...GLOBAL HUMAN RESOURCE MANAGEMENT Topic 1: Career management issues of female business expatriates. In an ever-expanding and quickly changing global market, for businesses to be competitive it is extremely important that they be positioned worldwide in order to step up, make contacts and find human talent. In response to that, the number of expatriates sent on global assignments is increasing steadily, and therefore finding the right people with adequate skills for global assignments is becoming one of the greatest international human resource concerns. Moreover, since sending employees abroad implies spending large amounts of money, for companies it’s imperative that such ‘investments’ bring the expected results; firms just can’t afford to gamble on the successful assignments of their expatriates. The most common reasons for expatriate manager assignments to fail have usually to do with lack of cultural fit, family or personal issues and not enough direction or goal setting. The fear of failure can explain why most international assignees are men. According to some recent surveys indeed the percentage of women on international assignments is lower than 20%, and even in the United States, where many believe the proportion of female executives to be significantly high, the situation is not different. Misconceptions about the abilities of women to handle international assignments and/or their willingness to accept these assignments “are more often due to bias and stereotyping...
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................................................ 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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...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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...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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...INTERNATIONAL HRM The emphasis throughout this book has been on HRM as it is practice in organizations in the United States. But many of these firms also engage in international trade. A large percentage carry on their international business with only limited facilities and representation in foreign countries. Others, particularly Fortune 500 corporations, have extensive facilities, and personnel in various countries of the world. Managing these resources effectively, and integrating their activities to achieve global advantage, is a challenge to the leadership of these companies. We are quickly moving toward a global economy. While estimates vary widely, approximately 70 to 85 percent of the U.S. economy today is affected by international competition. Recent popular books have suggested that many U.S. companies need to reassess their approach to doing business overseas, particularly in the area of managing human resources. To a large degree, the challenge of managing across borders boils down to the philosophies and systems we use for managing people. In this chapter we will observe that much of what is discussed throughout this text can be applied to foreign operations, provided one is sensitive to the requirements of a particular international setting. The first part of this chapter presents a brief introduction to international business firms. In many important respects, the way a company organizes its international operations influences the type of managerial...
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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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...A1: An examination of work and personal life conflict, organizational support, and employee health among international expatriates Elisa J. Grant-Vallonea,*, Ellen A. Ensherb Grant-Vallone, E.J., & Ensher, E. A. (2001). International Journal of Intercultural Relations, 25(3), 261-278. doi: 10.1016/S0147-1767(01)00003-7 Abstract: This study analyzes the effect of two types of work and personal life conflict and organizational support on expatriate employees’ mental well-being. Survey data were obtained from a culturally diverse sample of 118 employees working in Europe. Overall, employees reported higher levels of work interfering with their personal life, than personal life interfering with their work. Results demonstrated that work–personal life conflict was related to employees’ depression and anxiety and personal–work life conflict was related to employees’ concern for their health. Organizational support had significant main effects on well-being and conflict; however, organizational support did not buffer the effects of conflict on expatriates’ well-being. Although organizations are often concerned with the reduction of personal life interfering with work for expatriates (e.g., spouse employment, schooling for children), this study suggests that organizations should also concerned with how work is interfering with expatriates personal lives (e.g., reevaluate extensive travel, long hours.) Thus, programs that address both types of conflict are imperative to retain...
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...EXPATRIATE FAILURES “The internationalization of business has proceeded at a rapid pace as the world has become a global economy.”(Mathis, Jackson 2000) This is the very reason why companies now have the need for international executives. As all aspects of a business spread worldwide, so must the employees. An expatriate by definition is a home-county national, usually an employee of the firm, who is sent abroad to manage a foreign subsidiary. (Rodrigues, 2001) A successful expatriate generally requires an extensive amount of time and money, however, a failed expatriate can be even more costly for an organization. A study of multinational corporations showed that 69% (of the firms surveyed) had recall rates of expatriates between 10 to 20 percent. Compared to Japan and their figures, (86% of firms had less than 5% recall rate) the United States has room for improvement. (Tung, 1981) There are many reason for expatriates to fail and many differences between Japan and United States’ human resource management planning. One of the main reasons why expatriates fail is due to the social and physical environments of the foreign country. Adaptation problems can effect the on-the-job effectiveness of the expatriate. Different value systems and living habits are a main cause of adaptation problems and the inability to communicate only worsens the problem. Lack of communication verbally and nonverbally can affect every aspect of a persons career and person life. If someone can’t...
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...HOUSE THE CHALLENGES OF WOMEN EXPATRIATES REGARDING INTERNATIONAL ASSIGNMENT Bachelor’s Thesis 2013 1 ABSTRACT KYMMENLAAKSON AMMATTIKORKEAKOULU University of Applied Sciences Degree Programme in International Business House, Allison The Challenges of Women Expatriates Regarding International Assignment Bachelor’s Thesis 74 pages including 12 pages of appendices Supervisor Minna Söderqvist, Principal Lecturer Commissioned by Charlotte Regional Partnership September 2012 Keywords female expatriate, international assignment, male trailing spouse, career advancement, glass ceiling, repatriation With the ever-increasing amount of global business conducted in today’s world, the need for expatriate assignments on behalf of the workplace is increasing also. There is a deficit in the amount of female managers currently on international assignment. The primary objective of this thesis was to identify the challenges facing women, which would have prevented more women from embracing international assignments, and to more thoroughly explore stated challenges in order to pinpoint possible smallscale solutions. The thesis was based on IHRM. The main research method was a collective case study, which consisted mainly of dual perspective qualitative research. The primary conclusions of this thesis are that with additional local support, the support of the corporation and better repatriation strategies, more women would be likely to enter...
