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ASPECTS OF PERSONNEL INTEGRATION IN MULTINATIONAL ORGANIZATIONS

Authors
Disciplines
  • Communication
  • Linguistics

Abstract

Organizational integration is the process which involves adaptation, accommodation, assimilation by which the employee compiles with the requests, the rules of the objective situations and of the collectivity. The new employee must adapt both professional and social in order to fulfill his tasks and to integrate in the new organizational culture. The integration strategies are: formal/informal, individual/group, sequenced/no sequenced, nonmobile/mobile, serials/disjunctives, investment/disinvestment, competitive. Multinational companies have as main features the cultural diversity, the linguistic differences, the different mentalities and habits which makes the process of integration more complicated and slower. The foreign employees have to integrate in the new organization, to adapt to the new social-cultural conditions, to assimilate new information, habits, cultures, to use social communication, motivating abilities. This study shows the factors which block the integration process for the foreign employees in the multinational companies. The factors which block the organizational integrations are either external or internal. The external factors are: the language barrier, the lack of a social adapting program, the colleagues behavior, the management attitude, the physical conditions of the office, the big cultural differences, the salary. The internal factors which make the integration process slower or even block it are: age, gender, introversion, the low adapting ability, the lack of communication abilities, the low emotional equilibrium, capacity of adapting, the external control locus.

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