Benefits of Motivating Expatriate Workers in Global Business Environment

This report discusses the benefits of motivating expatriate workers in the global business environment and how it can lead to competitive advantage for MNCs. It also examines the impact of globalisation on organisational effectiveness during expatriation. The report focuses on the case study of Tesco, a British multinational organisation.

International Human
Resource
Management
Assessment

Table of Contents
INTRODUCTION......................................................................................................................3
MAIN BODY.............................................................................................................................3
Identity and critically discuss the benefits of motivating expatriate workers in global
business environment, as well as how this can lead to competitive advantage for mncs?....3
The concept of globalisation is fundamental to organisational success in international
human resource management. Critically identify and examine its impact on MNC
organisational effectiveness during expatriation?..................................................................6
CONCLUSION..........................................................................................................................8

INTRODUCTION
In the current international business environment human resources act as an important
part for organisation which includes different activities related to management of human
resources. These are recruitment, selection, placement, orientation, performance appraisal and
many others (Machlis and Tichnell, 2019). In context of the current report it is based on study
of Tesco. It is the British multinational organisation which is trading in consumer goods.
Organisation is providing its supplies in food and various other functions where it performs
its function at global level. In the current scenario organisation is using appropriate human
resources management. This report consist discussion on two questions. Identity and
critically discuss the benefits of motivating expatriate workers in global business
environment, as well as how this can lead to competitive advantage. Along with this there is
also discussion, the concept of globalisation is fundamental to organisational success in
international human resource management. Critically identify and examine its impact on
organisational effectiveness during expatriation.
MAIN BODY
Identity and critically discuss the benefits of motivating expatriate workers in global business
environment, as well as how this can lead to competitive advantage for mncs?
International human resources management is an important function for business
organisations which are dealing at global environment (Bratton and Gold, 2017). It includes
different activities such as international selection international placement orientation
compensation management and many others. One of the major activities which are
considered under human resources management within the organisation is also related to
motivation. Motivation can be defined as energy system within the organisation which is
related to performance of individuals working on various jobs. Motivation is beneficial to
organisation in achieving its objectives and performing different functions in appropriate
way. These functions are based on human resources who are performed by them in order to
achieve their personal objectives by combining this objective to the organisational objectives.
In context of Tesco, there are a number of benefits which can be used by organisation while
performing motivation activities in the organisation. Some of these are discussed below:

Handle uncertainty is in better way: International business is full of uncertainty
which can impact on the organisational performance as well as reduced the working of
organisation in the current business environment. These uncertainties are related to work
force which can be minimised by use of effective motivational techniques. Motivation is a
major source which will help the organisation in boosting its working environment in
uncertain events. Tesco can also use this function where organisation can improve its
functioning by implementing changes and handling uncertain situation.
Bring innovation and creativity: Motivated employees within organisations are
always work creativity and innovation. This is because while working on different jobs if
employee gets motivated to perform then it will work in a creative and innovative manner to
improve its performance and link the performance to the current objectives. In context of
Tesco, use different kind of motivational factors which help in motivating employees and
bringing creativity in their performance. This will help individuals in improving their
performance and managing functions in a better way (Armstrong and Taylor, 2020).
Proactive: Motivation is also act as a factor which provides benefit of making work
force proactive. Proactive can be defined as a term which is used for the persons who will
react on a situation before happening of an uncertain event. Motivated employees will always
work towards success of organisation and achievement of organisational goals and objectives.
This directly states that motivated employees will work with proactive mind-set to improve
its functions and reaction situations prior to their happening.
More productivity: Motivated employee always work towards increasing the
productivity within the organisation this is because a motivated employee will work with
fuller utilisation of resources as well as use the functions in an appropriate manner. This will
boost productivity and will improve functioning of organisation. Motivated employee will
use resources in an effective manner so that minimum wastage can and will lead to better
productive results in the end of session (Sparrow, Brewster and Chung, 2016).
Link their personal goal with organisational goals: Motivation is a factor which
builds a better working can't culture within the organisation which promote linkage of
personal goals of employees to the organisational goals. This is because a motivated
employee will think toward the success of organisation which will directly improve and build
opportunities to achieve their personal goals. This can be seen from the example of testing
where organisation used to provide a number of features with has and improving employee

