made repatriation a problem. Hiring on the basis of Cultural skills: However, if cultural factors are given importance and for international assignments expatriates are chosen on the basis of their understanding of the host countrys culture it can result great success for the assignment. (5) Field experience, which sends the person to the country of assignment in order to help him deal with emotional stress of living and working with people who differ culturally. If a MNE ignores this factor it has to face serious consequences, like failure of the assignment, bad reputation, financial losses. Increased Prices of fixed assests: Expatriates who sell their houses when going on a long international assignment for two or three years find it very difficult to purchase a new house because of increased rate of property. The major problem faced by the MNEs is discussed followed by the problems faced by expatriates in detail, as the problems that expatriates face have a severe impact on the MNEs in terms of productivity and staff turnover. Download Operational Management A chalked out essay which talks and discusses about the issues relating to operational management which are faced by the Hawkesbury cabinet discussed in a case study. For example in individualistic cultures the organizations give importance on rewarding individual contributions, whereas in collectivists cultures the shared objectives, common interests, interdependence and communication is given more importance(Chatman et al; 1998). The different types of training programs required by a Western expatriate can be broadly classified as:.
This is not an example of the work written by our professional academic writers. You can view samples of our professional work here. Any opinions, findings, conclusions or recommendations expressed in this material are those of the authors and do not necessarily reflect the views of UK Essays. Published: Mon, In this assignment, the importance of cultural factors over past knowledge & experience is highlighted with the help of surveys, case studys & organizational examples. Cross-cultural management is the new challenge to the new age managers.
It's not just a Human Resource (HR) issue, but departmental managers are also equally responsible for managing and motivating their respective cross-cultural workforce for getting the targets achieved and jobs done smoothly.
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Case Study: Experience past knowledge that works at home does not necessarily work abroad. Business people with international knowledge experience operate with the expectation that the business models methods they are used to will work well in business interactions in other countries, however companies with long experience in the international field suggest that there is hardly any such positive. Similarly a MNE originating from Asia may give importance to group loyalty discussion, with deference to senior employees in their operation however same practice cannot be good role model essay carried forward while starting an international assignment in countries where individual decisions are more important (Dowling, Welch, Schuler,1998). From the perspective of an HR manager or the department as a whole, the primary duty of an HR manager is to maintain good work ethics among the managers and seniors of other departments and whenever required provide training sessions on practices on cross-cultural management. In South Korea it is common for employers to scold beat employees if they make mistakes. D)The western expatriate should be trained on the business environment of the host country, a description of local international markets should be given along with information about competitors, distributors, tariff other barriers e) He should be well trained in marketing issues strategies, pricing strategies, advertising. C) Cross-cultural training teaches expatriates how culture affects attitude towards work; motivation, organizational climate, degree of personal involvement etc. Some developed countries like the. Tsang (1994) identified six types of cross-cultural trainings, which are used by the US, European and other western countries. Black and Stephens (1989) found spouse adjustment to interaction with the host-country was correlated with the expatriates intentions to complete the assignment.