International_Management_Part_2

International_Management_P
art_2
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Table of Contents
INTRODUCTION...........................................................................................................................3
TASK...............................................................................................................................................3
a) Expatriate failure in term of cultural adjustment.....................................................................3
b) Discuss factors which contribute to notion of globalised economy with international
policies.........................................................................................................................................7
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................12
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INTRODUCTION
International management can be defined as coordinating and organizing business
operations of organizations who are operating in more than one country. Managers are provided
with responsibility to be engaged in management of international human resources. They can be
considered as major determinant of success or failure in international business. International
management is one of the most important area in which company needs to lay emphasis upon.
This because now a day’s companies are no longer only serving domestic markets, they are
expanding their business in international market too as trade barriers has been removed (Sanders
and et.al., 2016). Present report will lay emphasis on discusses the evidence about expatriate
failure, especially with regard to cultural adjustment and consider the factors that maximize
expatriate success. Also, it will describe about factors which contribute to notion of globalised
economy with international policies.
TASK
a) Expatriate failure in term of cultural adjustment.
Staffing in the multinational companies is considered to be challenging task but crucial and
strategic issue to international huma resource management. MNC have to decide the use of
international staffing in term of different concern prevailing in business environment. Expatriate
failure tends to encompass the number of issues ranges by preventing return on investments due
to expatriates such as early returning, underperformance with adjustment problems (Erogul and
Rahman, 2017). Rate of expatiate failure vary significantly from both industry and destination.
expatriates sent to emerging economies have higher rate of failure as compared to developed
countries. There ae various kinds of reason for the expatiates failure such as
Hofstede cultural dimension: The cultural dimensions represent independent preferences for one
state of affairs over another that distinguish countries (rather than individuals) from each other. It
works on so many dimensions. It has been analysed that there is power distance index in this. In
this there are low power and high power people. Some of the people are provided with high
power, this can be because of cultural background. This theory also emphasises that there is must
be effective communication between culturally diverse employees.
Cultural shock
This refers to be ability for adapting the new and different cultures as the major key for
expatriate’s success. This create a sense anxiety, depression or confusion which result from
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being cutting off from familiar culture, environment and norm living in foreign country or
society. Professional who do not possesses the skills have to struggle in new environment. a
good beginning is not being sign of success as cultural shock have many phases such as
honeymoon period at the beginning is common. Facing difficulty in cross cultural adjustment
can result in premature return of expatiates resulting in failure.
Family
Family is another important factor in expatriate’s failure as usually multinational
companies are ignoring families of expatriates. Family have been considered as important aspect
in success or failure on an individual. If the family member of expatriates comfortable in making
adjustment with new culture will create a direct impact on performance of employee. due to this
they are not able to focus of work and completion of assignment.
So, these are two main reason responsible for expatriate failure in regards to cultural
adjustment. So, it is very important force multinational companies to make significant focus on
cultural shock and families. As ignoring the above on can result in increased expatriate failure in
work environment making adverse impact on productivity and profitability of firm.
Factors for maximizing the expatriate success
There are several ways issue by the international companies HR preventing the expiates failure
such as-
Sending out right people
An employee having the hard skills cannot be one perfect individual for working abroad. It is
very important for the international companies HR to understand from initially the skill and
qualities required to possess in the abroad role (Yussuf, 2018). HR have clear obligation to
identify these skill and qualities of potential expatriates during interview and screening process.
Expatriates should possess qualities such as
Cultural flexibility
Individual should love to travel may not be the indictor for cultural flexibility. there
could be clear reason that thy loving to travel with their families in their own county to spend
family quality time. but HR should look for one who love to travel and interact with people from
different culture. this will work out perfect for skill and attributes.
Enthusiastic communication
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