International Strategies for Human Resource

International Strategies for Human Resource Management

Get Assignment Help from Industry Expert Writers (1)


This purpose of time when globalization turn into a characteristic marvel, get human resource a lime light. There is more prominent acknowledgment that unique capabilities are gotten through deeply created representative abilities, particular authoritative societies, frameworks as well as administration procedures. Be that as it may, it is important to contribute the idea with clear significance. Generally, human resource managements have been outlook as the factors basically after a key businesses preference is completed. In addition, Human resource management issue is not talked on among a alternative for buying a business firm (Poole, 2013). Therefore, human resource management of Samsung Group is a fundamental piece of system definition. Where the human resource management begun the lots of an critical thinking and experimentation for selecting what an information is required, along with what matters must be measured as well as how HRM could classify with a different division of a business. Cross cultural management provides the knowledge then how to manage actualize effectual management and conflict of the assortment culture. The aims of Cross cultures is to design a management apparatus and realistic organization formation towards varied cultural environment. Culture is accessible as an outline of managerial knowledge of Samsung group that can be improved from the resource for reinforcement core capability,

Overview of Samsung:

Samsung Group is the South Korean multinational company. Samsung group was set up by Lee Byung in 1938. At first, this company was introduced as a trading industry. On the starting point, this specified company operates their business across the world by their product, for insane, textiles, food processing, securities, insurance as well as retail. In 1960, Samsung introduced the electronics organization. Samsung electronics is the second largest information technology company over the world.  As well as Samsung group has the sixth top global brand value in 2017.  Samsung group is set up more than eighty companies over the globe.  This organization has a broad range of their business process, for example, telecommunication, consumer electronics, shipbuilding, medical service, construction and financial service. Samsung group introduced excellent method for controlling their product quality, so that the management offered the best quality of product to their existing customer over the entire world (Samsung. com, 2018). Their well capable labor force is still determined for superiority in their individual grounds creation the entire organization vast achievement in the production.  However, the underground to an organization’s constant accomplishment is in the steady enhancement of their management arrangement. The management of Samsung group provides the relevance of their philosophy that Samsung would be devoted their human resources as well as technology to make superior goods and services, in that way causal to the superior universal culture.


  1. Human Resource Management:

HRM is the way of executing the employees of the company through their culture and manner. Human resource management managed the employee of the company through innovative and artistic methods as well as required the accuracy and exact appliance of thesis. It concludes a prominent partition in guaranteeing requirement of employees, efficiency to meet the goal, accomplishment and enhancing execution in the institute. The structure of employees is the key source for a union. Without employees, there is no association. Between every single resource that the company utilizes, human resource management is considered to have a noticeable and critical portion in accomplishing their goal. HRM provide the company to accomplish their requirement through the member of staff. According to Poole (2013) show Human Resource Management frameworks could be the origin of hierarchical capacities that allow the company to capitalized and determine from innovative conveniences. HRM is the phrase generally utilized as a part of administration sphere for the staffing capacity. In addition to, the scopes of human resource  are related with the improvement and usage of managerial efficiency, human resource arranging, enrollment and choice, reward management, training and advancement, information administration, ability administration, employee relationships, health and security, welfare HR organization, satisfaction of statutory necessities, locating diverse managerial requirements, overcoming any business issues amid articulation and reality and some other issues identified with business relationship. Poole (2013) have defined the purpose of HRM, are as follows:

  • Aligning policies of human resource management with business approaches and corporate procedure.
  • Managing employee or stuff as the resource that is crucial to superior hands of an association.
  • Creating a tribute and new adaptable union fits to react all rapidly for changing.
  • Increasing a near assault of an HR techniques, policies and the frameworks by each other.
  • Encouraging groups work and the co-activity cater-cornered over inner hierarchical limit.
  • Empowering staff to agreement with their own particular learning and self-advancement.
  • Creating a firm client initial logic all through the management.
  • Developing reward methodologies intended to facilitate an execution motivated to the employee.
  • Improving employee satisfaction through better inner correspondence.
  • Building more significant worker sense of job in the company.
  • Developing line management liability for human resource strategy.
  1. Cross cultural management:

When the management ought to supervise the employee or stuff from diverse culture or region than their individual, then cross cultural management arise. The objection of cultural management is generally expanding as hire immigrants, business expand overseas along with labor to enlarge assortment. As per the comments of the Goss (2012), cross-cultural management needs exact knowledge and improving their businesses to succeed at such an administration manner might be required to provide supplementary guidance of employees. The management can only finish that efficient four fundamental processes are utilized, such as, organization, planning, monitoring plus directing.

