Intercultural Management: A Critical Analysis of Expatriate Policies in AstraZeneca

Running head: MANAGEMENT
Intercultural management
Name of the student
Name of the university
Author Note:

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MANAGEMENT
Table of Contents
Introduction......................................................................................................................................3
Critical Analysis..............................................................................................................................3
Conclusion.......................................................................................................................................5
References........................................................................................................................................6

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MANAGEMENT
Introduction
The following assignment has critically analyzed a case study that has expatriated the
management issues occurring in the organizational structure of the business organization. The
company of focus is AstraZeneca, a global pharmaceutical company with accumulated revenues
of more than $30 billion and employs close to 70,000 employees (astrazeneca.com, 2019). The
company has appointed more than 350 different employees on various kinds of projects in long
term as well as short term to different kinds of international assignments. The management of the
company has provided different cultural training to help the employees cope up with the culture
shock (astrazeneca.com, 2019). The providence of language and cultural training to the
employees depending upon their potential expat has been possible to handle the issues in a
different culture. The following case study has been critically analyzed to get a clear view on the
policies of the pharmaceutical company.
Critical Analysis
Expatriate clearly defines the way by which the employees working for an organization
are send to other countries to manage the operations in that particular place. The expat therefore
can be said to be an employee who basically works and resides in a foreign country and carry out
the business operations. The policy of the company to handle the expatriate operations must
include the briefing of the business rationale in order to attain business success. According to,
Van Vianen, De Pater & Caligiuri (2017) the trainings especially the training to adapt to the
cultural shock is thus very much important before starting the business operations in a foreign
country. There are cases when the follow up workshops in the assigned country, the expats
stayed in touch with the manager of the host country. The company provides the necessary