Leading Managing People - Expatriate free essay sample

Multinational firms throughout the world are increasingly concerned about hiring, developing and retaining managers with international experience and global perspectives† quoted by Briscoe and Schuler in 2004. This report will be focusing on variety of issues relating to Human Resource implications which faced by the expatriate working in MNC located in Malaysia as well as Malaysian working in overseas. The extraction will be from the most recent newspaper, journal and articles relating to the following topics in human resource management. 1) Expatriate Failure and the Selection policy 2) Training and development for cross-cultural 3) Performance appraisal for expatriate The expatriation was subjugated by professionals sent by their employers to foreign subsidiaries or headquarters. 3. 0 KEY ISSUES AND ANALYSIS 3. 1 Expatriate Failure and the Selection policy Expatriate facade many new challenges both in the workplace and the community. For instance, culture shock differences in work-related norms, isolation, homesick, housing, schooling, language, customs, cost of living and coping with his/her spouse’s problems of adapting to new environment. We will write a custom essay sample on Leading Managing People Expatriate or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page According to Stone(2008), research indicates that a manager’s inability to adapt or their partner’s inability to adapt is the major cause of expatriate failure. Harvey(1983) cited the consequence include premature return from a foreign posting and high resignation rates, with expatriates leaving their company at about twice the rate of domestic managements. Tung (1987) expounded the three main reasons contributing to the failure of expatriates in US MNC is as follows:- * the inability of the manager’s spouse to adjust to a different physical or cultural environment; * the manager’s inability to adapt to a different physical or cultural environment; * other family-related problems. One study by International Orientation Resources, an HRM consulting firm, found that 60 percent of expatriate failures occur due to these three reasons too(Solomon,1994). Besides the above mentioned reasons, include inappropriate selection practices, inadequate preparation and training as well as the stresses associated with expatriation which identified by New Zealand research (Enderwick and Hodgson, 1993). Another critical reason is the cross-cultural communications can be a struggle for the international manager. Gestures, facial expressions, behaviour and words can have different meanings and connotations. China, Korea and Japanese have high-context cultures where considerable importance is given to non-verbal and situational cues. In contrast, Australia, Canada, the US and Britain have low-context cultures where what is said is what it meant(Stone,2008). In contrast, some Malaysians who work aboard feel that the grass is greener on the other side. In Appendix A, this article highlighted the reasons why some Malaysian prefer to remain overseas. Due to higher paid, to widen their horizons, the prestige of working in a foreign company and the quality of life is unbeatable. The expatriate is unable to adapt in the foreign environment due to lack of cultural skills. According to HRM consulting firm, this is because the expatriate selection process at many organisations is essentially flawed (Solomon, 2000). Expatriates failed because these three focal reasons which mentioned by Tung that have not been part of the selection process. The underlying message was that the family is the basic unit of expatriation, not the individual. The MNC needs to look into this matter seriously in order to reduce expatriate failure. 3. 2 Training and development for cross-cultural Many companies including MNC have been ignored on providing training for employees whether local or global organisations. MNC recruits expatriate based on technical competence and past job performance as the key selection criteria and assumed the expatriate is able to adapt in the country where he was posted. MNC should not take them for granted. They should be pre-prepared by providing orientation, training on the cultural, language and living skill in the host country. Shown in Appendix D, expatriate reports interviewed an expatriate working in Nanchang, China on how significant was the culture shock he experienced when he moved abroad? He replied that quite significant and hard to adapt to the Chinese food and people spitting on the streets. Certainly, at the initial stage every expatriate will face cultural shock difference which may lead to miscommunication, misunderstanding and misinterpretation. Then directly he will be unproductive, inefficiency and faces expatriate failure. The MNC has to recruit a new manager to replace him which will be time consuming and have to repeat the process of selection and hiring. The MNC requires the expatriate to train the local employees in the host-country by transferring his knowledge and skills to them so that they are able to be independent and step into the positions/responsibilities within the shortest possible time. The article in Appendix B highlighted Malaysia government will review the education system to produce talent needed for an advanced nation and also perks to lure home highly skilled Malaysians (brain drain) and retain global talent to develop a quality workforce. Even our government recognise the essential of education/training to develop our highly skilled employees that are not only vital to the companies but also making the nation into globally competitive and transforming it as the high-income economy for instance Singapore, HK and Shanghai. 