International Strategies for Human Resource

Impact of Hofstedes model on two different countries’ cultural dimensions of Samsung Group:

Cross cultural management depends on the personality of human resource management used by Hofsstedes Model between India and Japan. As well as, Hofsstedes Model always provides great ideal knowledge to the management, the Cross cultural management would be prolonged effectively. As follows the employee expects fabulous facility from their desirable and best company. Ultimately, the employees’ dependability can be motivated and improved through luminous service quality of Samsung Group. The employees’ satisfactions are controlling by HRM that must be apprehensive by the board of directors. Therefore, Samsung Group will obtain several financial accommodations, because of courier reward, distribution costs and production cost to achieve the employees’ satisfaction (Poole 2013).


According to examine individual two countrywide preferences, Hofstedes had provided five cultural dimensions. As per view of Hofsstedes Model, in Samsung group, the power distance between India and Japan is a significant approach so as to decrease the space between senior and subordinates management of Samsung group. So as to execute unify decision making method; the management of Samsung group ought to centre on power distance dimension.

In this manner, on the view of diagram, to define that individualism dimension of this model show 48% in India and Japan has 46%. The management wants to centre on masculinity dimension of Hofsstedes Model that defines 56% on countries India to attract the individual, comparison with Japan. Discussion about one more dimension of this representation that is uncertainty avoidance that scores only 40% in the Indian culture and 92% in Japan. This dimension achieves the opinion and reactions of employee in uncertain situations according to avoid such improbability (Goss (2012). Top authority of Samsung Group wants to centre on the long-term orientation dimension that is 51% in India and 88% at Japan for improving employee job satisfaction. Therefore, Indulgence dimension is the end factor of Hofstedes model that scores 26% in the Indian civilization and 42% in Japanese culture. Furthermore, the administration of Samsung Group ought to re-evaluate the Hofstedes Model to evaluate the cross cultural diversity that impacts the employee’s job satisfaction and security. In order to, ethnocentric enrolment affects employ management procedure as well as same nationality for appointing local employees surrounded by a foreign state. In the essential analysis of the business argument, diverse kinds of optimistic and unenthusiastic portions of the employee’s point of vision so as to be efficiently confined and illustrious (Hendry, 2013). In addition to, the main basics of the Samsung Group that integrate a wide significance of which origin the organisations to direct a productive business venture. As well, Samsung Group desires to core on the assurance of every aspect of the business theme for the additional study method. Consequently, with the help of this essential assessment, HRM can settle on the immensity of the varied business subject. However, Samsung Group can assemble the loyalty level of employee by enclosing reward design. In addition to, the human resource management of Samsung Group requires to approve the polycentric staffing process to appoint staffs from India and Japan (Goss, 2012). The management of Samsung Group needs to consider the reward strategy to attract the employees (Hendry, 2013).

  1. Impact of cross cultural workforce on Samsung Group:

In this world we have a huge number of organizations and out of these millions Digital house is additionally one of the business which is situated in South Korea. Samsung group can influence them by their various products on societies. As the management of Samsung Group have run over far they obviously realize the significance of culture and how awful it can be at sure state of affairs to organizations. Goss (2012) showed that even with qualified universal organizations, frequent all about proposed all inclusive utilizations of administration hypothesis have turned out gravely. Inspite of, pay for execution has in several occasions been a disappointment on the global in light of the matter that there are specific however implicit, administers about the policies and timing of reward and advancements. In the interim international chiefs have it difficult on the fields that the management should work on diverse site at a certain moment. This site appears from their way of existence of preliminary position. In addition to, the people are working through the way of existence of the Samsung Group which utilizes them. Therefore, in each culture on the earth, such event as specialist management, great association, inventiveness, responsibility and verify are well-informed about various traditions. That the Human Resource Management of Samsung use comparable terms to depict them tends to influence us into product that social cultures as well as acclimated direct may not be suitable or shared. Kumar (2013) stated that global culture will formulate or if nothing else rapid a usual culture across the globe. It would make the existence of the global chiefs significantly more straightforward. Thus, Markets and societies are receiving to be equivalent over the world. There are, to be sure, numerous items and administrations getting to be normal to world markets. That is critical to consider, in any case, where the employees are discovered physically, yet what the employee propose to persons in each culture. The cultural management is not what is obvious at first look. This is the common way gatherings of persons realize and explain the humanity. On the rotten chance that HR management of Samsung group ought to increase comprehension of dependability to their corporate objectives, planning, authorities and products wherever the HR management of Samsung are working together, they must follow what others portions of administration signify in various societies. However, this specified internationalization of business existence requires more learning of social examples. In more communitarian societies similar to UK, France, Australia, Germany and huge sectors of Asia, it may not be so effective. The Employees might not recognize that individuals from the meeting ought to exceed expectations in a way that uncovers the inadequacies of their staffs. Consumers in more communitarian societies equally criticize of the Fast Buck attitude of the top organizational stuff, HRM of Samsung Group like to develop relations deliberately and look after the employee. This is done in order to retain a unique culture and bonding among all so as to improve the team work and performance in the coming age. Since, team work is the only way to sustain in this competitive world despite of many other competitors.

