International Management - Part 1 Presentation and Part 2 Report

This report discusses the impact of culture on expatriate success and failure, factors affecting the globalized economy, and the importance of ethics in international management. It covers topics such as workplace diversity, expatriate failure, cross-cultural competence, and the role of culture in improving customer satisfaction. The report also highlights the challenges faced by expatriate families and the impact of COVID-19 on global culture. The subject is International Management, and the course code and college/university are not mentioned.

INTERNATIONAL MANAGEMENT
- PART 1 PRESENTATION AND
PART 2 REPORT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
PART 1............................................................................................................................................3
PART 2............................................................................................................................................3
Presenting expatriate failure........................................................................................................3
Factors affecting globalised economy.........................................................................................5
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................1

INTRODUCTION
International management is the business operation in an organization serving markets and
operating in any other country. Moreover, it is the study of understanding international
economics, current changes in international corporation and creating global business strategies.
Along with this, present study is based on expatriate people that shift to another country for the
employment purpose or for education. These people stay in country for temporary and for
permanent purpose in a country in order to become citizen. Furthermore, study will discuss on
culture adjustment and the way it affects success and failure of expatriate. Lastly, it will depict
about globalised factor that are contribute in creating ethical awareness and accountability of
international policy.
MAIN BODY
PART 1
Covered in ppt
PART 2
Presenting expatriate failure
For every organization it has to cultivate more diverse and inclusive workplace in order to run
their business effectively in market. Along with this, workplace diversity refers to variety of
difference between employees working in an organization. It basically an environment where
many employees of different culture work together in order to accomplish common
organizational goals. In addition to this, workplace area is encompasses of race, gender, ethics
group, age and religion as well as difference between people (Foss and Pedersen, 2019). Most
of the organization collaborate with international company in order to expand their business as
well as to develop healthy environment. Furthermore, due to international market organization
able to communicate with employees of different culture. However, diverse culture has
various benefit in the company as it helps organization in coming up with innovative idea that
contribute in overall success of the firm in effective manner. In addition to this, it allows
company to target demographics that help in increasing overall sales of the firm in positive way
as well as to uplift productivity of organization in competitive market. Furthermore, it helps
the organization in aligning their goals in effective manner and that results in improving the

performance in both international and local market areas. Most importantly, diverse culture
helps organization in improving their customer satisfaction in better ways (LePoidevin and
et.al., 2019.). Along with this, due to diverse culture company can understand the issues faced
by customer that contributes in establishing healthy relation with them and increase overall
growth of firm ineffective manner.
Expatriate is an individual living or working in a country other than his home country for
temporary purpose and for work reason. In other words, it can be define as individual that leave
home country to become citizens of another. However, personal trait of expatriates influence
their work performance in a subsidiary and company hire such employees on the basis of their
technical and business knowledge and ignore family and personnel dimension. Along with this,
expatriates are not very much familiar with culture of foreign country as it most of the
organization do not provide training related to culture (Coombs and Laufer, 2018). This is the
main reason for failure of expatriates if employee do not know culture of the company then it
wont be able to work hard or align its goals with organization aim and that may result in
affecting firm in negative way. Along with this, cross culture can be define as an ability of an
individual to work effectively and live normally in different culture context and this ability
requires expatriate employees to adopt adaptive thinking patterns and behaviours in the host
country. Furthermore, there are many challenges that has been faced by these employees such
language barrier, culture difference and unknown environment.
However, excessive pressure from workplace puts psychological and ideological burden on
expatriates and even lead to physical symptom like stress. Along with this, if normal amount
of pressure is put on the employees that it can play driving role and promote smooth
functioning within organization. Moreover, employees can reduce their overall stress by
participating in team work and to alleviate work stress. It has been found in studies the
stronger cross culture competence of employees the better their adjustment to hosts country
and higher their corresponding job performance (Falahat and et. al., 2020). Culture is basically a
formula that provides guidelines, boundaries and expectations for the team and customer. Its
main focus is to inspire employees to work hard as well as to attract customer thus it helps in
hiring right candidates for the organization,. Along with this, talented humans wants to do
business with the organization that have good culture value so that it can align their goals with
it. Hence, good culture helps organization in running their business in effective way.

Furthermore, cultute also play important role in success of expatriate as company with strong
culture contributes in higher performers. It helps in increasing motivation of employees that
allows them to work hard as well as increase organization performance. Along with this, if
employees is having good workimg culture in company such as proper respect is given to
everyone and their ideas are appreciated that helps employees to work more effectively. In
addition to this, good communication and transparency with employees help company to work
towards common goals effectively (Williams and Moser, 2019). Furthermore, strong corporate
culture and respect between employees in creating and enhancing mutual trust and
cooperation across business. Moreover, less politics environment helps the organization in
dealing with efficient decision making process and fewer disagreement and contributes in
employee success. Furthermore, expatriate family also suffer some challenges with them and
their decision also affects success of such employees. Along with this, due to lack of culture
knowledge, relocation and novelty induce some stress on the family members. However,
family has to collaborate with other expatriate family and other local member in order to
understand their culture. In addition to this, partners do feel lost in sense as they do not have
any kind profession and family identity (Shams and et.al, 2021). A lot of partners sell their
employment change and lose their career because of move that cause disturbance within home an
lowers interaction adjustment with host country. Additionally, it has been found in study that
there is conflicts in the family because of insufficient time together, not having close friends to
confined have concern about future of children and family uncertainty after current expatriate
assignment.
Factors affecting globalised economy
Ethics are principle, values and beliefs that helps in defining what is right and what is wrong.
Along with this, it is very important factor that organization has to follow while conducting their
business in external market. It is basically used as guiding path by the companies that helps in
accomplishing organizational goals in limited frame of time. Furthermore, it falls into three
categories such as code and compliance, destiny and values. It is very important to work
globally and ethics also include respecting difference between co workers and developing
honest communication in workplace environment (Qureshi and et.al., 2020). Along with this,
all the values need to be articulated properly as it helps in setting global policies and decision
making. Mostly, business align their decision making with the set of values as it helps in

