Two Main Reasons of Failure, Essay Example

Mention two main reasons of failure of US Expatriate Managers?

1. Managers and New Culture: The US Expatriate Managers are poorly trained for the challenges of international assignments. So is becomes difficult to face a new culture and tradition. It takes time for managers and their family to adjust to the new circumstances. The adaptation to the new language, locale, people and their sentiments, consume most of their energy. Moreover, the working mode, employee and staff relations also come as a shock, which becomes difficult to manage.
2. Work schedule: Americans are citizens of the world’s most developed nation with a strict set of labor rules and regulations. The transition from their own country to another makes them vulnerable to a different set of rules, that may be biased and more pressurizing. Success in other countries may involve long working hours, without scheduled holidays or leave. The stressful and demanding work conditions hamper their vitality and they suffer high rates of failure.

Mention two competencies that ensure success for expatriates?

1. Managers and International Exposure: The US Expatriate Mangers must have a portfolio of international experience. He should be equipped with the knowledge and be aware of the culture and tradition of his host country. This would save him from the culture shock and would help him to better understand the working conditions of the new place.
2. Managers and Stress Tolerance: The US Expatriate manager should be vocal and interactive to obtain the knowledge from his fellow colleagues. They should also have the potential to adjust to the new life and culture. They need to appreciate the work of his team members, form relationships and be a driving force to manage the stress of work pressure. Negative vibes, discomfort and extreme urge to return to own country would make him susceptible to ridicule from his juniors.

Mention two types of cross-cultural training can be offered to help departing managers adjust to a foreign culture

Adequate training about culture of the host country should be given. Professional training regarding stress management, work schedules, language and managerial policies would give them a better insight and prepare them for the challenges in another country.

References

Li Huajun, Zhang Guangyu, Wu Hongying, Fu Taonan, “Study on Human Resource Risks in Expatriate Management,”  vol. 5, pp.326-330, 2008 International Conference on Computer Science and Software Engineering, 2008. Last retrieved on October 21, 2009 from http:/ /www.computer.org/portal/web/csdl/doi/10.1109/CSSE.2008.61.

Revel Miller Consulting, Executive Coaching: Expatriate Managers, Last retrieved on October 21, 2009 from http://www.revelmiller.com/expatmanagers.html

Chen, Peter Y, Human Resource Planning: 2005. Last retrieved on October 21, from http://www.allbusiness.com/human-resources/858623-1.html

Sharon Leiba-O’Sullivan,  Journal of International Business Studies, Vol. 30, 1999, Last retrieved on October 21, 2009 from http:/ /www.questia.com/googleScholar.qst?docId=5001890696.