Advantage of cross culture management:

In addition to, the benefit of the Cross Culture Management in the Samsung group is can upgrade the business connections with International business status (Poole, 2013). Because of when the management is turned out to be educated about Cross Culture Management in term of their own social practices and qualities with different regions can raise individuals to effort effectively in the multicultural business condition (Goss, 2012).). Since, in Asian Countries, hush indicates mindfulness in central leadership. However, in Western nations, they are awkward with quiet. As well as, the representatives or even officials of Samsung will identify about this culture and can keep away from it to assemble great involvement with Western or Asian business accomplices.

Besides, Cross Culture Management can enhance the basic leadership process on the grounds that the choice of HRM is impact by social perspectives, qualities and conviction which furnish profitable knowledge to HR to enhance the relational abilities in the job environment (Randhawa, 2013). At the point when the persons mindful of the social contrasts of others, human resource management can adjust to different ways that the planning is selected. The motivation following why the selections are settled on and party include in basic leadership process must be situated as gathering, group or individual in order to expand ability and abstain from misunderstanding of the basic leadership process. And this would be a very big discrepancy for the brand in the coming age among many others existing rivals.

  1. Issue in cross cultural Management:

It’s occupant for the management to guarantee that the three parts of association’s structure are upgraded for their significance in cultural management. HRM provides the general relationship between the authority and their management with the company, the vertical specialist framework that characterizes the chiefs and the subordinates, and the broad perspectives of the staff about their association’s predetermination, objectives and purposes and also their places in the job environment (Hendry, 2013). In human resource management should manage the cross cultural issues attributable to the method that the employees in a job environment originate from different social foundations. Cross culture includes to the different types of aptitude introduce among the stuff from various social regions. There is a need social attachment in job put whereby national and global social varied varieties will be regarded. The HRM ought to give a multicultural area where every one of the legislative body are given comparable probability to effort viably in the center of the social assorted variety without being liable to some major societies. In employment puts numerous differentiated cross culture issues that present themselves, are as follow

Race: Replacement starting with one district then against the next is not exceptional. In Several associations HRM will understand that the representatives are from different races (Price, 2011). This may introduce as a analysis in vocation put mainly between the general population who have a test in managing persons of various racists. The issues of prejudice have introduced themselves in an especially firm approach in several companies. The racists are partial to the faith that there are a the minority people of a specific race who can’t take the key organization positions as well as in the event that they are constrained by the situation to elevate such persons to such positions, they want to individuals from the “predominant races” to remain seem for they have not faith in the capabilities of the “second rate race”. Since, Bigotry provides in issues like use of harsh language or calling individuals names by their race “nigger”, they are ignored among progression in spite of a refusal of preparing man’s execution, offered testing occupations in arrange to show lavishness of individuals from a specific race, yelled at, spook, suggest of disliked actions as well as disagree of occasions and different advantages that individuals from the ‘prevalent races appreciate’. The HRM ought to operate a few instruments that will strain on regard for all (Price, 2011).

Sexual orientation: The issue of occurrence complex in light of sex, later prompting majority of a given sex particularly the men presents itself in the general public on the slack. The job environment does not rotate into an exemption. In several companies HRM reliable position depend on defend, in this means it’s usual to find out ladies bossing over men. It’s likewise regular to find out men who trust they are better to everything ladies and afterward they believe that it’s complex to bow to such specialists. However, the administration wants to strategize on a move toward to overcome such difficulties for a durable and favorable workplace. Usually the formation will be hampered for the men being referred to may complete a poor employment therefore they can effectively express their idea.

