...................... 26 6.0 References............................................................................ 28 . ABSTRACT This study is based upon research previously that have been investigates and studied. Therefore the previous study will be main reference and it will state on literatures review, and then will be discussed in this study. The literature supporting issue suggest that women often have great success in performing their expatriates’ assignments than men and the literature not supporting issue will discuss about advantages over male side rather than women in expatriates assignments. These both literature issues will be discuss and compare on details in perspectives expatriate gender between male and female. The previous study have found, suggest that women often have great success in performing their foreign assignments, certain have stated that women and men performance expatriates equally same and also certain found that men will be much better perform expatriate task rather than female expatriates manager. 1.0 INTRODUCTION Business firms are increasingly becoming aware that the key to success in the marketplace rests with their ability to mobilize and utilize their human resource talent in formulating and implementing new global business strategies. To achieve that, many medium-sized...
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...Why do you think John Ross' prior expatriate experience failed to prepare him for the task of managing XCO China? I think for one the lack of training and preparation on part XCO was number one factor even though John had been successful in two other countries he did not have the cultural training required and personnel sent to him were not selected accordingly and also not prepared for such venture. What does the experience of XCO with American expatriates tell you about the problems of working abroad and about the difficulties of using home-country employees to transfer valuable knowledge with a multinational firm? I think first and foremost the culture itself is a big obstacle and if you do not know the culture you can make several mistakes including the fact they you may have people that will not get along with you for the fact that find you offensive or incompetent for the job. On the other hand using home-country employees can just cause a lack of interest to complete a task and could have a great a deal of resistance. In order to transfer valuable knowledge, why was it apparently more effective to take Chinese employees to the United States, and then transfer them back home, than it was to use U.S. expatriates? For starters it was a motivation for these employees to learn new techniques they came back motivated and inspired to perform to the best of their ability proof is the change that was seen in production and how the day to day operations ran. How might...
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...automatic that your top performers, the ones best suited for an overseas assignment, are interested in the upheaval and uncertainty that such a transition entails. Second, an expatriate living abroad may soon weary of the unexpected cultural and even social obstacles and seek a return ticket home. Not least are the economic and cost-of-living issues – for instance, an expat compensated in the host country’s currency may feel increasingly disillusioned with an unfavorable exchange rate. There are also issues and considerations on the management side. W hile a recent study indicates that an overwhelming 95% of multinational companies surveyed are optimistic about the economy and plan to send more employees on overseas assignments, more than 58% expect to reduce the size of expat packages to help defray the overall cost. However, according to the 2007 Worldwide ERC New Hire Report, more than 90% of the companies surveyed reported having difficulty in recruiting the right people. And while exact figures are not widely available, it’s estimated that there are from 3 to 10 million expats on short and long term assignments around the globe. Relocation, from both the employer and employee perspective, automatically becomes more complex when it comes to global assignments. For employees, accepting an expatriate assignment means adapting to cultural, social, and business differences in the new host country. In many cases, it also means the relocation of family members and their adjustment...
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...and the Vice President for HR wants this by having cheaper training programs, shorter expatriate assignments and a faster appointment of HCNs. At the first meeting, Eric realized that Fred’s team did not relate well to their Mexican counterparts and Tex-Mark did not treat the local and national government agencies with enough respect and sensitivity. Although, it seemed that Fred will get a good position in India, but in the last minute, another candidate got it. Eric thought that this was due to Fred’s unwillingness to train and hand over responsibilities to local engineers and his inability to work well with district and federal regulations in India. After the first meeting, Eric prepared for the second one with the Director and gathered all the necessary data. He realized that there is a big need for language training because China is more challenging, but this causes language problems and cultural difficulties as well. He was also thinking on the repatriation, so he searched the data on repatriate turnover. HR Analysis The strength of the HR manager department is the innovativeness, they offer many career opportunities for their employees and they also care about them. They have good strategies for expatriate preparation and on-assignment support. They also support the expatriate’s family with job search activities and they help finding good schools for the expatriates’ children. This expatriate training...
