Which of the following is NOT one of the three approaches to managing people in MNEs?

Which of the following is NOT one of the three approaches to managing people in MNEs?

• A. Ethnocentric
• B. Polycentric
• C. Geocentric
• D. Regional-centric

Answer: (D)

In the context of managing people in multinational enterprises (MNEs), the three widely recognized approaches are ethnocentric, polycentric, and geocentric. Each of these approaches reflects different philosophies toward human resource management on a global scale. The ethnocentric approach revolves around the belief that the home country’s culture and practices are superior. This often leads to key managerial positions being filled predominantly with individuals from the parent company’s headquarters, assuming that they know best how to manage operations effectively, regardless of local conditions. In contrast, the polycentric approach emphasizes the hiring of local employees to fill management positions in host countries. This practice acknowledges the importance of understanding local customs and practices, enabling the MNE to be more adaptable and responsive to local markets. The geocentric approach seeks to promote a global perspective in staffing practices. It encourages organizations to draw from the best talent regardless of nationality, fostering a diverse workforce that can leverage global skills and perspectives. The regional-centric approach, while it may exist in some contexts, does not fit within the conventional framework of the three primary global staffing strategies. Therefore, identifying "regional-centric" as a choice clarifies that it is not recognized as one of the core approaches to managing people in MNEs.

In the context of managing people in multinational enterprises (MNEs), the three widely recognized approaches are ethnocentric, polycentric, and geocentric. Each of these approaches reflects different philosophies toward human resource management on a global scale.

The ethnocentric approach revolves around the belief that the home country’s culture and practices are superior. This often leads to key managerial positions being filled predominantly with individuals from the parent company’s headquarters, assuming that they know best how to manage operations effectively, regardless of local conditions.

In contrast, the polycentric approach emphasizes the hiring of local employees to fill management positions in host countries. This practice acknowledges the importance of understanding local customs and practices, enabling the MNE to be more adaptable and responsive to local markets.

The geocentric approach seeks to promote a global perspective in staffing practices. It encourages organizations to draw from the best talent regardless of nationality, fostering a diverse workforce that can leverage global skills and perspectives.

The regional-centric approach, while it may exist in some contexts, does not fit within the conventional framework of the three primary global staffing strategies. Therefore, identifying "regional-centric" as a choice clarifies that it is not recognized as one of the core approaches to managing people in MNEs.