Communication: Dessler (2012) has called awareness to that all social communication. HRM draw their operation of verbal and non verbal relational abilities from our social foundations. The matter of association is to attach along with there is an obstruction to the gripping connection among the interfacing parties then the motivation at the back the correspondence is not satisfied. The matter of correspondence is  be noticeable between the most plain signs of the social mixed variety in operational environment that the supervision should endeavor to manage. The dialects of additionally and correspondence of the best approach to impart are the absolute most essential things that a man gains ideal from youth. The socialization system is so effectual with the end objective that for one to alter a person’s introduction to association, it may require a remarkably escalated preparing (Dessler, 2012). The difficulties of cross culture and intercultural interchanges are seen when the person anticipates that other individuals will express the way they stare correspondence ought to be done, basing from their social basics. Breakage of correspondence can prompt an aggregate disappointment in an organization’s generation. The criticism should indicate whether the correspondence procedure has occurred. Because of assorted social introductions one will understand that the correspondence procedure may never happen. It’s the part of the administration to prepare all the staff in order to guarantee that they see each other. The administration ought to build up a typical specialized strategy that ought to give a stage to them to impart viably. If such is not followed then it would be extremely detrimental to maintain the same for the long run.

Religion: Religion happens to be notable with the most culturally diverse issue that immense affect link among the representatives in a work environment. The employees have different religious accept and even the persons who are from similar religious foundations similarly gap in their understanding of communicate (Kumar, 2013). For instance, there might be distinctive sorts of Christians, a few Protestants and a few Catholics in a working environment. The employees have self-assurance in same God though they vary particularly in their behaviors relying ahead how they are mingle. In order to, there may likewise be Muslims, nonbelievers Buddhists among various different religious affiliations. Issue of religion demonstrates they ideal from the introduction of the educational programs vitae for a vocation application. There are numerous organizations that one can never secure a vocation without expressing one’s religious connection. Amid a prospective employee meet-up it’s normal to be requested to explain your convictions. The religious provocations may likewise be show when a few representatives endeavor to change over their work mates to join their religions or even the supervisors communicating their objection to a person’s religion. The religious issues may realize clashes in circumstances where the bosses don’t care for a person’s religion.

Limitation of the Cross-Cultured workforce:

  1. Style of communication: communication styles vary among societies. Attorneys, such as, as the gathering, with the fierce styles of correspondences than mainly different gathering. Therefore, by differentiate; frequent individual from an Asian society see angry correspondence while innately ill-bred. Somebody from a non-angry culture might be hesitant to call attention to blunders finished by the major or smooth an equal, whereas a individuals whose mistake is neglected might assume of this as casual not to has brought up quickly (Kumar, 2013).
  2. Stereotyping: at a workplace which contains a very diverse set of employees, it very common for the employees to generalize a particular ethnicity. According to some experts, this is the biggest problem of owing a cross-cultured workforce. For example, the western civilization has some typical stereotype against some of the Asian cultures. Therefore, this enhances miscommunication among them and this situation, in a extended run, reduces a overall productivity of an organization.
  • Organizations such as Samsung have often faced a cycle of retribution and counter-retribution among their employees. This is termed as infighting which badly affects the atmosphere at the office (Poole, 2013).
  1. Maintaining a large cross cultured employees might hamper the overall budget of the company. The higher management of Samsung in order to adjust to the requirements of different cultures is forced to bear some of the expenses which they did not count for. The more the diversion the more company has to spend on its short-term cost outlay. Only then, it would be effective in amplifying the brand image and profitability of the products of the products as compared to many others (Hendry, 2013).

