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According to Cho and Payne, one of the crucial factors that determine the success of multinational organizations is the extent to which they can implement their Human Resources practices globally.  Strategies that work in one country may not work well in another country.  Cultural values directly affect organizations who operate globally, specifically whether or not performance management is even considered, how feedback is given, and how feedback is viewed.  If performance appraisals are provided, then they would be influenced by Hofstede’s five dimensions; power distance, individualism/collectivism, uncertainty avoidance, masculinity/femininity, and long-term/short-term orientation.     

Performance appraisals are found to be most effective in cultures low on power distance with individualistic values (Cho and Payne, 2016).   An example of this would be if Tesla operates in Norway, Norwegians would be more open to receiving performance appraisals because they are low in power distance and is highly individualistic.  Given the fact that the cultural values of the host country play a specific part in whether or not performance reviews are performed, how they are performed, and how they are perceived, I would have to agree that cultural norms and values influence Human Resource practices of global companies.

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