Problem: Every country has formal rules, laws, and regulations governing the dos and don'ts of HRM. Informal rules of the game embodied in cultures, norms, and values also assert powerful influence. As HRM becomes more strategic, the VRIO dimensions are increasingly at center stage. Keeping these in mind, what norms should Ikea adopt based on the American way of doing things in order to succeed? What are the blunders and mistakes to avoid when it comes to people management?