HRM policy to reduce cross- cultured workforce:

In an organization such as Samsung, trust is important. A group of employees while working as a team, it is important that the members are maintaining trust. Without trust, the productivity of the team will be reduced. As stated before, like any other multinationals company such as Samsun has a very large diverse workforce. As the employees of the company, belong form a different cultural background, sometimes they often doubt an employee of a foreign culture. Therefore, the misconception in the work premises cannot be ignored. As the style of communication is different culture it is very common for the employees communicate properly with other employee form a different culture.   Therefore, in order to mitigate these problems, it is important to undertake actions. The Human Resource Management of Samsung can implement following steps:

  1. The HRM of Samsung, if else the immediate team leader of a group, needs to take initiatives to introduce their team members with each other. The communication which will be selected for this purpose needs to be common among the members in order to express their contribution with more ease. Perhaps one of the best strategies for this purpose is by asking for the background of their members and their journey. This will allow the employee form a different background to feel more secured about others.
  2. It is very common for a global cosmopolitan to quit a particular organization due to miss-behave and lack of communication form their higher management. Therefore, the human resource management of Samsung needs to avoid this mistake. It is important that the HRM providing these employees a fair opportunity for their multicultural skills. HRM also needs to educate themselves about the various cultures spread around the globe. This will buy these employees the time to feel appreciated and will make them secure (Goss, 2012).
  3. HRM should never have a biased or a predetermined mentality towards any certain culture. Secondly perhaps the most important policy needs to be adopted by the HRM of Samsung is to set up a strict rule against any form of discrimination. The HRM needs to make sure that these rules are never been tampered with, and the higher management of Samsung needs to make sure that the HRM department is actually implementing these rules.  The HRM of also needs to ensure that are compelling with their employees and giving them clear directions.
  4. Perhaps the best possible way to mitigate these differences actually understands these differences (Randhawa, 2013). Some of the cultures are quite sensitive to some of the topics which might be not an issue for a different background. The HRM department needs to monitor these bits of advice very closely. The HRM can take advantage from either manually or even from innovative technologies such self-service software. These types of software, a team member can easily analyze the perspective of another member.
  5. Building personal bonds among the employees is another great strategy which can be implemented by the HR department of Samsung. As the employees come closer to other members and develop a bond of friendship, a number of misunderstandings can be avoided to a great extent. Not only this, the trust factor among different employees will also be enhanced, which can dramatically enhance the productivity of the overall team.
  6. Ignore and minimize difference is another great strategy. This is, in fact, one of the most popular forms of strategies undertaken for this issue. This strategy is also seen more commonly in a parochial structured organization. Another major benefit of this strategy is its ease of use. Simply ignoring the difference also creates a bond among these employees much faster too (Randhawa, 2013).


Conclusively, it may be revealed that, proper management of the workforces of an organization is a big task for the higher authority. This is because, the employees commence from diverse regions and caste and race and therefore, in order to bind them together in a single work culture is a quite troublesome task. Despite of being a problem, with appropriate HRM rules and regulations, the individual may be effectively controlled and it also helps to increase their performance and productivity towards the organization. However, to do so, varied types of incentives, rewards and strategies are introduced that would lead to improvement of the enterprise brand image and proficiency. But to do so, proper understanding of the desires of the employees is extremely essential. Failure to do so, might prove extremely troublesome for the management to retain and attract the workers towards the enterprise among many others.


Managing a diverse and cross cultured workforce is one of the biggest challenges of the HR department of given company. The productivity of a cross-cultured workforce can be enhanced if the differences among them are eliminated.  This will not only make the working atmosphere more positive but the productivity of the organization in overall can also be extended. In order to perform this task more effectively the HR department should consider even slightest issue which might be bothering an employee with a particular ethnicity. A good way is to organize cross-cultural programs within the office to introduce the various cultures to different employees. Working in a cross-cultured environment will allow the employee to enhance their creativity as well.


Bamberger, P.A., Meshoulam, I. and Biron, M., 2014. Human resource strategy: Formulation, implementation, and impact. Routledge.

Brewster, C., Houldsworth, E., Sparrow, P. and Vernon, G., 2016. International human resource management. Kogan Page Publishers.

Briscoe, D., Tarique, I. and Schuler, R., 2012. International human resource management: Policies and practices for multinational enterprises. Routledge.

Dessler, G. (2012). Human Resource Management. Usa: Sage

French, R., 2015. Cross-cultural management in work organisations. Kogan Page Publishers.

Goss, D. (2012). Principles of Human Resource Management. London: Newyork Times

Head, B.W. and Alford, J., 2015. Wicked problems: Implications for public policy and management. Administration & Society47(6), pp.711-739.

Hendry, C. (2013). Human Resource Management. Usa: Sage

Hofstede, G., Garibaldi de Hilal, A.V., Malvezzi, S., Tanure, B. and Vinken, H., 2010. Comparing regional cultures within a country: Lessons from Brazil. Journal of Cross-Cultural Psychology41(3), pp.336-352.