satisfaction. Performing this function will help the organisation in improving and battling the
performance of employees in relation to organisational goals and objectives. This will also
lead to achievement of employees personal goals.
Simplify the performance appraisal: One more benefit of motivation within the
organisation is that could help the organisation in simplifying the performance appraisal
process. This is because motivation helps in reducing the performance of employees by
increasing their contribution and concentration on their job. This helps in easing the process
of performance appraisal where manager can easily identify the performance according to the
predetermined standards. This helps in boosting the performance as well as making simple
performance appraisal so that each and every individual will get benefits of their performance
(Chatterjee, 2016).
There are different kinds of motivational tools and techniques which can be used by
organisation in relation to boosting motivation within the employees as well as increasing the
performance of organisation. Some of these tools which can be used by Tesco are discussed
below
Maslow need hierarchy theory
It is that motivational theory was propounded by Alfred Maslow. This theory was
developed in 1943 where it is based on different human needs which are essential to achieve
the objective of motivation within the organisation. This story is based on a pyramid which
flow from lowest level to highest level of needs. There are different kinds of needs which can
be used by Tesco in order to achieve maximum satisfaction with employees and perform its
functions in an appropriate way. Some of these needs are discussed below:
Psychological needs: These are those needs which are primary in nature and are
essential for individual to survive. These needs include food water breathing and various
other needs which are required by an individual in order to achieve the objectives. In context
of organisation, these needs can be fulfilled by organisation through the basic pay which they
provide to the employees in order to their services for organisation (Boella and Goss-Turner,
2019).
Safety and security needs: Safety and security needs are II needs which are required
after fulfilment of psychological needs of individuals working within the organisation. These
need include financial security health and wellness safety against accidental injuries and

much other security which are required to an individual for surviving within the market.
These needs can be fulfilled by organisation where it can provide assistance to individuals
inform off health insurance life insurance and various other kind of safety and security
measures improve their satisfaction.
Social needs: Social needs Maslow theory include factors like love acceptance
belongingness friendship romantic attachments family social group community groups and
various other which will directly impact on emotional relationship drive from human
behaviour and will boost motivation after fulfilment of these need. These can be used by
organisation in order to provide emotional support to individuals and improving functions. In
context of Tesco, organisation can use functions like formal and informal gathering which
will help in establishing relationships between different individuals and improving their
satisfaction level and motivation in organisation (Wilton, 2016).
Esteem needs: Maslow need of hierarchy also as team needs at 4th level. These needs
a related to increasing the importance and respect of individual at the workplace as well as in
their own life. This is important system which is helpful to the organisation in accomplishing
motivation within an individual by providing prestige self-esteem and personal work. In
context of this organisation such as Tesco can use to provide promotion to employees so that
they can achieve their objectives by increase the securities and performance level.
Self-actualization needs: These needs are directly related to performance level of
organisation as a potential of individual within the organisation to achieve the plinth of their
life. These needs are beyond the control of organisation because in individual will achieve the
motivation after retirement of the organisation (Smith, 2016).
Motivation factors which is directly related to increasing the organisational
opportunities and help in profit and competitive advantage to the organisation. Motivation
health organisation in improving the employees performance which will directly improve the
competitive advantage to the organisation in the market where it is trading. There are a
number of factors which are showing that motivation is essential in order to improve the
marketing within the organisation and improving its functions to achieve a competitive edge
with the market. Some of these are discussed below:
Practice integrity: Motivation is helpful to the organisation to improve its functions
and achieve its objectives. Motivation support integrity with the organisation as its help

