The convergence and divergence not only represent different ways in which the International HRM is conducted but also shows different traditions by which HRM is explored.
Convergence and divergence can also be explained as Universalist and contextual paradigm. Universalist paradigm specializes in the management of HRM across various national borders. This is the human resource methods and guidelines can be transferred from one country to some other by thinking that those which worked well in one country will continue to work in the other country as well. On the other hand, the contextual paradigm contributes to the need of considering all the organisational internal and exterior factors. The divergence HRM compares systems of 1 country with the other country and then identifies similarities and distinctions then forms the antecedents from those distinctions.
This report focuses on explaining the change management at corporations. It includes the exemplory case of British Airways that has once successfully applied change management in their corporation. Change Management is the idea organizations apply in order to deal systematically with change.
When British Airways was formed following its merger, it wasn't successful. This is mainly because of the cultural and status dissimilarities of the employees of the corporations that were merged. There is no leadership and the business lacked the required competence to deal with the emerging problems.
In order to deal with that dilemma it was decided to appoint a fresh Chairperson and Lord King was appointed. He down the road, appointed King Marshall as the principle Executive. Both leaders knew that change was needed within the business.
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