3. Performance appraisal for expatriate Stone (2008) cited that performance appraisal is a matter of serious concern for many expatriates. This is because performance appraisal is often handled badly. Companies fail to take into account the added complexities that come with international appraisals. Key issues involving performance expectations, performance measures and who will be responsible for the conduct of the appraisals are left vague or undecided. Worse, some head office managers ignore the international appraisal and do not incorporate it into the career development process. The end result is that expatriates perceive the appraisal process as unfair and as a source of never-ending frustration. Groeschi (2003) quotes that a number of comparative international and cross-cultural management research projects have concluded that HRM is influenced by culture. He also highlighted the same HRM policy is likely to be attributed quite different meanings by different cultural groups for instance performance appraisal. An organisation’s performance appraisal systems are an important element of its control systems, which is a central component of organisation architecture (see Figure 1 as below). In many international companies, the thorny issue is how best to evaluate the performance of expatriate managers (Hill, 2009). During the appraisal evaluation for the expatriate, there are two groups who evaluate the performance of expatriate managers. They are host-nation manager and home-office managers whom are subject to bias. The host-nation managers may be biased by their own cultural frame of reference and expectations. On the other hand, home-country mangers’ appraisals may be biased by distance and by their own lack of experience working abroad. Home-office managers often not aware of what is going on in a foreign operation and they tend to rely on hard data in evaluating an expatriate’s performance, such as the productivity, revenues, profitability or market share which reflect factors outside the expatriate’s control. Due to such biases, many expatriate managers believe that headquarters management evaluates them unfairly and does not fully appreciate the value of their skills and experience. It also one of the reasons many of them believe a foreign posting does not benefit their careers (Hill, 2009). 4. 0 RECOMMENDATION 4. 1 Expatriate Failure and the Selection policy Managing a MNC provides a diversity of challenges which the crucial one will be how the parent-company will recruit potential expatriate to manage their off-shore operations affiliates/subsidiaries. Selection of the expatriate must be right at the first time although time and resources consuming in reviewing and evaluating all the potential candidates follow by filtering them. The expatriate should not be selected based on technical competence and past job performance as the key selection criteria. Expatriate failure in many cases is the result of a lack of personal adjustment rather than a lack of technical skills. Harvey (1997) cited furthermore, research shows that in many companies expatriate selection is often haphazard and irrational. Organisations need to understand that in choosing expatriates, they should take into account differences in the business, social and cultural environment in the specific country and the impact on the potential expatriate, spouse and dependants (Stone, 2008). Stone’s (1991) study found that both local managers and expatriate managers perceive the essential selection criteria as the expatriate’s ability to adapt and the adaptability of the partner and family. 4. Training and management development for cross-cultural According to Hill (2009), superior performance requires not only strategy must also be supported by the right organisation architecture. Strategy is implemented through organisation. In Figure 1, people are the linchpin of a firm’s organisation architecture. For a firm to outperform its rivals in the global marketplace, it must have the right people in the right postings. Those people must be trained appropriately so they have the skill sets required to perform their jobs effectively and so they behave in a manner that is congruent with the desired culture of the firm. The following trainings are recommended for MNCs’ expatriates:- * Cross-Culture Training prior to departure The purpose of this training allows individuals to more rapidly adjust to the new culture before departing to host-country, and therefore, to be more effective in their new roles (Black and Mendenhall, 1990). It has been widely recognised for more than 20 years that the partners and children of expatriates play an important role in contributing to the success of expatriate assignments (Fukuda and Chu, 1994; Rahim, 1983) Cultural, Language and Practical(Living Skill) trainings * These trainings are helping to control and reduce expatriate failures. There is no question that comprehensive cultural training can have many benefits for MNCs. For starters, it can help orient and develop expatriates to better communicate, understand, and work effectively with people from different cultural, religious, and ethnic backgrounds. Comprehending and valuing cultural differences can al so help expatriates in the effective management of multi-cultural teams. Understanding global markets, customers, suppliers, and competitors is another indirect benefit. Pragmatically, cultural training can have a positive impact on combating very expensive expatriate failure (Luthans, 2002). Their spouse adaption problem, it is important that the spouse and the whole family to be included in this training * Language training usually conducted in host-country’s language. When the expatriate willing to communicate in the host-country language(even not fluent), can help build rapport with local employees and improve the manager’s effectiveness. * Benefit of practical training in helping the expatriate manager and family ease themselves into daily life in the host country. The expatriate community group can be a great source of support and information sharing in helping the expatriate’s family adapt to a foreign culture. 4. 3 Performance appraisal for expatriate To overcome the expatriate’s frustration and problems, the HR manager needs to ensure that the following key issues are clarified before the expatriate begins an overseas assignment:- * What are the organisation’s performance expectations? * What criteria and standards will be used to measure performance? * Who will conduct the evaluation – a local manager, a head office manager or both? * What will be the frequency of the appraisals? What consideration will be given to local environmental influence? (for example, volatility of foreign exchange rate fluctuations, availability of skilled labour, political instability, corruption and so on) * Is the appraisal positively incorporated into the career development process? * Are head office managers cognisant of the local business environment? * Are there any cultural influences that may distort the measurement of the expatriate’s performance? In order to overcome the biases of the two groups who evaluate the expatriate managers’ performance, it is recommended to implement 360-degree feedback.

