Trainingà Individual Learningà Improved Individual Job Performanceà Improved Organizational Performance

Trainingà Individual Learningà Improved Individual Job Performanceà Improved Organizational Performance

This paper should be based on HRM concept.

Western management assumes:

Trainingà Individual Learningà Improved Individual Job Performanceà Improved Organizational Performance

This is not a universal practice–for example, it does not correspond with many African socio cultural values. One specific example is in Malawi where organizations tend to be seen as having a responsibility to their employees, fulfilling a social role that Western organizations do not usually have. Malawian workers view work as instrumental for personal benefits. They do not feel the same reciprocity toward the organization in terms of high levels of motivation. Managers view their role as one of prestige on whom their subordinates depend highly. There is a very formal distance between levels of management, with perceived ability. And while managers have a great deal of respect for their subordinates, these are not the participative types of management practices typical of Western organizations. Encouraging delegation, for example, would be counter to Malawian values. Individual blame is not usually practiced. Instead, collective responsibility for mistakes is typical. Organizations tend to be very bureaucratic, emphasizing clear guidelines and structures.

What would you do if you were the manager in an office in Malawi?