SPEA in Barbados COURSE SYLLABUS. TERM: SUMMER 2018 SECTION#: UWI Cave Hill Campus. Monday-Friday 10:00 AM to 1:00 PM Location: LR 14, UWI Cave Hill

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1 SPEA in Barbados V482/V582 - Global Human Resource Management; A Comparative Approach to Understanding HRM Through Economic History, Law, Ethics, and Culture University of West Indies, Cave Hill Faculty of Social Sciences Indiana University, Bloomington School of Public and Environmental Affairs COURSE SYLLABUS TERM: SUMMER 2018 SECTION#: UWI Cave Hill Campus Monday-Friday 10:00 AM to 1:00 PM Location: LR 14, UWI Cave Hill Instructor: Daniel Grundmann, IU SPEA dgrundma@indiana.edu Resident Guest Lecturer: Dr. Dion Greenidge, UWI Cave Hill dion.greenidge@cavehill.uwi.edu Office Hours: by appointment Course Description Human Resource practitioners in the United States generally think of Global Human Resource Management (GHRM) in hegemonic, U.S.-centric terms. This course is designed to introduce GHRM topics along with the critical nature of contextual determinants driving strategic HRM in an international environment. The course will begin by covering theoretical approaches to understanding GHRM. After providing the theoretical foundation, the course will cover strategic challenges in implementation of the main functional areas of HRM in an international and a comparative context. The course material contemplates consistencies and disparities associated with employment law and ethics as they relate to the practice of GHRM, and presents an overview of regional variations, on a global scale, in applied Human Resource Management. In order to better understand and apply comparative approaches to GHRM, students will consider the history of economic development, labor movements, culture, and the resulting impact these variables have on HRM. The Caribbean economic experience, and that of Barbados in particular, provides an excellent historical backdrop for the purposes of this course. The Caribbean context of developing countries, challenges with trade balance, a dominant history of slavery and a population of slave descendants, the political strength of organized labor, and the dominant presence of U.S. and European based corporations provide a rich context for studies in comparative GHRM. When coupled with the U.S. experience and the study of cases from across the globe, the comparative context provides for rich contrast and robust discussion contributing to disparities, as well as similarities, in the challenge of applied HRM. By studying at UWI, Cave Hill and by deploying international communication technology, students will be immersed in a global context and will gain the perspective of well-respected professors of HRM, labor leaders, and HR professionals practicing in both the host country and in the U.S.

2 Course Reading This course assumes that students regularly complete reading assignments. In-class activities based on readings are a regular part of the course content, and critical to attaining points necessary for a respectable grade. Class content is driven by student involvement and requires preparation. As the field of Global Human Resources is dynamic, additional articles and cases may be assigned to provide insight into recent developments in HR. Students are responsible for the content of all assigned reading, any materials distributed in class or on E-Learning/Canvas, and all information discussed in class. The foundational readings for the course are from the following text: Thomas, David C., and Mila B. Lazarova. Essentials of International Human Resource Management managing people globally. London, Sage, Additional reading assignments are required and are available on UWI E-learning, and Canvas. Sources, among others, include: Blanpain, Roger. The global workplace international and comparative employment law: cases and materials. Cambridge, Cambridge University Press, Brewster, Chris, et al. International human resource management. London, Chartered Institute of Personnel and Development, Devonish, Dwayne, and Dion Greenidge. The Effect of Organizational Justice on Contextual Performance, Counterproductive Work Behaviors, and Task Performance: Investigating the moderating role of ability-based emotional intelligence. International Journal of Selection and Assessment, vol. 18, no. 1, 2010, pp Claus, Lisbeth, and Attila Freska. Global hr practitioner handbook, volume 2. Global Immersion Press, 201. Harzing, Anne-Wil, and Ashly H. Pinnington. International human resource management. Los Angeles, Sage, Hofstede, Geert, Gert Jan. Hofstede, and Michael Minkov. Cultures and organizations: software of the mind. Yarmouth, Me., Intercultural Press, Iles, Paul, and Crystal Zhang. International human resource management: a cross-cultural and comparative approach. London, Chartered Institute of Personnel and Development, 201. Thomas, Ashwell E. Industrial relations process and practices: a Caribbean perspective. Kingston, Jamaica, Pelican Publishers, The HR Agenda. Vol. 7 Issue 1. Tokyo, The Japan HR Society, July October Student Learning Outcomes: SPEA in Barbados

