...Why has the idea of competency become so important and outline its application to staff undertaking international assignments? Introduction Competency is defined as a constitution of a specific set of attributes such as knowledge, skills, attitudes and other characteristics (KSAO) people processes in which they use in accomplishing their tasks (Velde 2009). In general, competency is made up of three components. Firstly the KSAOs that contribute to successful and effective job performances, secondly, KSAOs can be evaluated, in other words they must be measurable and observable, and lastly, through KSAOs, managers are able to distinguish the superiors performers form others. Importance of competency Armstrong (2010) explains that ‘competency represent the language of performance. They can articulate the expected outcomes from individual efforts and from the manner in which the activities are carried out. Because everyone in the organization can learn to speak this language, competencies provide a common universally understood means of describing performance in many different contexts.’ Competency based approaches takes the view of the abilities of employees to shift between jobs as well as proficiencies in the associated tasks for various positions. The human resources managers need to identify the KSAOs that are essential for the organization to achieve its strategic goals. Traditionally, competency based approaches identifies the required KSAOs regardless of jobs, however...
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...Journal of International Business Studies (2006) 37, 525–543 & 2006 Academy of International Business All rights reserved 0047-2506 $30.00 www.jibs.net Cross-cultural competence in international business: toward a definition and a model James P. Johnson1, Tomasz Lenartowicz2 and Salvador Apud3 Crummer Graduate School of Business, Rollins College, Winter Park, USA; 2Deparment of Management, International Business and Entrepreneurship, College of Business, Florida Atlantic University, Boca Raton, USA; 3LBJ School of Public Affairs, The University of Texas, Austin, USA Correspondence: Dr James P. Johnson, Crummer Graduate School of Business, Rollins College, Office number 204, Winter Park, FL 32789, USA. Tel: þ 1 407 646 2486; Fax: þ 1 407 646 1550; E-mail: jpjohnson@rollins.edu 1 Abstract Many international business failures have been ascribed to a lack of crosscultural competence (CC) on the part of business practitioners. However, the international business literature appears to lack an adequate conceptualization and definition of the term ‘CC’, focusing instead on the knowledge, skills and attributes that appear to be its antecedents. In this conceptual study, we propose a definition of CC as it applies to international business and develop a model for understanding how CC is nurtured in individuals, linking our definition to the concept of cultural intelligence. We discuss the components of the model and suggest that there are environmental and contextual impediments...
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...organisation to its workers and management to help them conduct their actions in accordance with its primary values and ethical standards’. This means that all the members of organisation should adhere to these principles at all costs so as to ensure efficient conduct and execution of duties. They are there to guide all managerial decisions creating a common framework upon which all decisions are founded. This aids in the creation of a cohesive understanding of the boundaries within an organisation and the standards set for interacting with external stakeholders. A formal, well communicated code of ethics can also help to protect a company’s reputation and legal standing in the event of a breach of ethics by an individual employee. The International Federation of Accountants (IFAC) is a global organisation for the accountancy profession. It was founded in 1977 with a mission to serve the public interest, IFAC is there to strengthen the accountancy profession globally and contribute to the development of strong economies. It also has the duty to promote adherence to high quality professional standards. It also seeks to reinforce professional accountants’ adherence to these values, which are reflected in the IFAC Code of Ethics for Professional Accountants. The South African Institute of Chartered Accountants (SAICA) is the largest accountancy body in South Africa and one of the leading institutes in the World. It is highly influential in its dynamic business sector. It offers a wide...
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...International Journal of Business and Management; Vol. 7, No. 16; 2012 ISSN 1833-3850 E-ISSN 1833-8119 Published by Canadian Center of Science and Education Cross-Cultural Etiquette and Communication in Global Business: Toward a Strategic Framework for Managing Corporate Expansion Ephraim Okoro1 1 School of Business, Howard University, Washington, USA Correspondence: Ephraim A. Okoro, Department of Marketing, School of Business, Howard University, 2600–Sixth Street, NW, Washington, D.C. 20059, USA. Tel: 1-202-806-1545. E-mail: eaokoro@howard.edu Received: March 22, 2012 doi:10.5539/ijbm.v7n16p130 Abstract The expanding scope of business corporations in the first decade of the twenty-first century is drawing much scholarly attention, and the trend has been described as a fact of life that defies the stretch of human imagination. The concept of global economy has expanded consumer awareness, defined new standards and rules of operations, and increased the need for national and corporate interdependence. Multinational organizations are exploring opportunities around the world, demonstrating sensitivity towards cultural differences in order to gain from the proliferation and growth of international enterprise. Recent studies indicate that while some corporations compete successfully in the global marketplace, others have failed to sustain their competitive advantage because of cultural imperialism or inadequate acculturation of their managers on international assignment...
