The Global Culture Paradox: Starbucks HR Adaptation The Lebanese Experience
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Download Full PDF Pages: 65-75 | Views: 568 | Downloads: 182 | DOI: 10.5281/zenodo.4979063
Volume 9 - September 2020 (09)
Abstract
Globalized business expansions are continuously reducing international trade barriers. “Neo-Phoenicians”, which refers to world-wide traders or global multinationals, became more attentive to cultural diversities when bringing their products to shore or when applying human resource management practices. Neo-Phoenicians became aware that to be operationally effective in foreign markets, national cultures should be addressed. This is in contrast to the Universalistic approach in which the 'best practices' concerning the wide range of human resources (HR) issues are seen as equally applicable everywhere. This paper answers the research question “What are the effects of national culture on some HR practices at Starbucks Lebanon?” To answer this question, HR practices in Lebanon are compared to practices at Starbucks USA, using three cultural dimensions carved by Hofstede. The mini-meta analysis, interviews with Starbuck staff in Lebanon and observations conclude that there is a positive correlation between culture and the human resource function of multinational companies.
Keywords
Neo-Phoenicians, human resources, management, culture, diversities
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