Q1) what kind of challenges would it be involved in recruiting and selecting peo
ID: 361033 • Letter: Q
Question
Q1) what kind of challenges would it be involved in recruiting and selecting people to translate documents from spanish, poland and french into english?
please list all the challenges involved and explain in detail.
Q2) Would those challenges be easier to meet by recruiting within united states or by looking for talent overseas? Explain?
Q3) Suppose a small translation business asked you to advise the company on how to overcome cultural barriers among the staff drawn from the above mentioned three countries. Suggest a few ways the company could use training and performance management to achieve this goal?
Explanation / Answer
Q1) what kind of challenges would it be involved in recruiting and selecting people to translate documents from spanish, poland and french into english?
- Accuracy is often lost in translation.
- Differentiating between figure of speeches and actual assertions
- Compressing wholes sentences into words without diluting its meaning or taking it out of context
- Maintaining a point of reference when talking about gender, person. place. entity or thing. Since in some languages these are inter changeable
- Legal terms and clauses may be similar in meaning but different in context and description for eg :
Frigaliment Importing Co., Ltd. v. B.N.S. International Sales Corp.
Based on the facts its clear that what the plaintiff (the Swiss Corporation) ordered and expected were two different things. The Plaintiff ordered “chicken” of various weights from the defendant (B.N.S. International Sales Corporation) based on the English Language Contracts that the defendant received . If the Plaintiff expected the word Chicken to have the same meaning in German and English he or she or should have used a Legal Translator to accurately translate the contract or the MOU (Memorandum of Understanding).
The parties could have used legal translators in order to translate the contract more accurately. Also could have used multiple checks and balance in order to be more clear and specific about the contract deliverables. `If the terms were more clearer, they could have been more enforceable based on the Uniform Civil Code
Q2) Would those challenges be easier to meet by recruiting within united states or by looking for talent overseas? Explain?
Answer : Yes those challenges would be easier by recruiting within the United States so that the recruit or the employee is bilingual and speaks the same cultural references & as the employees at the head office. So it wold be easier to find a candidate within the United States who is bilingual and fluent in two or more of the required languages including American English.
Q3) Suppose a small translation business asked you to advise the company on how to overcome cultural barriers among the staff drawn from the above mentioned three countries. Suggest a few ways the company could use training and performance management to achieve this goal?
Answer :
CROSS-CULTURAL Leadership Training
The ability to communicate across different cultures with sensitivity is extremely important. This is a style of leadership where , leaders learn how to work with a diverse group of employees or followers by facilitating an environment which promotes, integration, fairness, equal opportunity & egalitarianism. Leaders in MNC's need to influence employees from diverse cultures. So the company will have to account for leadership training as a part of its budget and competitive strategy
They can have a staffing policy that is more globalised
Geocentric Staffing Policy, staffing policy enables multinational firms to hire candidates irrespective of their nationality, provided they're the best candidate who qualified for the job. Which means that key management positions may be filled with employees from different countries. This help widen the company's talent pool for middle management and senior management.
Performance Appraisals in Global Management or a cross cultural organisation
Global management would rate a manager, e team member or a leader on a more diverse set of metrics such as his or her ability to integrate and work effectively within new teams from diverse cultural , ethnical and ideological backgrounds. Global management would not rely excessively on stack ranking or a bell curve system but a more wholistic crowd sourced feedback system
Performance Appraisals in Domestic firm
Domestic management's performance appraisals would probably rely more on stack ranking as the employee can easily be ranked against his or her peers are there are no significant advantages or disadvantages within a domestic organisation as a vast majority of the workforce falls within similar cultural, ethnical and socio economic backgrounds.
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