organisation in maintaining loyal employees in each and every department. They will work as
an integrated effort where each and every employee will maintain integrity according to the
needs and requirement (Shen and Benson, 2016).
Ensure safe working environment: Safe working environment is a prime
responsibility of every manager in relation to employees so that employees can work with
higher productivity which will help the organisation in achieving a competitive edge in
comparison to its competitors. Motivation is also a factor which ensures safety within the
workplace this is because motivated employees will work with consideration of all safety
measures which will help the organisation and improving system and will maintain
appropriate working structure. This will help in improving the safety measures within the
organisation in achieving the goals and objective maintaining a separate edge within the
market.
Extended social acceptance: Social acceptance is directly related to the motivation
within the organisation this is because a motivated employee will always use to perform in an
appropriate we wear it will hire the people working in an appropriate manner. Every
individual has its own strength limitations mental capacity education and life experience. All
these can be boost by using appropriate motivational technique and tool. This will motivate
employees and will help in achieving a competitive edge. This is because by increasing the
social acceptance of employees within the organisation they will perform in an appropriate
manner and will boost the productivity while working on different jobs (Chelladurai and
Kerwin, 2018).
Reduce competition: Motivation with an organisational helpful in a competitive edge
in the market because it reduced competitions from the main component of the organisation.
This is because motivated employee will work in a particular direction where they will
eliminate direct competition from the competitions because of better productivity and
profitability. Different better the performance of employees as they will work towards the
organisational goals and objectives.
Effective utilisation of resources: Motivation always ensures effective utilisation of
resources as it performs functions in an appropriate manner which leads to utilising the
resources according to the needs and requirements. Here, organisation can perform in an
appropriate manner by using the resources and achieving the objectives.

The concept of globalisation is fundamental to organisational success in international human
resource management. Critically identify and examine its impact on MNC organisational
effectiveness during expatriation?
Globalisation can be defined as in function or a process which is related to integration
of different economy company is governments worldwide. Globalisation is accepted in 18
century which is helpful in transportation and communication of technology at global level.
Globalisation is also impact in human resources management in the current time at
international level. International human resources management can be defined as and
practices of managers at international level to managing human resources within the
organisation. Human resources play important role in the organisation objectives and
functions in an appropriate manner. There are number of activities which are played under
human resource such as recruitment placement orientation compensation management
performance appraisal and many others. Multinational companies are using appropriate
structure of globalisation which is helpful in success of international human resources
management (Marler and Parry, 2016). Globalisation for organisation in order to expanding
their business from one country to another. Multinational organisations like Tesco and other
are performing in an appropriate manner to manage the human resources and achieve their
functions and timely manner. There are number of impacts on performance of multinational
organisations related to organisational effectiveness during expansion of business. Some of
these are discussed below:
Globalisation of human capital: globalisation directly leads to shifting of human
capital from one place to another. This also impacted on the expansion programmes of
organisations performing at multinational level. This can be seen that there are number of
organisations such as Tesco, Sainsbury, Unilever and many others which are performing their
functions of global level. International performance leads to shifting of human resources from
one place to another according to expansion plan of organisation. This is because
organisation will bring real talented workforce. It includes HR professionals, executive, top
level management and many others to execute the function in global organisation (Masri and
Jaaron, 2017).
Improve corporate culture and cultural differences: there is continuous
development within the corporate culture after the implementation of globalisation on human
resources development and the concept of international human resources. Display a positive
role within the culture differences where it bridges the gap between cultural differences by

