unit 10 review


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CHAPTER 10 DEVELOPING A GLOBAL MANAGEMENT CADRE I. Expatriate Career Management A. A crucial factor in global competitiveness is the ability of the firm to maximize long-term its global human resources. To do this, attention must be paid to several important areas: 1. To maximize long-term retention and use of international cadre through career management so that the company can develop a top management team with global experience 2. To develop effective global management teams 3. To understand, value, and promote the role of women and minorities in international management in order to maximize those underutilized resources 4. To maximize the benefits of an increasingly diverse workforce in various locations around the world 5. To work with the host country labor relations system to effect strategic implementation and employee productivity II. Preparation, Adaptation, and Repatriation A. Effective human resources management of a company’s international cadre does not end with the overseas assignment. It ends with the successful repatriation of the executive into company headquarters. B. Reverse culture shock is the culture shock that occurs when an expatriate re-enters his or her home culture and occurs primarily because of difficulty of reintegration into the organization. C. For companies to maximize the long-term use of their international cadre, they need to make sure that the foreign assignment and the reintegration process are positive experiences. This means careful career planning, support while overseas, and the use of the increased experience and skills of returned managers to benefit the home office. D. Support systems for a successful repatriation program: 1. A mentor program to monitor the expatriate’s career path while abroad and upon repatriation 2. The establishment of a special organizational unit for the purposes of career planning and continuing guidance 214
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3. A system of supplying information and maintaining contacts with the expatriate so that he or she may continue to feel a part of the home organization. E. The Role of the Expatriate Spouse 1. A number of companies are beginning to recognize the importance of providing support for spouses and children. Firms often use informal means, such as inter-company networking, to help find the trailing spouse a position in the same location. 2. Effective cross-cultural adjustments by spouses is more is more likely (1) when firms seek the spouse’s opinion about the international assignment and the expected standard of living, and (2) when the spouse initiates his or her own pre-departure training.
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