Research suggests that many expatriate employees encounter problems that limit both their effectiveness in a foreign posting and their contribution to the company when they return home. What are the main causes of these problems?
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Research suggests that many expatriate employees encounter problems that limit both their effectiveness in a foreign posting and their contribution to the company when they return home. What are the main causes of these problems?
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- How should training for cross-cultural assignments be implemented?Research suggests that many expatriate employees encounter problems that limit both their effectiveness in a foreign posting and their contribution to the company when they return home. What are the main causes and consequences of these problems, and how might a firm reduce the occurrence of such problems?Why is it important to train expatriates about the culture of the country to which they will be transferred to work?
- What are three expatriate training topics, skills and knowledge that expats need to know and be trained on to be successful in their assignments and the importance of each?Explain What are the main difficulties that confront expatriate managers when they are assigned to an emerging country?As an international manager, identify key competencies you would look for in choosing expatriates. What might be some of their concerns in taking on overseas assignments? What are some best practices in supporting expats during and after their assignments?
- EXPLAIN THE DIFFERENCE BETWEEN EXPATRIATE AND HOST-COUNTRY NATIONAL BY USING AN EXMPLE?What is culture shock? Why is it important for multinational enterprises to provide cross-cultural training to their expatriate managers?Occasionally, one comes across interviews of expatriates reflecting upon their experiences in different parts of the world. In this particular situation, the expatriate in question had worked in Abu Dubai, Saudi Arabia and United Arab Emirates. Upon returning to the United States, he was asked if about his general experience in the Middle East. He explained: “That’s why I studied Arabic in the first place. I didn’t want to have an orthodox career. I wanted to have adventures. I wanted to go abroad and see the world. The trouble is that is that living in the Middle East is always a double-edged sword. When it’s going well, it’s just a fascinating place. What is going against you, you don’t have any recourse. One of the things about the United States I find very difficult is that there is no ability to negotiate with the rules and regulations. Even things that are not necessarily sensible rules, you can’t negotiate, but, in the Middle East, you can negotiate anything." This point of…
- When global companies recruit new employees for their overseas operations, what are the different options for staffing policies available to them? Which option do you think works best and whyWhat strategies can organizations adopt for effective international staffing, considering the challenges and opportunities of managing a diverse workforce across different cultures and geographies?What are the potential challenges of expatriate managers working for much more money than the Host Country Nationals (HCN)? Which approach would you utilize to establish base salaries and why?
