The increasing globalisation of the markets in our modern world creates more and more challenges for international companies. Through Joint Ventures, Strategic Alliances or overseas subsidiaries they penetrate and begin to compete in foreign markets.
As a result of the associated challenges, companies have understood that technical knowledge alone cannot count as appropriate prerequisites for global work-placement. Intercultural skills and international management qualities are increasingly sought after for management positions. As successful expatriations are good indicators of the availability and presence of these skills, they obtain all the more on importance.
Failed overseas assignments are a financial and operational risk for companies and therefore, most companies have understood the importance of preparing their expatriates and their families for the different cultures, the different living conditions as well as the different leading aspects in the new country.
This paper states the crucial components in preparing employees for overseas assignments and their importance for international businesses. It explains why companies send managers abroad, what kind of skills those expatriates have to establish in order to be successful and how culture influences the private as well as the working environment.
Table of Contents
- Increasing Globalisation
- Expatriation
- Reasons for Overseas Assignments
- When is the Overseas Assignment failed?
- Culture
- Culture in General
- Cultural Barriers in Communication
- The Cultural Aspect according to Hofstede
- Training for Overseas Assignment
- Skills of Efficient Expatriates
- Intercultural Training
- Informative Training
- Culture-General Informative Training
- Culture-Specific Informative Training
- Interactive Training
- Culture-General Interactive Training
- Culture-Specific Interactive Training
- Language Training
- Problems with Intercultural Training
- Informative Training
- Importance of the Family
- Integration in the Overseas Subsidiary
- Reintegration
- Limitation and Importance of Intercultural Training
Objectives and Key Themes
This paper aims to examine the crucial components in preparing expatriates for overseas assignments. It explores the challenges of increasing globalization and the rising importance of successful expatriation for companies. The paper analyzes the impact of culture on overseas assignments and the role of training in mitigating potential failures.
- The increasing importance of expatriates in a globalized market.
- The impact of cultural differences on the success of overseas assignments.
- The effectiveness of different intercultural training methods.
- The significance of family support in expatriate success.
- The challenges of reintegration after an overseas assignment.
Chapter Summaries
Increasing Globalisation: The increasing globalization of markets presents companies with significant challenges. Joint ventures, strategic alliances, and overseas subsidiaries are increasingly common strategies for conquering foreign markets. However, success requires more than just technically competent managers; intercultural skills and international management qualities are increasingly sought after. The rising number of expatriates reflects this growing demand and the importance of successful overseas assignments as indicators of these skills. The paper highlights the surprising finding that even in uncertain economic times, many companies anticipate maintaining or increasing their expatriate populations, underscoring the enduring need for effective expatriate management.
Expatriation: This chapter delves into the concept of expatriation itself, laying the groundwork for understanding the complexities involved in sending employees abroad. It likely provides a definition of expatriation and sets the stage for subsequent chapters examining its successes, failures, and necessary preparations. This sets the context for the practical and cultural considerations discussed in later sections on training, cultural adaptation, and family support.
Reasons for Overseas Assignments: This chapter likely explores the diverse motivations behind companies' decisions to send employees on international assignments. The analysis probably identifies various factors such as market expansion, knowledge transfer, skill development, and project-specific needs. This would provide a rationale for the importance of effective preparation and training for expatriates. The chapter would also likely explain the strategic importance of international assignments for global business operations and the role they play in achieving overall business objectives.
When is the Overseas Assignment failed?: This chapter examines the factors contributing to the failure of overseas assignments. This could involve analyzing early returns of expatriates, identifying common reasons for assignment failures, and exploring the impact of cultural adjustment difficulties and training inadequacies. The chapter may offer insights into the substantial financial and reputational costs associated with such failures, further emphasizing the need for comprehensive pre-departure preparation and ongoing support.
Culture: This chapter provides an overview of the concept of culture and its significant influence on the success or failure of overseas assignments. It would likely discuss various cultural dimensions, perhaps referencing the work of Hofstede, and explore how these differences can impact communication, teamwork, and overall performance. This lays the groundwork for understanding the critical role of cultural sensitivity and intercultural training.
Training for Overseas Assignment: This chapter focuses on the crucial role of training in preparing expatriates for international assignments. It likely examines different training approaches, such as informative and interactive training, both culture-general and culture-specific, and their effectiveness in enhancing intercultural competence. Language training and potential challenges related to intercultural training are also likely discussed, demonstrating the importance of a multi-faceted approach to preparing employees for cultural immersion.