3 A. Contextual Overview of Global and International HRM: Understand and articulate the difference between comparative Global HRM and International HRM. Students will study the more traditional perspective of IHRM focused on the needs of trans-national enterprises (TNEs), and from the more comparative perspective of GHRM driven by cultural, historical, and economic factors. B. HR Functional Areas in a Global Context: Students will gain insight and understanding into the application of processes involving staffing, performance management, employee relations, total rewards, ethics and corporate social responsibility, training and development, and diversity management comparatively and for TNEs navigating a global environment. C. The Legal and Ethical Environment for GHRM: Articulate and apply key concepts and variations of employment law and ethics related to GHRM. Students will learn different approaches to employment law, articulate the impact for HRM s functional areas, and use case analysis to understand and apply legal issues in GHRM. Students will analyze and synthesize varying approaches to ethical considerations, particularly as applied to host-country circumstances. D. Regional Variations in GHRM: Understand, analyze, and apply broad regional variations in GHRM through a comparative approach to the complex HR problems organizations face as a result of employment law, cultural and societal differences, along with social and ethical concerns. Evaluate and critique varying approaches to the application of those issues within organizations. E. Cross-cultural Integration in Practice: Students will solve GHRM problems via case analysis in a cross-cultural group environment by integrating students from IU and UWI in team assignments. Guest Speakers Public and private sector officials and executives will be invited to speak to the class. The dates and subjects will be announced according to their availability, and the schedule and syllabus may be revised accordingly. Off-site Program Speakers and Activities Worksite visits will include discussions with managers and worker representatives of the organizations, beyond traditional tours and more directly relevant to GHRM course content. Workplace visits include: Goddard Enterprises, Ltd. a 95 years old, large, transnational enterprise in Barbados with multiple subsidiaries throughout the Caribbean and Latin America Mt. Gay Rum since 1701, the largest and most prominent of the rum distilleries in Barbados most significant export industry. Financial Services Sector (organization TBD) a more recent, yet quite significant contributing sector to Barbados foreign exchange earnings and global presence. An extensive cultural and historic tour will directly complement the culturally-driven focus of comparative GHRM which is the foundation of the course approach to International HRM. This includes the Barbados Museum along with historic Bridgetown and its Garrison (a UNESCO World Heritage site).

4 Class Participation and Attendance Daily attendance is expected, recorded, and critical to your understanding of the presented material over which you will be tested. The format of the class focuses on student participation and your level of engagement and participation directly influences your grade. We will discuss readings and cases in class. Class absence in SPEA summer programs is not allowed. Ten (10) points will be subtracted from the total attendance grade for each absence. For those students who regularly contribute to class discussion, points may be added at the instructor s discretion. In no case can the maximum of 0 points be exceeded. The tests and assignments are based primarily on material distributed in class and/or covered in class therefore, it will be very difficult to perform well in the course without participating in class. Because of the distraction it typically creates, use of laptops and tablets is NOT allowed unless you have expressed permission of the instructor. Using electronic devices, including cell phones, without permission will result in a significant or complete loss of participation points, and may result in your being asked to leave the classroom. Permission is obtained by delivering, in person, a written request with a description of need (e.g. note taking). Permission will be revoked if misused, and participation points will likely total 0 at semester s end. Think, Pair, and Share (TPS). This is a process that requires students to contemplate a question (think), share conversationally in a small group (pair), and then discuss in the class setting (share). TPS activities will pair UWI and IU students together in groups. Notecard Assignments For most class periods throughout the summer course, notecard assignments are due prior to the beginning of class. Due dates are listed on E-learning/Canvas. Late notecards may be accepted, at the instructor s discretion, up to one class period following the assigned date and with a penalty. Notecard Assignments are valued at three () points each. Course Layout Refer to E-learning/Canvas for timing and schedule details. Subject to change based on speaker availability. Virtual guest speakers, while not named, have been identified, spoken with, and have tentatively agreed to participate pending specific scheduling timetable. Class Preparation for Class Activities In-Class Activities Instruct Hours 1 Monday, May 28, 2018 Illes and Zhang: Ch. 1 (p. 1-17) International HRM, National Differences, and the Transfer of HRM Thomas, Ashwell E.: Ch. 1 (p. 1-20) Industrial Relations Process and Practices: a Caribbean Perspective Introductions Syllabus review Introduce Global HRM and discuss text material Review HR Functional Areas

