultural awareness and understanding of effects of culture on daytoday business operations.2. General introduction of cultureThe concept of cultureThere have been many definitions of the concept of culture offered over the years.The following definition is that culture is the characteristic way of behaving and believing that a group of people in a country or region (or firm) have evolved over time and share. The roles of cultureThus a people39。s culture:Gives them a sense of who they are, of belonging, of how the