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Business: CROSS CULTURAL EFFECTIVENESS – CULTURE GAP AND EXPATRIATE TRAINING The basic task with..

Business: CROSS CULTURAL EFFECTIVENESS – CULTURE GAP AND EXPATRIATE TRAINING The basic task with..

Business: CROSS CULTURAL EFFECTIVENESS – CULTURE GAP AND EXPATRIATE TRAINING The basic task with the first essay question topic is to describe the process firm’s use to select and train an expatriate manager for a successful posting in another country. For this particular question you may well want to create a scenario and then play it out. For example, start with a firm, real or made-up. Your firm is based in the U.S. and is going to send a manager to work for it in another country of your choosing. Describe what the manager will do in the other country/culture. Of primary importance here is whether this job will entail a high or low degree of interaction with host country local nationals in the other country. Next, describe the process of doing a country culture comparison. You are looking for the cultural values that bring out or highlight the differences between the two countries. For example, if the home country (the USA) is relatively low on Power Distance and the host country of your choice is very high, then this cultural value has important implications for behavioral adjustments the expatriate manager might well have to make in his or her cross-cultural interactions in that host country. Finally, you will want to train your manager to be prepared to deal with these changes. Now, put more simply, set up scenario where a firm is going to send a manager to a host country to do a job for them there. In simple terms, describe the job and how much interaction it will require with the host nationals. Then do a simple cultural contrast pinpointing the key cultural variables (Individualism, etc.) which will be the most different. Also make a statement about how different in general this host working environment will be. The cultural gap is also known as cultural distance or cultural toughness. Finally, make a recommendation for training the expatriate manager to be prepared for successful cultural interaction in this host country. The scenario format is probably the easiest way to do this but you could just cover the issues described above in a straightforward essay format describing what needs to happen when and make recommendations for training in general when firms would send managers to this host country for jobs which require a lot versus a little interaction with local host nationals. Some of you came up with the name Rosalie Tung in your annotated bibliographies. You can always add new references so if you didn’t you can see what she has done by using Google search terms such as Rosalie Tung, cultural distance and training rigor, etc. I have attached a full paper a former student did in an international HRM course I taught a few years ago. This was a much more formal paper; you obviously don’t have to do nearly as much as this student did.

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manish jayant 15-May-2020

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