Professional Documents
Culture Documents
OF
GLOBAL EXPATRIATES
FLOW OF THE PRESENTATION
1 . INTRODUCTION
•Staffing Policy
2. Managing expatriates ( Keywords : Stress , Expatriate Stress ,
Stressors .)
•Brief summary
•Stress Process in Expatriates
•Stressors in Expatriate Assignment
3 . Training module for Expatriates
•the two types of strategies, which an organization may adopt in its training
module
And individual Coping Strategies
4 . Training evaluation framework for expatriates
•Implementation issues across cultures
•The Kirkpatrick model and the 360-degree feedback in expatriates
5 . Case study
Who is an Expatriate ?
An expatriate (in abbreviated form, expat) is a person temporarily or
permanently residing in a country and culture other than that of the person's upbringing
or legal residence. The word comes from the Latin term expatriātus from ex ("out of")
and ‘patria’ the ablative case of patria ("country, fatherland").
Corporate Culture
“an organizational variable which may “mould and shape internal culture to
particular ways and how to change culture, consistent with managerial
purposes”
Ethnocentri
Polycentric Geocentric
c
Key
management Host-country
nationals manage Seek best
positions
subsidiaries, people,
filled by
parent company regardless
parent- nationals hold key of nationality
country Headquarter
nationals positions
The Expatriate Problem
Expatriate failure:
Premature return of the expatriate manager to his/her home country
ess management in expatriates
Ø Family issues: Adjustment of the expatriate spouse and family to host country
may be a potential problem affecting the expatriate and may even lead to
assignment failure
Ø Dual-career couple: The expat ‘s spouse has to leave a good job in the home
country.
The time has come in IHRM to give more attention not only to the design
and content of expatriate training per se, but also the neglected evaluation
of this training and the development of interpersonal and management skills
as well as efficacy building and leadership effectiveness.
Kirkpatrick model
(360-degree) feedback
It is both acceptable and valuable to ask bosses, peers, direct reports, and
customers for developmental feedback.
Managers will accept results as accurate and truthful when the 360 data are
kept confidential and when the raters are guaranteed anonymity.
Most guests stay for one to three nights and are a combination of
business and leisure travelers. The hotels are typically situated in
downtown locations that are easily accessible by mass transit.
Tourists are attracted to these hotels in popular visitor
destinations where the many local attractions mean that they will not
be
spending much time in their hotel rooms.
Background Information on the
Organization
The organization has decided to use an ethnocentric approach
and send some of their existing UK-based managers to France to
lead the changeover of the new hotels and then manage them after
they re-open. If this new overseas venture is successful,
The hotel management asked you if they should look only at internal candidates
who are parent country nationals (PCNs) or recruit host country nationals (HCNs).
Group 1 believes that only PCNs should be hired.
Group 2 believes that only HCNs should be hired.
Present the advantages of the approach your group was allocated to the class.