Study for Your IELTS Exam With IELTS Sample Essays

Study for Your IELTS Exam With IELTS Sample EssaysMany students will be put to the test when they take an IELTS exam and it's a good idea to prepare for this in advance. You can always see how long it takes to do the essay on globalization but it doesn't necessarily tell you the real score you can get. It is good practice to learn some sample IELTS study materials so that you are prepared to tackle your test in the same way as all the other students who have successfully passed their IELTS exam.There are many places where you can get free sample essays, however they are not always very good quality and you will be disappointed with the results. Luckily, there are some better alternatives, including software packages that will help you study for your IELTS test. The main reason for this is that many of these software packages have some great features that will help you to take your skills to the next level and it is very hard to get results from reading a mediocre sample of essay on g lobalization.One thing that will help you study for the IELTS exam is having a good vocabulary. This will help you understand the different kinds of writing and phrases you will be tested with and at the same time it will also help you to comprehend different concepts and terms that you will come across during the exam. This can really make a difference when you are faced with some very complex sentences and very difficult words that you will have to decipher.Another way that IELTS sample writing samples can help you is to ensure that you really do understand what you are being taught. It is very easy to read through the exam and try to understand it, but when you do so you will often forget about the examples you were shown and then you may forget that you had been told to read a certain word. By doing this you can easily make some mistakes that will prevent you from getting your grades up.If you want to be sure you understand everything and know that you have good preparation, the n using a software package is the best option. You will have access to plenty of practice questions, reviews and guides that will give you tips to improve your skill in writing and pronunciation, even if you have never studied this topic before. If you are preparing for the IELTS exam for the first time, this will help you hone your skills and make sure that you are ready for when the real exam day comes.Another great thing about an IELTS software package is that you can find out exactly what is being tested and when it is being tested, which is something that you will find hard to do if you don't know when you are being tested for your skills in writing. Also, you can find out what your scores will be for the various sections. You can get to know which ones you need to focus on, which will make your final results much more accurate.There are many ways that software packages can help you prepare for your IELTS exam, and there are some great options. It's important to use one that wi ll suit your learning style, from an interactive book to the software. This is why I have outlined some of the top choices in this article and hopefully you will find the one that suits you the best.Using an IELTS study program or software will make sure that you get a good night sleep before you take your exam so that you are well rested and ready to take on the IELTS test. There are many great benefits to using a good software program and also the best reason to go for this option is because it will help you to prepare for your exam by teaching you all the basics and allowing you to practice what you have learned. Get the details now to see how you can take on the IELTS exam.