improving the working culture as well as building a cooperative environment for
multinational organisations. This is helpful in following the cultural norms within the society
which will impact on the workforce where it will present the thinking of employees working
on a job in relation to the time and family members. Displaying appropriate corporate culture
within the environment which will support effective working and help in improving the
functions of different individuals according to needs and requirements
Improve in long distance communication: Globalisation bring improvement within
the long distance communication where the mobility with within human resources can be
easily performed without any hurdles. This can be seen from local businesses and where HR
managers are can ask the employee to stop the HR office to sign form for discussing various
issues but in context of international organisations like Tesco they face a bigger challenge in
communicating with their employees. Real globalisation bring different kind of systems like
emails conference calling which helpful in transferring information from one place to another
in a fastest and hurdle freeway so that different individuals can interact in an appropriate
manner and can perform the functions in effective sequence. This is helpful to organise and
critically examine the multinational culture where organisation can improve its functions as
well as achieve the success of performing international human resources management.
It can also see that multinational corporations always use expansion policies to change
their working environment and improving the functions within organisation to improve their
functioning. In context of this international human resources management play an important
role to improve the functioning and impact in both positive and negative manna within the
organisation to achieve its objectives in a timely manner. This is appropriate for organisation
in relation to achieving its objective as well as performing the function to maintain its
function
Competition: competition is the prime factor which impact negatively on the
organisation because globalisations lead to increase in the business of different organisation
where multinational organisation can work within an economy to improve its functions and
achieve the objectives in a timely manner. This will reduce the functioning of organisation in
will increase the competition within the market related to the products and services. Here
international human resources will also impact within the organisation because duty changes
in policies of organisation in favour of competition organisation will decrease the worth of its

human resources due to increase burden. This will impact negatively on the organisations
performance as well as human resources (Krishnan and Scullion, 2017).
Provide talented employees: globalisation is a fundamental system which is directly
related to the organisational success in international human resources management which
also impact Multinational Corporation and its effectiveness during an expansion program.
Hear, it helps the organisation in talent management by identifying fresh and effective talent
within the market. This is because globalisation is directly related to sharing of talented
human resources from one nation to another in relation to maintaining the functions and
achieving the objectives. Globalisation helps the organisation in achieving its business
functions and promoting good learning so that talented employees can be managed. Due to
this role of globalisation on international human resources a multinational corporation can
easily expand to a new market by taking its existing resources with it and that new market.
This is helpful to the organisation in achieving its objectives and performing the functions in
more effective way according to the needs and requirements.
Increase wealth equity: in the current time when the equity is a important factor
which is growing with the concept of globalisation in the mind of different individuals.
Disney packs impactful system which is required to be fulfilled by the manager within the
team of HR so that it can manage the equality and different individuals and their pay
according to their performance. By the rising of this concept there is continuously increment
in the responsibilities of individuals to perform the jobs in a specific manner. This also
impact on expansion programs of organisations working at international level.
Continuous job rotations: due to increasing opportunities of jobs at international
level there is continuous development in multinational organisations and their functions. This
makes it possible for the organisation to improve its functions as well as increment within the
transfer of individuals from one industry to another. This regular increment in mobility of
human resources at international level will also impact on performance of human resources
and decisions of Multinational Corporation for expansion programs. This is because mobility
is directly linked to the performance of individuals where the behaviour function structure
and environment of individual will impact on the mobility from one place to another. This
makes it possible for organisation to improve its function and perform the functions in an
effective manner.

Increasing HR opportunities in international trade: there is continuous increment
within the HR opportunities at international level because of development in international
trade systems. Due to impact of globalisation there is continuous increment within the
opportunities of HR professionals. This shows that there is need to manage human resources
within the organisation in relation to expansion programs of organisation. It is needed by the
firm to improve its function and achieve objectives in a timely manner so that it can maintain
appropriate motivation in employees and help them in working according to the needs and
requirements of international platforms.
It can be evaluated from the above mentioned information that it is important for
organisation to identify the current trends before using expansion processes of working as a
multinational corporation. Human resources are the important resource for organisation
which is required to be managed according to the current needs. This can also see that there is
great impact of globalisation in international human resources management and will lead to
success of business operations.
CONCLUSION
It can be concluded from the above mentioned information that international human
resources are directly impacted with the presence of globalisation in the current business
environment. This can be seen that motivation is beneficial for organisation to improve its
functions and achieve the objectives. This is because motivation helps in boosting the
performance of different individuals according to the needs and requirements and working on
the job with full concentration. This can also see that globalisation is related to international
human resources management where it impact on the program of organisation in relation to
increasing its opportunities for international trade and developing its business in different. In
context of this a multinational corporation has to use appropriate plan and system which will
improve its functioning and provide it facility to deal with international human resources
management.

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