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...Organization In the project-based organization, project management (pm) competences are not only required by individuals, but also by project teams and by organizations. As project management has to be considered as a core competence of the project-based organization (called in this document the project-oriented organization, POO), this competence has to be explicitly developed by the organization. Source: People in Project Management Copyright: Roland Gareis and Martina Huemann Copyright statement This white paper is a chapter taken from a Gower book and provided free of charge to visitors to the website of the National Centre for Project Management. You may download it freely from the website www.cs.mdx.ac.uk/ncpm/about.html. You may also share it with colleagues, either in printed or electronic form (via e-mail), as long as you include this copyright page, each time you do so. Please respect the copyright of the author and do not publish the material in any form (printed or electronic) or circulate the material to any e-mail network. For permission to include this document in a website, intranet or extranet, please visit the Gower website (www.gowerpub.com) and contact our e-marketing manager, Elaine Hill, through the website. Gower Publishing, Gower House, Croft Road, Aldershot, Hants, GU11 3HR, UK. Tel: +44 (0) 1252 331551 e-mail: sales@gowerpublishing.com web: www.gowerpub.com 3 Project management competences in the projectoriented organization Roland Gareis and Martina...
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...ISM UNIVERSITY OF MANAGEMENT AND ECONOMICS INTERNATIONAL HUMAN RESOURCES MANAGEMENT BACHELOR STUDIES 3rd year students: Rasa Bartulyt Silvija Daikeryt Ieva Avulyt 2012 10 03 Women Expatriates Supervisor: Lineta Ramonien VILNIUS, 2012 Contents Introduction ..................................................................................................................................... 3 Women do not want to be international managers.......................................................................... 3 Companies refuse to send women abroad ....................................................................................... 3 Foreigners are prejudiced against women expatriate managers ..................................................... 4 Differences between men and women ............................................................................................ 4 Multinational companies should encourage women expatriates .................................................... 5 What can women do in order to be promoted to international positions? ...................................... 5 Conclusion ...................................................................................................................................... 5 List of References ........................................................................................................................... 6 Introduction Every organization seeks to have the most effective human...
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...Francesco Frontera Human Resources Management Prof. Huesing European University MBA (Group B) circa 1300 words 1 LOCAL AND INTERNATIONAL? MANAGING COMPLEX EMPLOYMENT EXPECTATIONS Answers to questions number 1 and 2. The “traditional expatriate compensation” is the expatriate policy applied by the company in exam when talented employees are sent abroad to take international experiences, or when managers are assigned for international assignments to transfer knowledge across borders. This policy presumes that the expatriate assignment couldn’t be longer than 3 years, and at the end of the contract the expatriate must be returning home. During its assignment, the expatriate receive the home-based salary plus a full incentives package such are: settling in allowance, medical health care, visa and permits and the full covering of travel costs. Moreover, the company provides to financing the pre-assignment visit, having care of the house haunting and searching school. Retention bonuses and miscellaneous allowances are even included in the packet. After this overview of the policy, is possible to point out that the “traditional expatriate compensation packet” is based on the “balance sheet approach”, which has the basic objective to allows the expatriate to maintain the home-country living standards plus a financial inducement to...
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...COM 360 Entire Course (UOP) For more course tutorials visit www.tutorialrank.com COM 360 Week 1 Individual Assignment Intercultural Competence Worksheet COM 360 Week 2 Learning Team Assignment Formal Outline and References COM 360 Week 3 Cultural Differences Driving Miss Daisy COM 360 Week 4 Verbal and Nonverbal Coding Worksheet COM 360 Week 5 Learning Team Assignment Communication Training Guide Paper COM 360 Week 5 Learning Team Assignment Communication Training Guide and Presentation ---------------------------------------------------------------- COM 360 Week 1 Individual Assignment Intercultural Competence Worksheet (UOP) For more course tutorials visit www.tutorialrank.com 1. What does “intercultural” communication mean to you? 2. Define “intracultural” communication. How is this definition both similar and different to “intercultural” communication? 1. Briefly describe the person and the place. 2. How were you changed by the encounter? 3. What do you wish you had known to deal better with this intercultural encounter? ---------------------------------------------------------------- COM 360 Week 2 Learning Team Assignment Formal Outline and References (UOP) For more course tutorials visit www.tutorialrank.com COM 360 Week 2 Learning Team Assignment Formal Outline and References ---------------------------------------------------------------- COM 360 Week 3 Cultural Differences Driving Miss Daisy (UOP) For more course tutorials...
