View
907
Download
0
Category
Preview:
Citation preview
INTERNATIONAL ASSIGNMENT – REASONS,
TYPES AND ROLES OF EXPATRIATE
Presented By:
Naureen
Preety
Dharmansh
Shakti
Selection Criteria for International Assignments
Those who were best able to deal with their new situation had developed coping strategies characterized by socio-cultural and psychological adjustments including:Feeling comfortable that their work
challenges can be metBeing able to adjust to their new living
conditionsLearning how to interact well with host-
country nationals outside of workFeeling reasonably happy and being able
to enjoy day-to-day activities
Types of International Assignments
Short term: up to 3 monthsTroubleshootingProject supervisionA stopgap until a permanent arrangement is found
Extended: up to 1 yearMay involve similar activities as short-term
assignments
Long termVaries from 1 to 5 yearsThe traditional expatriate assignment
Reasons for International Assignments
Position filling, e.g. Skills gap, launch of new endeavor, technology
transfer Management development
Training and development purposes, assisting in developing common corporate values
Organizational developmentNeed for control, transfer of knowledge,
competence, procedures and practices
Approaches to Staffing
Factors affecting approaches to staffingGeneral staffing policy on key positions at
headquarters and subsidiariesConstraints placed by host governmentStaff availability
Ethnocentric
Polycentric
Geocentric
Regiocentric
Ethnocentric Strategic decisions are made at
headquarters; Limited subsidiary autonomy; Key positions in domestic and foreign
operations are held by headquarters’ personnel;
PCNs manage subsidiaries.
Polycentric Each subsidiary is a distinct national entity
with some decision-making autonomy; HCNs manage subsidiaries who are
seldom promoted to HQ positions; PCNs rarely transferred to subsidiary
positions.
Geocentric
A global approach - worldwide integration;
View that each part of the organization makes a unique contribution;
Nationality is ignored in favor of ability:Best person for the job;Color of passport does not matter when it
comes to rewards, promotion and development.
Regio centric
Reflects a regional strategy and structure;
Regional autonomy in decision making; Staff move within the designated region,
rather than globally; Staff transfers between regions are rare.
Expatriates
An expatriate is any person living in a different country from where he or she is a citizen.
Roles of an Expatriate
Agent of direct control Agent of socialization Network builder Boundary spanner Language node
A Glamorous Life
International business travelers cite the positives as:Excitement and thrills of conducting
business deals in foreign locationsLife style (top hotels, duty-free shopping,
business class travel)General exotic nature
But a High Level of Stress! Home and family issues
Frequent absences Work arrangements
Domestic side of position still has to be attended. Health concerns
Poor diet, lack of sleep, etc. Host culture issues
Limited cultural training
ROLE OF NON-EXPATRIATESo People who are based in home country
but need to extensively travel abroad to meet customers/suppliers, government officials etc.
o Performs roles similar to expat.
Please
Recommended