Importance of the Family: This section likely emphasizes the critical role that family support and adjustment play in the success of an expatriate assignment. It probably explores the challenges faced by families adjusting to a new culture and the potential impact on the expatriate's performance. The discussion might highlight the importance of providing family support services and training, demonstrating that a successful expatriate assignment requires consideration of the entire family unit.
Integration in the Overseas Subsidiary: This chapter discusses the crucial process of integrating the expatriate into the overseas subsidiary's workplace culture and team. It likely addresses the importance of building relationships, understanding local work practices, and effectively collaborating with colleagues. A successful integration strategy would be highlighted as vital to the expatriate's overall productivity and contribution to the host-country operations.
Reintegration: This chapter addresses the often-overlooked challenges of reintegrating the expatriate back into the home-country workplace after the overseas assignment. The discussion likely addresses the potential difficulties associated with readjusting to a different work environment and culture and the importance of providing reintegration support to ease the transition. Successful reintegration would be highlighted as crucial for retaining valuable experience and knowledge gained during the international assignment.
Limitation and Importance of Intercultural Training: This chapter probably evaluates the limitations and overall importance of intercultural training programs. This may include a discussion on the effectiveness of various training approaches, the need for continuous improvement, and the ongoing significance of intercultural competence in an increasingly globalized world.
Keywords
Expatriate management, intercultural training, globalisation, overseas assignments, cultural adaptation, family support, reintegration, international management, Hofstede.
Frequently Asked Questions: A Comprehensive Guide to Expatriate Management
What is this document about?
This document provides a comprehensive overview of expatriate management, covering topics such as the increasing importance of global assignments, the challenges of cultural adaptation, the role of intercultural training, and the significance of family support and reintegration. It includes a table of contents, objectives and key themes, chapter summaries, and keywords.
What are the key themes explored in this document?
The key themes include the rising importance of expatriates in a globalized market, the impact of cultural differences on assignment success, the effectiveness of various intercultural training methods, the significance of family support, and the challenges of reintegration after an overseas assignment.
What are the reasons for overseas assignments?
Companies send employees on international assignments for various reasons, including market expansion, knowledge transfer, skill development, and project-specific needs. These assignments play a strategic role in achieving overall business objectives and demonstrate a commitment to global operations.
What factors contribute to the failure of overseas assignments?
Overseas assignment failures can stem from various factors, including inadequate cultural adjustment, insufficient training, and difficulties encountered by the expatriate's family. These failures can lead to substantial financial and reputational costs for the company.
What is the role of culture in overseas assignments?
Culture significantly impacts the success or failure of overseas assignments. Understanding cultural dimensions and their influence on communication, teamwork, and overall performance is crucial. The document may reference Hofstede's work on cultural dimensions.
What types of intercultural training are discussed?
The document explores different intercultural training approaches, including informative and interactive training, both culture-general and culture-specific. Language training and potential challenges related to intercultural training are also addressed.
What is the importance of family support in expatriate success?
Family support and adjustment play a critical role in the success of an expatriate assignment. The challenges faced by families adapting to a new culture and their impact on the expatriate's performance are highlighted, emphasizing the need for family support services and training.
How important is integration into the overseas subsidiary?
Successfully integrating the expatriate into the overseas subsidiary's workplace culture and team is vital. Building relationships, understanding local work practices, and effective collaboration with colleagues are essential for the expatriate's productivity and contribution.
What are the challenges of reintegration?
Reintegration after an overseas assignment presents challenges, including readjusting to a different work environment and culture. Providing reintegration support is crucial for retaining the valuable experience and knowledge gained during the international assignment.
What are the limitations and importance of intercultural training?
The document evaluates the limitations and overall importance of intercultural training, discussing the effectiveness of various training approaches and the ongoing significance of intercultural competence in a globalized world.
What are the key terms used throughout this document?
Key terms include expatriate management, intercultural training, globalization, overseas assignments, cultural adaptation, family support, reintegration, international management, and Hofstede.
- Quote paper
- Dipl.-Betriebswirtin Norika Gölz (Author), 2003, Training expatriates - crucial components in preparing for overseas assignments, Munich, GRIN Verlag, https://www.grin.com/document/20279