Homeostasis essays

Homeostasis essays The human bodys ability to maintain a constant environment is essential to its survival. This capability is referred to as homeostasis. Homeostatic mechanisms keep the body near a set point, based on the sensitivity of central nervous system nuclei, which is an ideal value for that particular person. An example of a homeostatic mechanism is a negative feedback mechanism. Any deviation from the set point is made smaller. This mechanism does not prevent variation, it only helps keep the variation near the set point. Many negative-feedback mechanisms have three components; a receptor, a control center and an effector. A receptor monitors the significance of the variable. The control center is where the set point is established. The effector has the ability to change the variable. The set point varies from person to person. The body usually does not maintain its set point exactly but instead it fluctuates and declines around this point bringing forth a normal range of values. When the body undergoes a physical stressor; such as exercise, a secondary set point is established. The Schneider test measures the recovery rate, the rate at which the body moves back to the original set point once a stressor is removed. It determines the recovery limit of the cardiovascular system. It is based on the measurement of heart rate and blood pressure before, during and after exercise, a stressor in this case is standing and moderate exercise. This system was developed by Dr. Schneider after World War I in order to evaluate combat preparedness and overall fitness of American aviators. Exercise: 15 sec.- 88 Score: 16 ...

Philosophical Thought Thesis Example | Topics and Well Written Essays - 2000 words

Philosophical Thought - Thesis Example While explaining my position, discussion will be made with regard to the themes from the different topics, and what their pros and cons are. The saint could be taken as the path for the more spiritual approach towards life and existence. The saint is beholden by the moral and ethical laws by God, or what is divine and ideal, taking steps and journeys in doing and sharing their beliefs for the betterment of others in a world that has been in constant bouts of chaos and other evils. For the saint, God’s existence may be a necessary condition for securing a meaningful life, but it is generally thought that one must additionally relate to God in some relevant way in the epistemological and axiological dimensions (Seachris, â€Å"Meaning of Life: The Analytic Perspective†). Saints can be characterized with many traits that are in relation to the central quality of godliness, such as being humble, kind, generous, compassionate, and selflessness. The hero archetype could be ta ken as a different approach to an individual’s value of existence and life. The first impression of a hero is an individual who is strong and fearless regardless of the odds. The hero archetype usually is the individual who adheres to the rightness of freedom, doing what is noble and just according to their personal beliefs. The hero typology has been portrayed in various ways, either through mythology or romanticism. Typically, the hero is characterized by traits of being free-spirited, courageous, strong-hearted, and a lover of life. Both could be viewed as distinct, but they complement each other very well, both of them having a distinct path for an individual’s walk in existence. This could be seen even in the earliest and twilight days in the age of antiquity. Greek mythology portrays a lot of notable heroes in their stories and legends. The most notable would be that of Hercules, or Heracles in other writings. Hercules may have been portrayed as a son of Zeus, th e king among all the other Greek deities, but he is still a demi-god because he was born from a mortal woman. As legend tells, Hercules had to undergo the Twelve Labors meant for him as an act of redemption of murdering his wife and daughter due to his insanity. While doing all this out of personal reasons, Hercules did assist many of his fellow men, and even deities through his journeys and trials. For the Greeks, Hercules was considered a hero figure because he showed indomitable will and power to persevere in his tasks. The Greek mythological-poetic drama usually portrayed heroes as individuals overwhelmed by their feelings of doing what they see fit. On the other hand, the philosophy of Stoicism had a more different opinion with regard to how one would live. The Stoic philosophy follows a more ascetic role in life. The Stoics believe that once we come to know what we and the world around us are really like, and especially the nature of value, we will be utterly transformed (Balt zly, â€Å"Stoicism†). The Stoics have always strived for temperance and the discipline of self-control from one’s emotions or passions in whatever they commit themselves to. Temperance leads to a mind and soul that has achieved tranquility or harmony with nature, which is the ultimate goal of the Stoics. This appealed well to what the Romans regarded as heroes among their citizenship, such as soldiers, leaders, and