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...Case 1: Spanning the Globe By: Allen D. Engle, Sr. Eric Christopher, Associate Director for Global HR Development at Tex-Mark, was sitting in his car in an early-morning traffic jam. He had thought that by leaving his home at 7:00 a.m. he would have been ahead of the heavy commuter traffic into San Antonio’s city center. The explanation for the long queue was announced by the radio traffic service. A large, portable crane, used to set up concrete barriers around road works, had overturned, and inbound and outbound traffic would be at a dead stop for at least an hour. Eric had ended up at Tex-Mark, a computer input-output manufacturer and supplier, through an indirect career route. Brought up in the Hill Country Village district of San Antonio, Eric had graduated from Churchill High School and Baylor University in Waco, Texas with a major in History and a minor in Spanish. His maternal grandmother lived in Tennessee, but was born and grew up in Edinburgh, Scotland and Eric had spent several summers while in high school and at university backpacking around Europe. His facility for languages was impressive and he had an excellent working use of Spanish, French, Italian and German. He could converse in Cantonese, as the result of working in a noodle restaurant during university and had started a tutorial course in Mandarin last fall. Upon graduation, Eric backpacked around Europe and South America until his money ran out. Returning to Dallas he took a ticketing job with SouthWest...
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...The life of the American Expatriates in Paris in the 1920’s according to Hemingway’s Memoir “A Moveable Feast” “If you are lucky enough to have lived in Paris as a young man, then wherever you go for the rest of your life, it stays with you, for Paris is a moveable feast,”- with these words Hemingway starts his memoir. The writer himself was “lucky enough” to spend seven years of his youth in the European center of culture and entertainment of the Jazz Age. Throughout the literary works of Hemingway it can be observed that Paris had a special place in his heart. He adopts Paris as a setting not only in “A Moveable Feast” but also in “The Sun Also Rises” and “Midnight in Paris.” But what makes “A Moveable Feast” stand out from many other works written by Hemingway is that it is a memoir, thus, the characters are real people and the events are actual as well. However, “various critics have pointed out that “A Moveable Feast” contains serious factual errors." Though, the most of the factual errors are about the workplaces of the characters, for instance the one of Walsh, and do not significantly influence the understanding of life flows of the memoir’s main characters. Hemingway along with other expatriates viewed Paris as a place where he could find a market for his literary works. “Many Americans who settled in Paris [believed] their native land was a cultural sink.” Those who caught the drama of the World War I and the time of...
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...Emphasize the critical role of expatriates in managing in host subsidiaries and in transferring knowledge to and from host operations. 2. Acknowledge the importance of international assignments in developing top managers with global experience and perspectives. 3. Recognize the need to design programs for the careful preparation, adaptation, and repatriation of the expatriates and any accompanying family, as well as programs for career management and retention. 1. 10-2 Copyright ©2011 Pearson Education, Inc. publishing as Prentice Hall Chapter Learning Goals 4. Become familiar with the use of global management teams to coordinate crossborder business. 5. Recognize the varying roles of women around the world in international management. 6. Understand the variations in hostcountry labor relations systems and the impact on the manager’s job and effectiveness. 10-3 Copyright ©2011 Pearson Education, Inc. publishing as Prentice Hall Opening Profile: The Expat Life ● ● ● ● ● 10-4 What is it like to take an assignment abroad? Would you like to be an “expat” (expatriate)? Is it an adventure or a hardship? Experiences of those who have done a stint abroad are mixed. Experiences vary by job type, and especially by location. Copyright ©2011 Pearson Education, Inc. publishing as Prentice Hall Essentials of IHRM 10-5 Copyright ©2011 Pearson Education, Inc. publishing as Prentice Hall Expatriate Career Management 10-6 ...