5 Management/Labour Relationships in Perspective Discuss Fig. 1 from Thomas Elements of the Industrial Relations Process Geert, et al: (p. 01-7) Pyramids, Machines, Markets, and Families: Organizing Across Nations 2 Tuesday, May 29, 2018 Lazarova and Thomas: Ch. 1 (p. 1-19) Globalization and HR Management Romani, Laurence: (p ) Culture and Cross-Cultural Management Notecard Assignment A: Describe, in a few sentences, how international HRM differs from purely domestic HRM. Discuss Readings TPS: How might we describe differences between International, Global, and Comparative HRM TPS: In what ways is the role of the global HR professional different from her or his domestic counterpart? Virtual Guest Speaker: U.S.-based HR Director for Cleveland-based global company on cultural impact on HR, and the challenges thereof Wednesday, May 0, Thursday, May 1, 2018 Lazarova and Thomas: Ch. 2 (p ) Cultural and Institutional Context of GHRM Brewster, et al: Ch. 2 (p. 2-50) The Impact of National Culture Notecard Assignment B: Referencing these two assigned readings along with Romani, in a short paragraph describe the potential influence of culture on both employee relations and performance management. Lazarova and Thomas: Ch. (p ) Organizational Context of GHRM Lazarova and Thomas: Ch. 4 (p ) Transfer of HRM Across Boundaries Discuss Readings TPS: How might employee expectations about their relationship with their employer be different in different countries? TPS: What is implied by convergence and divergence of HR practices? Do studies provide support for either idea? Guest Speaker: Barbados Ministry of Labour representative Discuss Readings TPS: What are potentially conflicting roles of the GHRM practitioner? TPS: Explain how the process of recontextualization changes the meaning associated with an HRM policy or practice.

6 5 Friday, June 1, 2018 Notecard Assignment C: Referencing the two assigned readings, in a short paragraph describe the relationship between organizational strategy and HR strategy in a global context. Historical Tour of Barbados Museum, Historic Bridgetown and its Garrison Lazarova and Thomas: Ch. 5 (p ) HRM in International Joint Ventures, Mergers and Acquisitions, and Collaborative Alliances Notecard Assignment D: Based on the readings and past class content, create an HRM related question that you would pose to an expert in facilitating international mergers and acquisitions. Discuss Barbados history and impact on culture as related to HRM Leave UWI at 10:00 AM, returning at 2:00 PM (hours contact time + 1 hour in transit = 1.5 instructional hours) 1.5 Whit Monday Monday, June 4, 2018 Whit Monday Barbados Bank Holiday No Class 0 6 Tuesday, June 5, 2018 Lazarova and Thomas: Ch. 6 (p ) Global Staffing Iles, Paul (p ); HRM in Latin America Prepare for a FULL DAY Notecard Assignment E: Based on the readings and past class content, create an HRM related question that you would Class from 10:00 AM to 11:00 AM Discuss Readings TPS: Why are people and cultural issues the reasons most often give for M&A failure? Virtual Guest Speaker: U.S.-based COO on International Mergers and the challenges thereof Students come prepared with questions Field Trip: Goddard Industries (significant gloabal industry in Barbados; on-site lecture