Nursing Scopes of Practice Essay Example | Topics and Well Written Essays - 750 words

Nursing Scopes of Practice - Essay Example "In 1978, Michigan legislature combined all laws regulating health personnel into one statute consolidating the legal framework for nursing in the Michigan Public Health Code, rather than a separate Nurse Practice Act." (Licensed Practical Nurse: Scope of Practice - Michigan, p 1). Significantly, the Michigan Board of Nursing makes use of the various rules governing nursing found in the Occupational Codes and in the Administrative Rules of Nursing and they serve as the guidelines to issue licenses and promote the health, safety and welfare of the public. As some state laws describe the scope of practice succinctly while others go into great detail, there is an important need for clarity of the scope of practice. The scope of practice for the nurses has improved substantially over the years and scope of practice in Michigan is an example of this change. The Occupational Regulation Sections of the Michigan Public Health Code Act 368 of 1978 provides the definition of nursing in Michigan, which serves as the legal scope of practice statement. In Michigan, the RNs are licensed to practice independently within this scope and the nurse practitioner's practice within a scope of practice is defined by their specialty education and training. "The depth of scope of practice is further defined by the knowledge base of the nurse practitioner, the role he/she is in, and the client population within the practice environment. The American Nurses Association has developed two publications to assist nurse practitioners in explaining their scope of p ractice: Scope and Standards of Advanced Practice Registered Nursing and Standards of Clinical Practice and Scope of Practice for the Acute Care Nurse Practitioner." (Nurse Practitioner Frequently Asked Questions). The generic functions applicable to most nurse practitioner roles include: Comprehensive physical examination and health assessment, promotion and maintenance of health, prevention of illness and disability, management of health care during common acute and stable chronic illnesses, assessment of clients that includes analysis, synthesis, and application of nursing theories and modalities, and health counseling and guidance etc. In order to comprehend the nurse practice acts, scope of practice for nursing, and Public Health code etc of Michigan, it is essential to compare it with other states. Thus, nurse practice acts for the state of Texas have distinctive features. The Texas Board of Nursing recognizes that advanced nursing practice is dynamic and it argues that the scope of advanced practice evolves through experience, acquisition of knowledge, evidence-based practice, technology development and changes in the health care delivery system. "Scope of practice is defined as the activities that an individual health care provider performs in the delivery of patient care. Scope of practice reflects the types of patients for whom the advanced practice nurse can care; what procedures/activities the advanced practice nurse can perform; and influences the ability of the advanced practice nurse to seek reimbursement for services provided." (Guidelines for Determining APN Scope of Practice). Various aspects are esse ntial in determining the scope of practice Texas, including advanced practice education in a role and specialty, legal implications, and the scope of practice statements as published by national professional specialty and advanced practice