Kassim, N. and Asiah Abdullah, N., 2010. The effect of perceived service quality dimensions on customer satisfaction, trust, and loyalty in e-commerce settings: A cross cultural analysis. Asia Pacific Journal of Marketing and Logistics22(3), pp.351-371.

Kerzner, H. and Kerzner, H.R., 2017. Project management: a systems approach to planning, scheduling, and controlling. John Wiley & Sons.

Kerzner, H., 2018. Project management best practices: Achieving global excellence. John Wiley & Sons.

Kramar, R., 2014. Beyond strategic human resource management: is sustainable human resource management the next approach?. The International Journal of Human Resource Management25(8), pp.1069-1089.

Kumar, R. (2013). Human Resource Management: Strategic Analysis Text and Cases. Usa: Sage

Lee, J.Y., Park, Y.R., Ghauri, P.N. and Park, B.I., 2014. Innovative knowledge transfer patterns of group-affiliated companies: the effects on the performance of foreign subsidiaries. Journal of International Management20(2), pp.107-123.

Lee, S.J., Kim, J. and Park, B.I., 2015. Culture clashes in cross-border mergers and acquisitions: A case study of Sweden’s Volvo and South Korea’s Samsung. International Business Review24(4), pp.580-593.

Li, W., 2010. Virtual knowledge sharing in a cross-cultural context. Journal of Knowledge Management14(1), pp.38-50.

Liu, S., Volcic, Z. and Gallois, C., 2014. Introducing intercultural communication: Global cultures and contexts. Sage.

Maringe, F. and Foskett, N. eds., 2012. Globalization and internationalization in higher education: Theoretical, strategic and management perspectives. A&C Black.

McFarlin, D. and Sweeney, P.D., 2014. International management: strategic opportunities & cultural challenges. Routledge.

Mora, C., 2013. Cultures and organizations: Software of the mind intercultural cooperation and its importance for survival. Journal of Media Research6(1), p.65.

Mullins, R.R. and Panagopoulos, N.G., 2018. Understanding the theory and practice of team selling: An introduction to the special section and recommendations on advancing sales team research. Industrial Marketing Management.

Pisani, N., Muller, A. and Bogăţan, P., 2018. Top Management Team Internationalization and Firm-level Internationalization: The Moderating Effects of Home-region Institutional Diversity and Firm Global Focus. Journal of International Management.

Poole, M. (2013). Human Resource Management: Critical Perspectives on Business. Usa; Sage

Price, A. (2011). Human Resource Management. Usa: Sage

Randhawa, G. (2013). Human Resource Management. Usa: Sage

Rao, T.V., 2014. HRD audit: Evaluating the human resource function for business improvement. SAGE Publications India.

Samsung, com (2018). Overview of Samsung. [Online] Available at: [Accessed on 30.4.2018].

Song, C.Y. and Lee, K., 2014. The Samsung way: Transformational management strategies from the world leader in innovation and design. New York: McGraw-Hill Education.

Taylor, T., Doherty, A. and McGraw, P., 2015. Managing people in sport organizations: A strategic human resource management perspective. Routledge.

Thomas, D.C. and Peterson, M.F., 2017. Cross-cultural management: Essential concepts. Sage Publications.

Truss, C., Mankin, D. and Kelliher, C., 2012. Strategic human resource management. Oxford University Press.

Ulrich, D., Brockbank, W., Yeung, A.K. and Lake, D.G., 1995. Human resource competencies: An empirical assessment. Human resource management34(4), pp.473-495.

Unger, J.M., Rauch, A., Frese, M. and Rosenbusch, N., 2011. Human capital and entrepreneurial success: A meta-analytical review. Journal of business venturing26(3), pp.341-358.

Vance, C.M. and Paik, Y., 2014. Managing a global workforce: challenges and opportunities in international human resource management. Routledge.

Vogelmeier, C.F., Criner, G.J., Martinez, F.J., Anzueto, A., Barnes, P.J., Bourbeau, J., Celli, B.R., Chen, R., Decramer, M., Fabbri, L.M. and Frith, P., 2017. Global strategy for the diagnosis, management and prevention of chronic obstructive lung disease 2017 report. Respirology22(3), pp.575-601.

Leave a Comment