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...MSc IN iNTERNATIONAL mANAGEMENT | Under-representation of female expatriates | The issues and barriers | | OC1BBS | 02/11/15 | MBA 7020 - Research and Study Skills | Dr. Emily Fenclova | | George Ritzer and Paul Dean (2014), both writers and professors at U.S. Universities, said: “Globalization is increasingly omnipresent. In fact, globalization is of such great importance that the era in which we live should be labeled the global age” (p. 2). It is undisputable that the “global age” has opened up new opportunities for the companies to engage in international business (Taylor and Napier, 1996). According to Charles Vance and Yongsun Paik (2001), business leaders have been increasingly acknowledging the on-going global activity and the possible benefits associated with entering the global market (Linehan and Scullion, 2001). Consequently, it is more and more common for the employees of multinational corporations (MNCs) to spend time working in foreign countries on international assignments (Guthrie et al., 2003; Kollinger, 2005). For the purpose of this essay, the terms “international assignment” and “expatriate work” will be used interchangeably. Many scholars, as well as business people now realize that if a company really wants to succeed in an international or global market, the people are the difference makers (Selmer and Leung, 2003; Forster, 1999; Vance and Paik, 2001). According to Sim and Dixon (2007), a commonly held stereotype of an expat...
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...functions of expatriation: position filling, management development, and organization development. Expatriate are the person who goes to the foreign country on the international assignment. When a MNC open its new subsidiary in the new country, then it might not find the local person who has the specific skills that are required by the company, so, it send an employee from the host country to that new subsidiary. As this employee is aware of the working, business culture and all other process of the company and help the employees of new subsidiary to follow and understand them. (Lee and Croker, 2006). For selecting an Expatriate, MNEs has two type of selection approach. The company can do it by: 1. Ethnocentric approach which means parent company makes the important decisions, employees from the parent company hold key position & the subsidiaries follow all the culture and practices of the parent company (Brewster, 2007). 2. Geocentric approach. The organisation that applies the worldwide incorporated business strategy, manages and recurit employees on a global basis (Brewster, 2007). Since the expatriate is more familiar with the business and the working culture of the parent company, hence he or she can assure the better job performance and follow the organisation’s policy that are used in every subsidiary. Advantages of Expatriate Companies appoint the expatriate as he or she is likely to have tacit knowledge of global operations and help the local employees...
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...MANAGEMENT OF EXPATRIATES WITHIN EUROPEAN AND MIDDLE EASTERN AIRLINES By: September 2010 Supervisor: Dr. Yu Zheng This dissertation is submitted as part of the requirement for the award of the Master’s degree MSc in International Human Resource Management THE MANAGEMENT OF EXPATRIATES WITHIN EUROPEAN AND MIDDLE EASTERN AIRLINES Acknowledgements In the name of God, most gracious, most merciful. I would like to take this as an opportunity, to owe my deepest gratitude to all who have made this dissertation possible. Firstly, I am heartily thankful to my supervisor Dr.Yu Zheng for her unlimited advice, guidance and support throughout this journey. Secondly, a big Thank you to my lovely family, for their encouragement, and constant support. Thirdly, a great appreciation should not be forgotten, to my friends who have helped me during this challenging year. 2 THE MANAGEMENT OF EXPATRIATES WITHIN EUROPEAN AND MIDDLE EASTERN AIRLINES Executive Summary This research endeavours to investigate the management of international assignments in a European and a Middle Eastern airline. In-depth qualitative interviews are conducted to get a clearer picture of the motives behind sending out expatriates, the selection procedures and training programs of each airline. Also to find out the role HR department plays towards the preparation of expatriates and their adjustment abroad. Another aim is to tackle any obstacles expatriates face, and...