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...MANAGEMENT a. INTERNATIONAL HUMAN RESOURCE MANAGEMENT b. INTERCULTURAL WORKING c. INTERNATIONAL ASSIGNMNET 3 THE CONCEPT OF INTERNATIONAL MANAGER, ITS ROLES/FUNCTION AND CONTRIBUTION 4 THE CAPABILITIES AND QUALITIES OF INTERNATIONAL MANAGERS 5 THE CONCEPT OF EXPATRIATION 6 CHALLENGES FACED BY INTERNATONAL MANAGERS ON INTERNATIONAL ASSIGNMENT 7 CONCLUSION AND RECOMMENDATIONS, REFERENCES 1. INTRODUCTION In this time of globalization, the concept of international human resource management has come to be an important aspect for human resource manager in multinationals, in order to have a worldwide vision of managing their expatriates effectively outside their PCN/HCN. The aim of this report is to analyse the statement which says that Effective international managers were said to be those who were flexible, open-minded, adaptable, speaking in foreign languages, and making friends with those of many nationalities (Smith, 1992:46). The report also provides necessary conclusion and recommendation which international managers are to adopt to ensure that employees works more effectively. There are differences between countries yet expatriates are effective in there works because of the role of international manager to see that the expat are successful. This analysis will be done looking at the different roles and attributes of international managers, the concept of expatriation, challenges faced by international manager and the...
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...COM 360 Entire Course For more classes visit www.indigohelp.com COM 360 Week 1 Individual Assignment Intercultural Competence Worksheet COM 360 Week 2 Learning Team Assignment Formal Outline and References COM 360 Week 3 Cultural Differences Driving Miss Daisy COM 360 Week 4 Verbal and Nonverbal Coding Worksheet COM 360 Week 5 Learning Team Assignment Communication Training Guide Paper COM 360 Week 5 Learning Team Assignment Communication Training Guide and Presentation ………………………………………………… COM 360 Week 1 Individual Assignment Intercultural Competence Worksheet For more classes visit www.indigohelp.com 1. What does “intercultural” communication mean to you? 2. Define “intracultural” communication. How is this definition both similar and different to “intercultural” communication? 1. Briefly describe the person and the place. 2. How were you changed by the encounter? 3. What do you wish you had known to deal better with this intercultural encounter? ………………………………………………… COM 360 Week 2 Learning Team Assignment Formal Outline and References For more classes visit www.indigohelp.com COM 360 Week 2 Learning Team Assignment Formal Outline and References ………………………………………………… COM 360 Week 3 Cultural Differences Driving Miss Daisy For more classes visit www.indigohelp.com Driving Miss Daisy Write a 1,750- to 2,100-word paper about the cultural differences portrayed in the film. Provide specific examples of how both Hall’s perspective...
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...contacts and find human talent. In response to that, the number of expatriates sent on global assignments is increasing steadily, and therefore finding the right people with adequate skills for global assignments is becoming one of the greatest international human resource concerns. Moreover, since sending employees abroad implies spending large amounts of money, for companies it’s imperative that such ‘investments’ bring the expected results; firms just can’t afford to gamble on the successful assignments of their expatriates. The most common reasons for expatriate manager assignments to fail have usually to do with lack of cultural fit, family or personal issues and not enough direction or goal setting. The fear of failure can explain why most international assignees are men. According to some recent surveys indeed the percentage of women on international assignments is lower than 20%, and even in the United States, where many believe the proportion of female executives to be significantly high, the situation is not different. Misconceptions about the abilities of women to handle international assignments and/or their willingness to accept these assignments “are more often due to bias and stereotyping in the home country and company than to prejudicial treatment in the host country or foreign subsidiary”. In particular, it’s a common belief that women are not suitable to international engagements because foreign clients are not as comfortable doing business with women as they...