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...Expatriates in China Experiences, Opportunities and Challenges Ilaria Boncori ISBN: 9781137293473 DOI: 10.1057/9781137293473 Palgrave Macmillan Please respect intellectual property rights This material is copyright and its use is restricted by our standard site license terms and conditions (see palgraveconnect.com/pc/connect/info/terms_conditions.html). If you plan to copy, distribute or share in any format, including, for the avoidance of doubt, posting on websites, you need the express prior permission of Palgrave Macmillan. To request permission please contact rights@palgrave.com. Expatriates in China Experiences, Opportunities and Challenges Ilaria Boncori Expatriates in China 10.1057/9781137293473 - Expatriates in China, Ilaria Boncori Copyright material from www.palgraveconnect.com - licensed to University of Wollongong - PalgraveConnect - 2014-05-17 This page intentionally left blank 10.1057/9781137293473 - Expatriates in China, Ilaria Boncori Copyright material from www.palgraveconnect.com - licensed to University of Wollongong - PalgraveConnect - 2014-05-17 Expatriates in China Experiences, Opportunities and Challenges Ilaria Boncori University of Essex, UK Copyright material from www.palgraveconnect.com - licensed to University of Wollongong - PalgraveConnect - 2014-05-17 10.1057/9781137293473 - Expatriates in China, Ilaria Boncori © Ilaria Boncori 2013 Foreword © Heather Höpfl 2013 All rights reserved. No reproduction...
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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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...Shauna Glenn October 8, 2014 MGMT 361-Week 8 Discussion What advice would you give to a prospective expatriate regarding questions to ask before accepting the assignment? I would recommend anyone considering an expatriate assignment to ask questions that relate to the job transition and those concerning moving to a foreign land. I would make sure that the company offering the assignment is on the same page you are on for as what would be expected. I would be sure to ask detailed questions about the overseas assignment to determine if your perception of it matches your employer's. In regards to the details of the assignment, I would confirm my job description, expected performance results, compensation, and relocation package. This would avoid any unexpected surprise. Ask if you can talk to the person now in the position. Talking to the incumbent or potential colleagues can yield valuable information about the job and office culture. Management's failure to provide access to these people may mean there's something to hide. Have the company explain your compensation package because this has a tremendous impact on your lifestyle. A good relocation package includes added compensation for increased living expenses school educations and flights home to visit family and friends. There should be assistance with healthcare benefits and emergency evacuation if needed. I would ask the company to pay for a flight overseas to visit the location where your assignment would be to get...
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...CONTRIBUTION 4 THE CAPABILITIES AND QUALITIES OF INTERNATIONAL MANAGERS 5 THE CONCEPT OF EXPATRIATION 6 CHALLENGES FACED BY INTERNATONAL MANAGERS ON INTERNATIONAL ASSIGNMENT 7 CONCLUSION AND RECOMMENDATIONS, REFERENCES 1. INTRODUCTION In this time of globalization, the concept of international human resource management has come to be an important aspect for human resource manager in multinationals, in order to have a worldwide vision of managing their expatriates effectively outside their PCN/HCN. The aim of this report is to analyse the statement which says that Effective international managers were said to be those who were flexible, open-minded, adaptable, speaking in foreign languages, and making friends with those of many nationalities (Smith, 1992:46). The report also provides necessary conclusion and recommendation which international managers are to adopt to ensure that employees works more effectively. There are differences between countries yet expatriates are effective in there works because of the role of international manager to see that the expat are successful. This analysis will be done looking at the different roles and attributes of international managers, the concept of expatriation, challenges faced by international manager and the strategy used to ensure that managers are fit to their roles. One of the contributions/roles of International human resource manager is to consult the local representative’s outsides its own...
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...Identify the compelling arguments for and against one of the following policies in a developing country. Include the perspective of the host country itself, the MNE, and the local workforce affected. Choose one Child labor is a major problem in many developing countries of Asia and Africa. Child labor occurs is places where there is poverty and lack of education facilities. In many countries parents need to pay for education which they cannot afford. While some children at times even work to pay for their own education. They don’t have a healthy upbringing. They can be prone to various air-borne diseases due to direct contact with hazards chemicals in factories. The tasks that the children do are physically demanding. This make them crippled and week as an early age. Most children even die at the early age with not enough nutrients to help them take such a physical toil. Most go to work in order to come out of that plight of poverty. Though the children are exploited and made to work lengthy hours with less pay they still serve as a major contributor to the family income. Many international communities have put of policies and law to curb child labor. International Labor Organization (ILO) has created several conventions that 175 of its members can adopt. While some are taking drastic steps to abolish child labor completely. The route is not child labor itself but it is the way companies and societies operate by exploiting these workers and taking advantage of their plight...
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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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