Intercultural Human Resource Management: South Korea And The United States

Abstract

The southern region of the United States has been recruiting South Korean firms to locate their manufacturing operations there.  Alabama and Georgia have been successful in recruiting Hyundai and Kia to build automotive manufacturing plants, and in attracting first and second-tier suppliers as well, providing an estimated 4,000 jobs to the area.  The mix of foreign and domestic employees and diverse human resource practices presents both opportunities and challenges.  As indicated by Hofstede (1991), management practices and values differ from country to country due to each nation’s unique culture and traditions.  Hofstede (1991, 2001) provides a framework for examining the cultural differences between South Korea and the United States.   Additionally, Hargittay and Kleiner (2005) posit that the cultural norms in Korea have been heavily influenced by Confucianism, while in the United States people have been influenced by the Protestant work ethic.  These cultural differences impact the following organizational behavior and human resource management issues: leadership styles, organizational structure, organizational communication, recruitment and hiring practices, job security, and performance appraisal.