M8_MR - Running head 8.3 END OF MODULE REVIEW 8.3 End of Module Review Embry-Riddle Aeronautical University Management of the Multicultural Workforce

M8_MR - Running head 8.3 END OF MODULE REVIEW 8.3 End of...

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Running head: 8.3 - END OF MODULE REVIEW 1 8.3 - End of Module Review Embry-Riddle Aeronautical University Management of the Multicultural Workforce MGMT 427
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8.3 - END OF MODULE REVIEW 2 8.3 - End of Module Review 1. What are the pros and cons of using expatriates instead of relying on local employees? In the text Ferraro & Briody (2016), talk about the pros and cons of using expatriates instead of local people. The first pro is if a company was to use too many personnel for the local area instead of expatriates, the company may become secluded from its overseas operations. These operations may include wholly owned subsidiaries, joint ventures, strategic alliances, or even sales and distribution centers. The second advantage is that by using expatriates a company will have greater opportunities to develop valuable managerial skills. By adding the expatriates the company will likely be infused with a more global character. Third, there is the fact that at certain locations there may be a lack of people who have the desired skills for executive positions, so bringing in an expatriate may be the only option. There are also several reasons where it could be more effective to utilize locals instead of expatriates. The first is that in most cases it is more expensive to relocate employees and their families instead of using people from the host country. Second, the use of employees from host countries is often required by the local but also are well versed in the local culture and language (p. 222-223). 2. Which criteria are most commonly used to evaluate candidates, and which should be used more often? Ferraro & Briody (2016), discuss that there are several characteristics that must be evaluated before selecting a candidate. One of the first is the level of their technical skills. These are skills evaluated by the employee's past performance while at home. Second, and more important is the employee’s ability to adjust to the new culture. If the employee or their family cannot adjust to working in the new culture then there is a much higher than average chance that
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8.3 - END OF MODULE REVIEW 3 the expatriate will fail. Along with technical skill and ability to adapt, there are several other
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