7 pose to a GHRM practitioner involved in Latin America. related to HRM challenges)leave UWI at 12:00 PM, returning at 2:0 PM (2hours contact time + ½ hour in transit = 2 instructional hours) 7 Wednesday, June 6, Thursday, June 7, Friday, June 8, 2018 Lazarova and Thomas: Ch. 7 (p ) Global HR Development Iles, Paul (p ); HRM in North America and Western Europe: The Emergence of a Western HRM Model Notecard Assignment F: In a short paragraph describe the relationship between Iles Western HR Model and staffing with PCNs, HCNs, or TCNs. First half of class period: Exam 1 Lazarova and Thomas: Ch. 8 (p ) Global Performance Management and Compensation Zhang, Nisa, and Iles (p ); HRM in India Devonish, and Greenidge. The Effect of Organizational Justice on Contextual Performance, Counter- Discuss Readings Guest Speaker: Barbados HRM Practitioner First half of class period: Exam 1 (10:00 AM 11:0 AM) Field Trip: Barbados Financial Industries (Bridgetown) (Significant global sector in Barbados; on-site lecture related to HRM challenges) Leave UWI at 12:00 PM, returning at 2:0 PM (2hours contact time + ½ hour in transit = 2 instructional hours) Discuss Readings TPS: Discuss the reasons that a firm would adopt a geocentric staffing strategy? Virtual Guest Speaker: (U.S.-based) Global Compensation Leader on administration of total rewards in a TNE environment, and the challenges thereof.5

8 productive Work Behaviors, and Task Performance: Investigating the moderating role of ability-based emotional intelligence. International Journal of Selection and Assessment, vol. 18, no. 1, 2010, pp Notecard Assignment G: Based on the readings and past class content, create an HRM related question that you would pose to a GHRM Compensation Specialist Japan HR Society: (p.12-1) Crafting an Agile PMS; Finding the Balance Between Company and Corporate Culture Discuss Text Material TPS: Explain the effect of cultural and institution factors of performance management. 10 Monday, June 11, 2018 Brewster, et al: Ch. 5 (p ) Employee Relations and Collective Communication Overman, Stephanie: (p ) Beware a Culture Clash; Japanese Companies in France Must Address Work/Life Balance Iles, Paul (p ); HRM in Russia and Central and Eastern Europe Virtual Guest Speaker: HR Senior VP of Coca-Cola, Japan Students come prepared with questions 11 Tuesday, June 12, Notecard Assignment H: Based on the readings and past class content, in a short paragraph propose an approach to considering the conflict between national culture and company culture. Cook, Fang Lee (p ) Equal Opportunity and Diversity Management in the Global Context Iles, Paul (p ); HRM in Sub-Saharan Africa Discuss Text Material Virtual Guest Speaker: Chief Community Officer of the Japan HR society Guest Speaker: Barbados Labour Leader

9 12 Wednesday, June 1, Thursday, June 14, 2018 Notecard Assignment I: Based on the readings and past class content, in a short paragraph citing the application of specific HRM functional areas discuss potential GHRM challenges related to diversity management. Cook, Fang Lee (p ) Corporate Social Responsibility and Sustainability Through Ethical HRM Practices Deckop, Kasser, & Vanteenkistke; The Ethical Problems of a Materialistic Value Orientation for Businesses Iles, Paul and Xioaxan Zhu (p ); HRM in China Notecard Assignment J: Based on the readings and past class content, in a short paragraph discuss ethics in GHRM and potential cultural and regional variations in the relationship to materialistic value orientation Blanpain, et al (p ): Workplace Law in the International Realm: An Initial Primer Lisbeth Claus and Stephanie Moritz (p ) The Legal Context of Global HR Field Trip: Mt. Gay Rum Factory Tour Barbados largest export industry on-site lecture related to HRM challenges) Leave UWI at 11:00 AM, returning at 2:00 PM (2hours contact time + ½ hour in transit = 2 instructional hours) Discuss Text Material Overview of CSR including internal, external, and culturally-driven influences Class discussion on contentious issues in GHRM and ethics Discuss ethics GHRM, and the relationship to materialistic value orientation Virtual Guest Speaker: GHRM professor and author of Global Employment law text 2

