Перегляд за Автор "Rachwal-Mueller, A."

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Correlation between cultural dimensions and their influence on conflict style preferences
(Харківський національний автомобільно-дорожній університет, 2023) Rachwal-Mueller, A.; Рахвал-Мюллер, А.
This paper offers a multifaceted exploration of the intricate interplay between cultural dimensions and preferences in conflict resolution styles. It delves into the profound influence of cultural values on the choices individuals make when managing conflicts, enhancing our understanding of this complex relationship. Defining culture and conflict as central constructs, the paper investigates several key cultural dimensions within Hofstede's framework. It focuses on individualism and collectivism, high and low power distance, and high and low uncertainty avoidance. Few studies cover the research on power distance and conflict style preference, underscoring the importance of understanding how individuals choose styles that align with their cultural norms, whether maintaining low or high power distance within their own cultures. The study uncovers the correlation between different cultural types and conflict management styles. In cases of individualism, there is a preference for an avoidance style of conflict management, while collectivist cultures typically lean towards compromising and obliging conflict styles. In situations marked by high power distance, members of high power cultures are more likely to adopt an avoidance conflict style. The research holds significance for managing intercultural conflicts across various contexts, particularly in the realms of global governance, international relations, and multicultural team management. The findings provide a valuable reference for managers striving to navigate intercultural tensions and promote effective conflict resolution strategies aligned with cultural values. While this study offers valuable insights, it highlights the need for further in-depth research on additional cultural dimensions. This paper contributes to understanding the intricate relationship between culture and conflict resolution. It serves as a guide for analyzing preferences in intercultural conflicts, promoting conflict resolution management in multicultural projects, and advancing cross-cultural cooperation and understanding. Continuous research in this field is essential for more effective conflict management in an increasingly diverse global landscape.
Strategic HR management and building of international teams as a strategy for global competitiveness
(Харківський національний автомобільно-дорожній університет, 2024) Rachwal-Mueller, A.; Рахвал-Мюллер, А.
Strategic HR management is changing rapidly to address new challenges and issues in today's global marketplace. This paper explores the latest theories and trends in the field, provides insights into the role of cross-cultural competence in strategic HR management, and consequently the importance of aligning HR practices with overall business strategy and building of international teams. It highlights the importance of aligning HR practices with overall business strategy and building international teams. The aim is to underscore the significance of cross-cultural competence across various HR fields and to advocate for its development among HR professionals to enhance organizational performance in the global marketplace. Drawing from a breadth of scholarly work, it underscores the necessity for HR professionals and researchers to stay abreast of current trends and theories in the field. Research indicates that strategic HR management and international team-building require a deep understanding of cultural differences and the ability to manage and leverage diversity. Cross-cultural competence plays a crucial role in various HR fields, including workforce planning and talent acquisition, learning and development, employee relations, succession planning, and diversity and inclusion. The paper emphasizes the significance of cross-cultural competence in each of these areas, highlighting the need to understand cultural nuances, adapt HR practices, and promote inclusivity. By developing cross-cultural competencies, HR professionals can attract, retain, and develop talent from diverse cultural backgrounds, enhancing organizational performance in the global marketplace. A brief methodology description and literature review for further research and discussion proposal is proposed. In conclusion, the article underscores the pivotal role of cross-cultural competence in strategic HR management and advocates for continued research and exploration in this domain to enhance organizational performance and competitive advantage in the global arena.