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...FOR AN INTERNATIONAL ASSIGNMENT Referring to the case study, there are gaps identified in the Kline & Associate international human resources management practices in terms of expatiate management. Before sending an employee to an international assignment there are certain skills an employee must acquire and it is the duty for the HRM of the firm to prepare the employee for any international assignment. However this was not done by Kline & and Associate before sending Fred Bailey to Tokyo which caused the culture shock and the challenges faced by Fred and his family in Japan. Firms use a variety of HR practices to manage their expatriates (Mendenhall et al., 1987; Brewster and Scullion, 1997). As successful expatriate assignments are indispensable to MNCs for strategy implementation, researchers and practitioners alike are interested in determining how to facilitate the success of expatriates’ assignments (Stroh and Caligiuri, 1998; Dowling and Welch, 2004; Scullion and Collings, 2006). However, MNCs differ on the extent to which these practices are used in managing expatriates (Tung, 1982; Kopp, 1994; Peterson et al., 1996; Scullion and Starkey, 2000) and how effectively they are designed (Mendenhall et al., 1987). According to Adler and Ghadar (1990), expatriate management practices, namely who the firm considers as possible expatriates, how the firm selects and trains them, what criteria the firm uses to assess their performance, and what impact the international experience...
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...Introduction With globalization maturing rapidly in the world today, it is not surprising that organizations are deeply affected by erratic changes in their environment. In their run to achieve organizational effectiveness, the constant need to monitor and adjust to the environment is critical. Jobs and employees are essential buffers for uncertainties in organizations to their environment. But for it to be effective, a good fit between both employee and the job is necessary so as to have a competent and dynamic workforce. Therefore, the purpose of this essay analyses on a Human Resource (HR) perspective what is competency, the importance of competencies in the current workforce and its tandem relationship to staff undertaking international assignment. Importance of Competency in workforce Mcshane, Olekalns & Travaglione (2010) mentioned that information technology and transport systems enhanced the effects of globalization by bringing connectivity and interdependence between countries around the globe to a whole new level. Therefore, in order to meet the competitiveness of the environment, recognizing core competencies needed by the organizations in its employees is essential as it promotes customer value on the external aspect and allows creation of new business through innovation on the internal aspect (Nankervis et al 2011). As such, it’s no surprise that the same job of past and present now has very different scope of duties. Cooper, Robertson & Tinline (2003) affirm...
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...have the firm’s processes been? The HR department of Kline & Associates was clearly neglectful in many aspects on the assignment of Fred Bailey moving to Japan. The way this whole recruitment process occurred was not well managed from the beginning, since the opportunity appeared because the person managing Japan had been promoted, so Fred would just take his place. That is the first evidence that shows why things where not working. The company should have been involved in the selection and training process for the expatriate in advance. Fred did not know many basic differences between these two cultures, and lacked the knowledge to handle it, therefore, he committed many mistakes with wrong assumptions. Somehow he thought that United States should not be very different from Japan, he was in charge of 7 Americans and 33 Japanese, and thought people had the same motivations, so he could apply the same strategies and behaviours when conducting business. As shown in the case, the company did not provide him with the appropriate training that an expat should have to take the position on managing director. HR should contain cultural awareness programs, preliminary visits, job training, practical assistance and language training (Dowling, Festing & Engle 2013). The human resource managers must have training programs before an expat is sent to his assignment. What often happens is that companies prepare very well the relocation, but in terms of the logistics; flights, new home,...
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...[pic] NORTHCENTRAL UNIVERSITY ASSIGNMENT COVER SHEET Student: Abir Aboutaha THIS FORM MUST BE COMPLETELY FILLED IN Follow these procedures: If requested by your instructor, please include an assignment cover sheet. This will become the first page of your assignment. In addition, your assignment header should include your last name, first initial, course code, dash, and assignment number. This should be left justified, with the page number right justified. For example: |DoeJXXX0000-1 1 | Save a copy of your assignments: You may need to re-submit an assignment at your instructor’s request. Make sure you save your files in accessible location. Academic integrity: All work submitted in each course must be your own original work. This includes all assignments, exams, term papers, and other projects required by your instructor. Knowingly submitting another person’s work as your own, without properly citing the source of the work, is considered plagiarism. This will result in an unsatisfactory grade for the work submitted or for the entire course. It may also result in academic dismissal from the University. | | | |ESL7001-8 |Dr. Anthony Pellegrini ...
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