Floundering Expatriating Case Study Essay

With the development of economic integration globally, man is beginning a new era of global negotiation. Cross-cultural business negotiations that between business people who from different countries with different mentalities and cultures are becoming more and more frequent. At present, people gradually concern the problems, which are triggered by cross-cultural business negotiations. American Great Plains Foods was a manufacturer and marketer meat products that was founded in 1896. It grew into international company that people relied on for Great Plains' strong brand. Comidas Gaucho is well-known Argentina food processor which was targeted by Great Plains look into forming

“To become a true global citizen, one must abandon all notions of 'otherness' and instead embrace 'togetherness” – Suzy Kassem. Cultural differences in organizations are important because they help build relationships between members regardless of their origin and background. Culture is the “Shared set of beliefs, values, knowledge, and patterns of behavior common to a group of people” (Kinicki & Williams, 2013, p.117). It is very important for companies to understand the culture they are working with, because it improves the efficiency of the organization. Members of different cultures share experiences and innovation thinking to achieve the goals of the organization. However, cultural differences may interfere with global business projects due to misunderstandings and miscommunication on both sides. There are many cultural variations affecting international business relationships such as language, interpersonal space, communication, time orientation, and

When people think of business, rarely do we associate culture with the concept. This leads to an issue in cross-cultural communication. By analyzing cross-cultural communication, and its miscommunication in cultural differences, it is clear that employees should know more of a country’s defining culture. Only recently have we seen an emphasis in understanding other country’s cultures. In doing so, some businesses have prospered, while others have suffered after a terrible miscommunication. When dealing with culture, there are three segments that an employee should consider. What can be done before, during and after contact is made with the culture. In effectively preparing for one, a business may successfully send the message they wish to their client.

Reuters states that the declining in global economy and maintaining cost efficiency would not prevent companies to implement the international assignment i.e. sending employees overseas. The article addresses this issue and shows the cultural characteristics and values of United States.

We are living in a period were trade is becoming more global by the day. Taxes and economic barriers seem to be like symptoms - from a disease - that fade away, as time goes by. The ability of fast communication between people and places has boosted many companies to expand in other countries. Yet, cultural and linguistic differentiations are the most sustainable features companies need to take under consideration, in a strategic planning of setting up abroad. A firm needs to become progressively more aware of the foreign cultures when aiming in a successful future in an international business environment. Attitudes towards work and material possessions, entrepreneurship, willingness to accept risk, politics, religion, customs, the role of

The purpose of this report is to identify the degree and nature of ethnocentrism that exists within expatriate communities. I will seek to outline some strategies in which will aim to help to aid the expats with their acculturation and intercultural communication in their professional environment, as a business person, but also as a general person (expat) who is engaging in any form of communication, be it social or commonplace.

2. When a company grows in size and makes the decision to expand internationally, it is vital for its image among current and future customers to complete projects effectively and on time. Furthermore, it is also likely that such an expansion would entail the representation of more than one culture among the workforce. Indeed, while many employees will be relocated from the home country, a further proportion will be hired from the host country. To facilitate the relations and

Peltokorpi, V. (2010) Intercultural communication in foreign subsidiaries: The influence of expatriates’ language and cultural competencies, Scandinavian Journal of Management, 26, 176-188.

Expatriation is when a company sends an employee overseas to work. Businesses needs to have a plan in place to insure a successful expatriation assignment. First, the business needs to make sure to choose the right person, who is open to new experiences and cultures. Second, the employer needs to prepare the expat and their family for what they will experience. Additionally, the business should have a program setup to prepare the expat with classes to teach about the culture the person will experience. If the area speaks a different language than the expat, the company should invest in a language tutor to help their employee. In this paper, I will discuss the person I selected for the expatriation assessment assignment. I will display

In doing business so many times an organization must think globally. This might be done to increase sales and/or profits or to lower labor costs. In either case problems can occur due to ethical and cultural barriers in global expansion. In this paper I will attempt to show some of what a global organization and a cultural issue that affects their interactions outside the United States by identifying and comparing some of these cultural differences.

1. Wade (2004) highlights some of the pitfalls of doing business internationally. As cultures can vary significantly from one region or country to the next, it is important to understand some of these differences and how they affect the process of doing business, or even just basic communication. There can be differences even between regions within a country (i.e. Ontario vs Quebec; New England vs. the South) so it is important to understand the cultural dynamics of each area before doing business there. In Wade's article, he highlights some superficial issues like punctuality, gift-giving, and gestures. Wade also outlines some of the more critical issues that are seen as deal-breakers.

The business world heavily relies on globalization. In order to remain competitive in their respective markets, corporations need to branch out to other countries, capturing more of the market share. This will not only cost a company a large amount of cash, but it also stresses their employees. Firms need to ensure they are sending the right managers to their offshore locations, or they could face dire consequences in both market share and employee attrition rates. Emphasis must be placed on properly training managers how to interact with citizens from the target country. This will ensure employees and customers are approached in the appropriate manner, quality employees are properly trained and retained, and companies’ expansions are possible.

Economic liberalization in the world has led to the expansion of many business organizations on a global scale. This global economy has in turn increased the number of cross-cultural interactions among various multinational companies. Globalization refers to a process which deals in developing relatively standardized products with global appeals, as well as rationalizing operations throughout the world (Barto and Martin, 1998). To achieve these objectives, organizations require sending their selected representatives for overseas assignments to keep a check on the standards of their products and services abroad. Human resource experts all over the world agree that it is essential for any Multinational Company (MNC) to select, train, develop and retain employees who can work and live efficiently beyond their national boundary (Caligiuri, 2000).

Abstract The goal of this paper shall be to examine the tools and skills used by managers functioning in a business operating on a global scale. This essay will also touch on the impact of managers and their decisions on the globalization of business as a whole. Managers of today require aptitude in the use of technology, understanding of culture, and implementation of certain skillsets in order to be successful. This paper will draw from the text of Carpenter, Taylor, and Erdogan (2009) as well as the work of Griffith and Hoppner (2013) on marketing management of global businesses to highlight the expertise required to motivate and lead a team across all cultural and language boundaries. By using the expanding options available to management today, leaders in global business can solicit the best, highest quality results from their teams. MANAGEMENT IN THE GLOBALIZATION OF BUSINESS 3 Management in the Globalization of Business Technology, Culture, and Skillset Management styles and techniques of recent decades have been forced to change in order to accommodate the growing footprint of a business’s reach. While small business can continue to thrive in the current economic environment, it could be argued that in order to gain the highest level of success, a business needs to be able to break free of geographical boundaries. In doing so, a business can offer their products/services to a larger number of people while also gaining benefits of international trade. Key contributors

For the past two decades continuous problems have occurred concerning company’s expatriates. Expatriates are sent overseas to manage the parent company’s additional branch according to the company’s culture. The goal for these expatriates, “domestic equals overseas performance”, is, having the ability to run the company as efficiently overseas as it is in the states. For the past two years expatriates are have not been able to attain this goal. Many companies did extensive research and decided on four components every expatriate must learn in order to adjust successfully. The four dimensions are: The Self-Oriented Dimension, The Others- Oriented Dimension, The Perceptual Dimension, and The Cultural-Toughness Dimension.