英语翻译The theory presented above argues that multinational organizations must,under certainconditions,adopt human resource practices that foster greater sensitivity,responsiveness,andinformation sharing with host cultures(by using a polycentric

英语翻译The theory presented above argues that multinational organizations must,under certainconditions,adopt human resource practices that foster greater sensitivity,responsiveness,andinformation sharing with host cultures(by using a polycentric
英语翻译
The theory presented above argues that multinational organizations must,under certain
conditions,adopt human resource practices that foster greater sensitivity,responsiveness,and
information sharing with host cultures(by using a polycentric approach).However,while this
approach enables multinational organizations to be more ethically sensitive,the extensive use
of host country nationals may facilitate the diffusion of proprietary knowledge.From a
resource-based view perspective,this may dissipate competitive advantage.For example,
cultures often differ in their attitudes toward respecting intellectual property rights(Swinyard
et al.,1990).In other words,there may be a competitive cost to polycentric approaches.Thus,
when adopting a polycentric approach,organizations must not only consider the dual
pressures for global efficiency and local adaptation(Prahalad&Doz,1987),but also the
interaction between local ethics requirements and the need to maintain a competitive
advantage.How organizations achieve this balance potentially provides an interesting issue
for future research.
In conclusion,the strategic use of human resources within the context of international
management may enable multinational organizations to balance the needs for global
efficiency,local adaptation,and sustained competitive advantage.By helping organizations
effectively resolve ethical dilemmas posed by operating in other cultures,the appropriately
specified human resource configuration might reduce costs,promote goodwill,and contribute
to the ultimate goal of global competitiveness.
Google翻译我也会。来点通顺的吧

英语翻译The theory presented above argues that multinational organizations must,under certainconditions,adopt human resource practices that foster greater sensitivity,responsiveness,andinformation sharing with host cultures(by using a polycentric
上面所列举的理论认为,跨国组织必须在一定的
人力资源管理实践情况,采取更为敏感,培育,回应,和
信息共享与主人的文化(使用多途径.然而,而这个.
方法使跨国机构更加道德敏感,广泛使用
公民可以促进东道国的专有知识的扩散…从一个
经营的角度来看,这可能消失的竞争优势举例来说,
他们经常在不同文化的态度Swinyard尊重知识产权
在1990年,换句话说,可能会有一支有竞争力的成本approaches.Thus多,
当采用多中心的方法,不仅要考虑组织的双重吗
对于全球的效率和当地的压力,1987(Prahalad&Doz改编的,但也是
当地的伦理要求之间的互动,需要保持竞争力
优势.如何实现这一平衡机构提供了一个有趣的潜在问题吗
对未来的研究方向.
总之,战略人力资源的使用范围内的国际
管理可能使跨国机构的需求为全球
本地适应性、效率高、持续竞争优势的.通过帮助组织
有效解决伦理两难行动在其他国家,适当的
指定的人力资源配置可能降低成本,促进亲善与贡献
对全球竞争力的终极目标.