The ongoing internationalization of companies goes hand in hand with an increase of international assignments. With it, knowledge is transferred and diverse teams emerge in the subsidiaries abroad. However, expatriati...The ongoing internationalization of companies goes hand in hand with an increase of international assignments. With it, knowledge is transferred and diverse teams emerge in the subsidiaries abroad. However, expatriation management and diversity management have been separated areas so far. Thus, the readiness to use expatriation as an integral element of an overall diversity strategy has been evaluated in an exploratory empirical study. For this purpose, semi-structured interviews have been conducted with both expatriates and HR （human resources） managers in six subsidiaries and the headquarters of an international mechanical engineering company. It was found that operative aspects of the expatriate management dominate the viewpoint of those involved. However, the findings also suggest that an implicit recognition of advantages that stem from the variety of individual employees exists. Willingness to systematically strengthen the exchange and learning process was detected. Based on these results, a new approach could be conceptualized and implemented. This provides various foci for further research.展开更多
The international US executive in foreign assignments faces more obstacles than his counterpart for domestic assignments. He has to pursue better coping skills for： cultural, communication and language, self-capabili...The international US executive in foreign assignments faces more obstacles than his counterpart for domestic assignments. He has to pursue better coping skills for： cultural, communication and language, self-capability, stress management, and adjustment issues in the foreign settings. Premature return can be obviated through improved pre-departure training and post-arrival mentoring. US expatriates who are selected for foreign assignments in culturally distant and operationally different countries have an especially important need for their development and training. The challenge to adapt and become functional and fluent in the local surroundings in a very short time is very difficult for the expatriate. The expatriate＇s strange and difficult-to-fathom foreign environment causes him to be anxious as he works hard to adjust and be effective. The obstacles of dealing with the different business customs, social etiquette, and language differences make it difficult for communication, operating environments, and building professional relationships in an appropriate manner. He has to deal with the strangeness and unfamiliarity during the initial period after his arrival in the foreign country. This is further compounded by the pressing need for him to show good performance and produce results in his foreign assignment. He struggles to adjust and to perform the technical aspects of his task.展开更多
Performance evaluation of expatriate technicians is an important way for multinational corporations to effectively manage their expatriate technicians,which is crucial to the technological innovation of multinational ...Performance evaluation of expatriate technicians is an important way for multinational corporations to effectively manage their expatriate technicians,which is crucial to the technological innovation of multinational corporations.This paper designs the performance evaluation index system of expatriate technicians,which includes work efficiency,professional competence,work attitude,and personal traits.Then,based on the C-POWA operator,the evaluation method of expatriate technicians is put forward.Lastly,using the index and method of evaluation of expatriate technician,four expatriate technicians’performance are evaluated,and the results reveal that the index and method we put forward are scientific and practical.展开更多
An expatriate life has a certain thrill to it-a new country, a new culture, the exploits and escapades-but it is the interaction with the people that we carry with us on our last flight back home.My China sojourn bega...An expatriate life has a certain thrill to it-a new country, a new culture, the exploits and escapades-but it is the interaction with the people that we carry with us on our last flight back home.My China sojourn began in the summer of 1999-September 20 to be exact. It was supposed to last a couple of months, and as it happens to many of us,I ended up staying longer than I had planned to.展开更多
Chinese staff The question needs to be asked-is it normal business practice, anywhere, to have one person in control of all aspects of your country operations? No, it isn't. And with very good reason:
文摘The ongoing internationalization of companies goes hand in hand with an increase of international assignments. With it, knowledge is transferred and diverse teams emerge in the subsidiaries abroad. However, expatriation management and diversity management have been separated areas so far. Thus, the readiness to use expatriation as an integral element of an overall diversity strategy has been evaluated in an exploratory empirical study. For this purpose, semi-structured interviews have been conducted with both expatriates and HR （human resources） managers in six subsidiaries and the headquarters of an international mechanical engineering company. It was found that operative aspects of the expatriate management dominate the viewpoint of those involved. However, the findings also suggest that an implicit recognition of advantages that stem from the variety of individual employees exists. Willingness to systematically strengthen the exchange and learning process was detected. Based on these results, a new approach could be conceptualized and implemented. This provides various foci for further research.
文摘The international US executive in foreign assignments faces more obstacles than his counterpart for domestic assignments. He has to pursue better coping skills for： cultural, communication and language, self-capability, stress management, and adjustment issues in the foreign settings. Premature return can be obviated through improved pre-departure training and post-arrival mentoring. US expatriates who are selected for foreign assignments in culturally distant and operationally different countries have an especially important need for their development and training. The challenge to adapt and become functional and fluent in the local surroundings in a very short time is very difficult for the expatriate. The expatriate＇s strange and difficult-to-fathom foreign environment causes him to be anxious as he works hard to adjust and be effective. The obstacles of dealing with the different business customs, social etiquette, and language differences make it difficult for communication, operating environments, and building professional relationships in an appropriate manner. He has to deal with the strangeness and unfamiliarity during the initial period after his arrival in the foreign country. This is further compounded by the pressing need for him to show good performance and produce results in his foreign assignment. He struggles to adjust and to perform the technical aspects of his task.
基金Supported by National Natural Science Foundation of China(71371154).
文摘Performance evaluation of expatriate technicians is an important way for multinational corporations to effectively manage their expatriate technicians,which is crucial to the technological innovation of multinational corporations.This paper designs the performance evaluation index system of expatriate technicians,which includes work efficiency,professional competence,work attitude,and personal traits.Then,based on the C-POWA operator,the evaluation method of expatriate technicians is put forward.Lastly,using the index and method of evaluation of expatriate technician,four expatriate technicians’performance are evaluated,and the results reveal that the index and method we put forward are scientific and practical.
文摘An expatriate life has a certain thrill to it-a new country, a new culture, the exploits and escapades-but it is the interaction with the people that we carry with us on our last flight back home.My China sojourn began in the summer of 1999-September 20 to be exact. It was supposed to last a couple of months, and as it happens to many of us,I ended up staying longer than I had planned to.
文摘Chinese staff The question needs to be asked-is it normal business practice, anywhere, to have one person in control of all aspects of your country operations? No, it isn't. And with very good reason:
