INTERCULTURAL COMMUNICATION AND CROSS-CULTURAL MANAGEMENT IN UKRAINE

Abstract

The relevance of the multi-agent system is due to the following main reasons: the complexity of modern systems and organizations, which reaches such a level that centralized management in them is ineffective due to the presence of large flows of information. Cross-cultural aspects of recruitment, selection and adaptation of personnel distinguish the following varieties of international policy in multinational companies ethnocentric policy: filling key positions in their representative offices of the world only by personnel from the country of the parent company; polycentric policy: the use of local residents to manage foreign representative offices and managers from the parent company’s countries as top managers of the company’s headquarters; geocentric policy: to recruit the best and develop personnel, independence from nationality, to key positions in any multinational system. The article discusses an attempt to analyze the basic principles of crosscultural personnel management, which can be used when writing textbooks or in the work of HR managers. To implement management technologies today, the employee of the company must have cross-cultural achievements, that is, the ability in someone else’s and mixed cultural environment to demonstrate consistent behavior that leads to achieving the goals. Human resources management of an organization operating in several countries, in a mixed or diverse cultural environment, aims to analyze the cultural impact on the main areas of organizational behavior and personnel management functions: organizational culture and structure; organizational communications; conflicts in the organization; motivation of staff; selection and adaptation, training of staff