10 14 Friday, June 14, 2018 Wrap Up and Exam 2 Wrap Up and Exam 2 (10:00 AM 12:00 PM) 2 Examinations and Test Makeup Exams will cover material presented in class and through reading assignments. Specific material included for each exam will be announced before the exam is administered. Generally, tests cannot be made up. Under exceptional circumstances, with documentation, opportunity for make-up tests may be considered. A more rigorous grading standard may be used in such circumstances (e.g. a one-grade penalty may be assigned). Case Analysis Team Project A Case Analysis Project will require you to apply your HR knowledge by examining cases as if you were a GHRM practitioner and preparing an analysis thereof. Case Teams will combine UWI and IU students. Case Assignments are due at the beginning of class on the date listed in Canvas. All work must be typed, doubled-spaced, and error-free (including grammar and spelling). Papers with numerous errors will be penalized as much as one letter grade. Graduate Students Graduate students participating in the program are required to relate group case analysis content to specific circumstances unique to GHRM in a designated developing country. The additional section of the case analysis, to be completed individually, will consider the culture, history, economic development, and current relelvant circumstances of that country. A summary and proposal for action in the form of an 8-10 page research paper will be required and valued at 100 points of the total grade. Course point total for graduate students is 410). Grading Policy Graded items are valued as follows: ASSESSMENT POINTS PER TOTAL POINTS Examinations (2) Group Case Analysis Notecard Assignments (10) 0 Class participation/attendance (see above) 0 10

11 The final course grade is as follows. Thresholds are set and exceptions will not be considered. GRADE PERCENT A A 9-97 A B B 8-86 B C C 7-76 C D D 6-66 D F 59 and below Note: These thresholds are set and exceptions will not be considered. IU Student Conduct and Academic Honesty SPEA faculty do not tolerate cheating, plagiarism, or any other form of academic dishonesty. If you have not done so, you should read the IUB Code of Student Rights, Responsibilities, and Conduct, IUB Reporting Misconduct Form and SPEA Honor Code so you will be sure to understand what these terms mean and what penalties can be issued for academic dishonesty. Academic dishonesty can result in a grade of F for the class (an F for academic dishonesty cannot be removed from the transcript). Significant violations of the Code can result in expulsion from the University. Plagiarism is using another person's words, ideas, artistic creations, or other intellectual property without giving proper credit. According to the Code of Student Rights, Responsibilities, and Conduct, a student must give credit to the work of another person when he does any of the following: Quotes another person's actual words, either oral or written; Paraphrases another person's words, either oral or written; Uses another person's idea, opinion, or theory; or Borrows facts, statistics, or other illustrative material, unless the information is common knowledge. Civility is important in an academic community to ensure that all parties students, staff, and faculty are working in an environment that fosters achievement of the individual's and community's goals and objectives. Civility requires all parties to demonstrate personal integrity and conduct themselves in a manner that shows respect, courtesy and tolerance to others. Examples of discourteous behaviors during class include reading the newspaper, listening to headphones, talking or laughing with others, chronically arriving late, and so forth. These behaviors are distracting to the instructor and classmates, and SPEA faculty will address these problems as they arise. Maintaining and fostering civility inside and

12 outside the classroom is especially important to SPEA, which is a professional school. Pursuant to the Indiana University Student Code of Conduct, disorderly conduct which interferes with teaching, research, administration, or other university or university-authorized activity will not be tolerated and will be immediately reported to the Office of the Dean of Students for appropriate disposition which may result in disciplinary action including possible suspension and/or expulsion from the university. Academic and personal misconduct by students in this class are defined and dealt with according to the procedures in the Code of Student Ethics. A student caught cheating will be reported to the SPEA Dean of Undergraduate Studies and could receive penalties up to and including a failing grade for the course. Examples of cheating include, but are not limited to, plagiarism, theft or acquisition of examination or quiz answers with or without use of such information, provision of such information to others, and deliberately observing another student s work during an exam or quiz. Cheating diminishes those who do it, devalues their academic performance, and unfairly compromises those students who act honorably. Cheating in any form will not be tolerated. Accommodations for IU Students with Disabilities Every attempt will be made to accommodate qualified students with disabilities (e.g. mental health, learning, chronic health, physical hearing, vision neurological, etc.). You must have established your eligibility for support services through the appropriate office that services students with disabilities. Note that services are confidential, may take time to put into place and are not retroactive; captions and alternate media for print materials may take three or more weeks to get produced. Please contact your instructor, or the SPEA International Office, to discuss accommodations immediately but definitely before the start of the course.