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...Chapter 13 Managing Human Resources in an International Business Learning Outcomes Chapter Outline The Internationalization of Business How Intercountry Differences Affect HRM Improving International Assignments Through Selection Training and Maintaining International Employees International Labour Relations Safety Abroad Repatriation: Problems and Solutions After studying this chapter, you should be able to: Explain how to improve international assignments through employee selection. Answer the question, “What sort of special training do overseas candidates need?” Discuss the major considerations in formulating a compensation plan for overseas employees. Describe the main considerations in repatriating employees from abroad. Managing Human Resources in an International Business 2 The Internationalization of Business More and more Canadian-based companies are conducting their business in other countries. Huge global companies like Noranda, Labatt’s, and Molson’s have long had extensive overseas operations. Global changes such as the rapid development of demand in the Pacific Rim and other areas of the world means that business success depends on the ability to market and manage overseas. Of course, to foreign companies like Toyota, Canada is “overseas,” and thousands of foreign firms already have thriving operations in Canada. Increasingly, companies must be managed globally, which confronts managers with several challenges. First, the number of their...
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...Case 4 Jaguar or Bluebird? Mark Chan’s Decision to Stay Overseas or Return Home after His Expatriate Assignment (A) Case 5 From Jaguar to Bluebird – Mark Chan Returns Home after His Expatriate Assignment (B) Teaching Note This teaching note was prepared by Günter K. Stahl, Assistant Professor of Asian Business and Comparative Management at INSEAD and Chei Hwee Chua, Doctoral Student at the Moore School of Business, University of South Carolina. It is intended to aid instructors in the classroom use of the case Mark Chan’s Decision to Stay Overseas or Return Home after His Expatriate Assignment (A and B). Financial support for the project "Expatriate Careers" (INSEAD research grant # 2010-502 R) is gratefully acknowledged. Copyright © 2004 INSEAD, Singapore. N.B. PLEASE NOTE THAT DETAILS OF ORDERING INSEAD CASES ARE FOUND ON THE BACK COVER. COPIES MAY NOT BE MADE WITHOUT PERMISSION. Case Summary Mark Chan’s five-year international assignment in a senior management position at corporate headquarters in London is coming to an end. With a generous expatriate compensation and benefits package, a large house with a big garden in the countryside, and two fancy cars, Mark and his family are living a life in England that they can only dream of in their home country, Singapore. Having performed well in his job at corporate headquarters, Mark is offered a promotion opportunity – a very attractive three-year international assignment at his company’s subsidiary in the Netherlands...
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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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...Training and Preparing Expatriates MGT 555 Melvinne Kitillya Executive Summary Globalization has created opportunities for employers to find the skilled professionals they desire, whether they are in their own national market or elsewhere. These professionals that are being recruited from other nations are called expatriates, and they are chosen to live in another country either temporarily or permanently. There has been an increase of expatriates starting at the end of the 20th century due to the variety employers are now capable of finding. In fact, globalization has actually doubled the number of expatriates within only a matter of a few years (worldatwork.org). Now, expatriates are recruited based on desired skill and income level. Companies tend to require training for this role in order to ease the transition of both the employee and the family members involved. This training tends to be quite extensive as this is a great undertaking for everyone involved in the move. Though some employees are chosen directly by management to go and others simply volunteer, much is at stake emotionally and mentally. I will discuss the various problems that are encountered by uprooting the lives of the employees and moving to another country, and more importantly another culture. The largest transitional issue encountered is culture shock. Other concerns include missing family and friends back home, losing out on other employment opportunities, not completing projects due to...
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...Headquartered in the UK, Energem employs over 60,000 people worldwide. His research had revealed to him the company valued international experience. After just one year Mark was offered a job change and a promotion that offered many opportunities for him to shine. By the end of his third year at Energem Mark was offered a three-year international assignment opportunity at the corporate headquarters in London. The job was another promotion and he would now be part of the company’s senior management. This was a great opportunity and with the expatriate benefits package Mark’s wife Linda would not have to work and could stay at home with their two children who were still very young. She could always go back to work as a private banker when they returned to Singapore. This assignment would be a big stepping stone for Mark’s career when he returned. Mark had very little trouble settling into his new position, his past experience as an expatriate had equipped him well. He and his family quickly adapted to life in the English country side and with his salary plus the benefits they were able to afford to a very comfortable lifestyle. They made many friends both inside the company as well as in the community. The time has come for Mark and his family to decide if they want to return to Singapore or ask to stay...
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