Flextronics University – qualifying line managers for leadership and HRM tasks
1. what were the major cultural and institutional forces which Flextronics had to take into account in this situation?
2. what was the imlicit underlying assumption about how HRM shoukd be done – ‘best practice’ or ‘best fit’? Why do you think that?
3. what differences would national cultural and institutional specifics make for a company intending to implement a similar solution in a country of your choice?
4. what influence will the emergence of ever more powerful information and communication technologies have on projects similr to the Flextronics’ effort described above? Do you expect divergence, convergence o stasis? Why?
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