The Impacts of the Politeness Principle on Foreign Language Term Paper

The Impacts of the Politeness Principle on Foreign Language Acquisition, Geoff Leech - Term Paper Example An example of these words is the word conduct. If the stress is placed on the first syllable, conduct means â€Å"behavior.† But if the stress is placed on the second syllable, the word means â€Å"to carry out.† Plural words also cause difficulty on the part of the learner. It is sometimes very difficult to explain to the learner why some words can be made plural by adding -s and why some cannot. For example, words like monkey can be made plural by adding -s. But the rule cannot be applied to the word money. The teacher should pay attention to these idiosyncracies to help the learner have a clear idea of when and how to use an aspect of the language being studied. As a result, the learner is able to proficiently and efficiently make use of the language and avoid being misunderstood or hurting the feelings of the person he or she is talking to. This is where the politeness principle comes in. The politeness principle which was developed by Geoff Leech is a series of max ims which help explain how politeness operates in conversational exchanges. According to Leech, â€Å" politeness are forms of behavior that establish and maintain comity or the ability of participants in a social interaction to engage in interaction in a friendly social atmosphere(Leech, 2005). Leech uses two terms for referring to two kinds of illocutionary acts. He calls representatives â€Å"assertives† and directives â€Å"impositives† (Leech, 2005). The politeness principle is comprised of six maxims. Each maxim has a sub-maxim which has less importance (Leech, 2005). These are used to show that negative politeness or avoidance of discord is more important than positive politeness or seeking discord. Leech says that not all the maxims are equally important. He also says that speakers may adhere to more than one maxim of politeness at the same time. The Tact Maxim Theoretical Application The first of the maxims is the tact maxim. This maxim aims to minimize cost and maximize benefit to another person (Leech, 2005). Examples of the tact maxim are â€Å"Peel these potatoes†, â€Å" Hand me the newspaper†, and â€Å" Could you possibly answer the phone?†. According to Leech, there are two levels of politeness in the tact maxim. Commands like â€Å"Sit down†, â€Å"Get a cup of water†, and â€Å" Close the door† are considered impolite while requests such as â€Å"Please sit down†, â€Å"Could you kindly get me a glass of water†, and â€Å"Won’t you have another drink† are considered polite. Leech explains that indirect illocutions are more polite because they give the person being addressed to an option of whether or not to obey. Reiter explains in her book Linguistic Politeness in Britain and Uruguay: A Contrastive Study of Requests and Apology that â€Å"politeness is a form of social interaction, a form that mediates between the individual and the social† (Reiter, 2000). She also adds that politeness assumes that each society has its own prescriptive social rules for different cultural contexts (Reiter 2000). Trosborg in her book Interlanguage Pragmatics: Requests, Complaints, and Apologies that â€Å"politeness is a pragmatic mechanism in which a variety of structures work together according to the speaker’s attention to achieving smooth communication† (Trosborg, 1995). that Leech also explains that the more indirect

The films Bladerunner and Fahrenheit 451 :: essays papers

The films â€Å"Bladerunner† and â€Å"Fahrenheit 451† The films â€Å"Bladerunner† and â€Å"Fahrenheit 451† are similar in the way they show emotions in their depictions of distopias. The emotions shown are not normal to us, but are controlled by the government. The inhabitants of these worlds are being persuaded that emotions are bad, unhealthy. However, some do break free from the system. The cases in these movies are not of really living at all, but just of going through the motions of life. The movie â€Å"Bladerunner† was about androids that were made to not have feelings and not to live longer than 4 years. Rachel is a good example of they tried to control emotions. As one of the new model replicants, Rachel was implanted with memories and could recall emotions. What she did not realize was that her memories were really the memories of her maker’s niece. She did not even know she was an android until Decker did the test on her. She was very upset when she realized that he was right, because she did not know what feelings were real and what feelings belonged to someone else. She worked with the man that created androids, the owner of the Tyrell Corporation, which makes her more upset that she did not know. This is when she exclaims to Decker, â€Å"I am not in the business, I AM the business.† Although she though she was living a normal human life, Rachel was going through the motions of everything humans do, but she did not have real feelings or even her own memories. Therefore, she was not even being her own self. Another aspect of the movie â€Å"Bladerunner† is of those that broke away from the system. The â€Å"Nexus 6† were androids that developed emotions and escaped from slavery, because they wanted to live longer. Roy and Priss are good examples of androids showing that they have emotions. They were manipulative, passionate for what they wanted, and even had loving sides. Roy was the leader of the â€Å"Nexus 6† and Priss was his girlfriend . Priss acted like a helpless girl to get J.F. Sebastian to let her into his house, into which she later let Roy. They made J.F. show them to the owner of the Tyrell Corporation’s house, so they could fight to get an extension on their lives.