achieving decided goals in limited frame of time. In addition to this, while working in
international business it is crucial as it helps in understanding culture and difference in values.
Moreover, business ethics impact on global business, human behaviour and social responsibility
as well as environment. The areas of business impacted by global perceptions of ethical, moral
and socially responsible behaviour such as ethics and management, ethics and corruption and
corporate social responsibility. Along with this, ethic impacts various aspects of management
and operation, including human resources, marketing, research and development and even the
corporate mission. Local culture impacts the way people view the employee and employer
relation. However, in many culture, there are no clear social rule preventing discrimination
against people based on age, race and gender (Li and et.al., 2020). Thus, culture can impact the
thinking of employees and see the role of one another in the workplace. Culture norms may
make difficulty for the company as well as the employees. For example, in culture like Japan
lifelong loyalty is demanded by employees in term of lifelong employment contract. But due to
recession in year of 1990 Japan has to change their ethical perception and lay of workers
unethically. It has been found that due to COVID virus international culture has been changed
and it has impacted in negative way. Thus, companies has to make new changes in their values
in order to deal with this issue. Along with this, global economic integration is not new
phenomenon and there three common factors that are contributing in this such as technology of
transportation and communication that has reduce the operational expense of international
companies. In addition to this, another factor that is affecting economic integration is taste of
individuals and societies that has favoured taking advantage of technology and reduce the cost
of transportation (Dâmaso and Murray, 2021). Third, is public policies have significantly
influenced the character and pace economic integration although not always in the direction
of increasing economic integration. Furthermore, important dimension of economic integration
is human migration, through trade in goods and services and through moments of capital
integration of financial market. Thus, improvement in technology has helped organization in
smoothing their functional unit of companies. Due to that firms are able to work more
effectively and produce good quality products. In addition to this, due to advance technology
there is a shift in economic transaction as they are easy to maintain overall function such as
transportation and communication. Because of this it is able to interact with country and
conduct trade policy with them that helps countries in earning profits and contribute in

increasing their GDP rate positively. Thus, organization that have good GDP rate benefits
companies to generate good revenue as well as to sustain in competitive market (HONG, 2021).
Along with this, change in taste of consumer also affects economic integration as it has
companies has to make innovative products in order to attract customer that contributes in
overall development of economic. Public policy is also crucial as it can change economic
condition such as ban on internet can affect the growth of economic as business now days run
their business with help of it. And banning it can affect growth rate of the organization as well
as there will be not type of development.
CONCLUSION
From the above report it has been concluded that culture is set of values that organization
has to follow in order to sustain in business environment. Along with this, it plays very
important role in business as it helps in guiding employees and functional unit of the firm
towards accomplishing organizational goals in limited frame of time. Furthermore, the present
report has also summarized about culture change in company and the way it has affected
growth and failure expatriate in their course of employment. In addition to this, it has
concluded about the way culture affects expatriate physical and mental health and the issues
faced by family members. Lastly, it has summarized about ethics that is set of moral and
principle that need to be followed by organization in order to sustain in international market.

REFERENCES
Books and journals
Coombs, W. T. and Laufer, D., 2018. Global crisis management–current research and future
directions. Journal of International Management. 24(3). pp.199-203.
Dâmaso, M. and Murray, A., 2021. The EU’s Dualistic Regime of Cultural Diversity
Management The Concept of Culture in the Creative Europe Program (2014–2019; 2021–2027)
and in the Strategy for International Cultural Relations (2016–). Journal of Cultural
Management and Cultural Policy/Zeitschrift für Kulturmanagement und Kulturpolitik. 7(1).
pp.153-184.
Falahat, M. and et. al., 2020. Modelling the effects of institutional support and international
knowledge on competitive capabilities and international performance: Evidence from an
emerging economy. Journal of International Management. 26(4). p.100779.
Foss, N. J. and Pedersen, T., 2019. Microfoundations in international management research: The
case of knowledge sharing in multinational corporations. Journal of International Business
Studies. 50(9). pp.1594-1621.
HONG, J. H., 2021. A Global Strategy of a Company that Uses Culture Content as its Core
Business. The Journal of Industrial Distribution & Business. 12(6). pp.37-46.
LePoidevin, L. M., Lee, D. E. and Shi, V. Y., 2019. A comparison of international management
guidelines for atopic dermatitis. Pediatric dermatology., 36(1). pp.36-65.
Li, J. and et.al., 2020. Community participation in cultural heritage management: A systematic
literature review comparing Chinese and international practices. Citiet. 96. p.102476.
Qureshi, A. I. and et.al., 2020. Management of acute ischemic stroke in patients with COVID-19
infection: report of an international panel. International Journal of Stroke. 15(5). pp.540-554.
Shams, R. and et.al, 2021. Strategic agility in international business: A conceptual framework for
“agile” multinationals. Journal of International Management. 27(1). p.100737.
Williams, M. and Moser, T., 2019. The art of coding and thematic exploration in qualitative
research. International Management Review. 15(1). pp.45-55.
Online
A, B., 2018. [Online]. Available through <>
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