University of Greenwich ID Number:
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Lecturer Name: Vu Anh Tai
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Executive Summary
I. Introduction
The Greenway Hotels, a national hotel chain with slightly over 60 properties and a
workforce of over 1,000, operates on a budget accommodation model catering to both
business and leisure customers (Greenway Hotels, 2023). Recently, Greenway completed an
acquisition in France by integrating a small hotel chain called 'Hôtel de Charme.' In a
strategic decision, the CEO of Greenway has determined that half of the newly acquired
hotels in France will undergo rebranding under the Greenway Hotel Group, while the other
half will be divested. This strategic move is in line with Greenway's goal of expanding its
portfolio to include 120 hotels in the next five years, supporting its ambitious 10-year plan
to own 250 hotels across Europe.
II. Main contents
1. Strategic approaches
The ethnocentric approach involves filling all positions for international business worldwide
with candidates from the parent country (Hammond and Axelrod, 2023). In contrast, the
geocentric approach is an international recruitment method where multinational
corporations hire the most qualified individuals for the job, regardless of their nationality
(Rudd and Lawson, 2023).
2. The differences in HR policies and business practices
2.1, Institutional
a) Labor code:
The first is the minimum wage employers need to pay employees set out in both the labour
codes of both the UK and France. In France, it is required that the employer pays a wage not
less than the national minimum wage (SMIC). As of August 1, 2022, the total monthly SMIC
for a 35-hour workweek is EUR 1,678.95 (approximately EUR 12 per hour) (ICLG, 2023).
Besides, the national minimum wage in the UK is 10.42 pounds per hour (from April 2023 for
workers aged 23 and over; lower wages apply for younger workers) Typically, the minimum
wage sees an annual increase in April (ICLG, 2023).
The average statutory working time in both countries also has some differences. Under
French legislation, the standard weekly working hours are set at 35 hours (CIPD, 2023).
Nevertheless, employees have the option to exceed these statutory hours through overtime
or as part of a designated working time arrangement. There are certain exceptions, but in
general, employees are not allowed to work beyond 48 hours per week, maintain an
average of 44 hours per week over 12 consecutive weeks, or work more than 10 hours in a
single day (ICLG, 2023). In contrast, the average weekly working hours in the UK stand at 40
hours, with a limit of no more than 48 hours for the majority of workers (ICLG, 2023).
b) Employees Representative Organization
Employees representative bodies of organizations worldwide are often referred to as "trade
unions" (Pelling, 2016). However, when considering the context in different countries, it is
possible to see differences in the structure of employees representation organization.
Employees in the United Kingdom can be effectively represented through various channels
such as unions, labor councils, and employee representatives. It's important to note that
labor councils and trade unions are not mutually exclusive entities; instead, they collaborate
and fulfill representative functions collectively. While unions typically concentrate on
collective bargaining, labor councils often play a more prominent role in disseminating
information and facilitating consultation processes (L&E Global, 2023).
The Social and Economic Committee (CSE) takes the place of elected employee
representatives within a company, consolidating various bodies such as the employee
representative bodies (IRP); staff representatives (DP); works council (CE), and health,
safety, and working conditions committee (CHSCT). The CSE's skills, composition, and
functioning are contingent upon the company's size. As of January 1, 2020, all relevant
companies must implement the CSE. In addition, the establishment of a CSE is obligatory for
companies with a workforce of at least 11 employees (FBA, 2023).
Recommendations: The company's board of directors needs to adjust its personnel policy in
accordance with labor laws in France.
2.2, Culture
a) Power Distance
With a score of 68, France scores quite high on Power Distance while this index in the UK is
35. Numerous comparative studies have shown that French companies often have one or
two more ranks than their UK equivalents. Superiors in French companies have the privilege
of making decisions and often employees cannot intervene (The Culture Factor, 2023).
b) Uncertainty Avoidance
French culture scored high in Avoiding Uncertainty at 86. This is evident in the following:
The French don't like surprises; Structure and planning are necessary and Before meetings
and negotiations, they want to get all the necessary information. On the other hand, the UK
– At 35, this country scores low on the level of Uncertainty Avoidance, meaning that Britons
are comfortable in ambiguous situations – the term 'shaking tangles' is a very typical British
expression (The Culture Factor, 2023)..
Recommendation: The company's human resource policy should have a long-term
orientation and commitment to salary; Bonuses and benefits need to be detailed and clear
to fit French culture.
