5_10_12_expatriate management_Solvay_post.pptx - MGMT 490\/407 Managing a Global Workforce Session 5 International Mobility and Managing Expatriate

5_10_12_expatriate management_Solvay_post.pptx - MGMT...

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Dr. Lian Shao October 12, 2017 MGMT 490/407 Managing a Global Workforce Session 5: International Mobility and Managing Expatriate @ Solvay
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Review - Ethics & CSR Triple bottom line: People, Planet, Profit (Social, environmental, and economic sustainability Simultaneously) Ethics in international management decisions: When in foreign countries, questions can arise regarding what is right and what is wrong (e.g., lobbying vs. buying) Ethical dilemmas (e.g., Child labor, Usage of Pesticide) Universalism vs. Relativism Integrative Social Contract Theory (ISCT) – Middle ground Corporate Social Responsibility (CSR) Case: Apple and its suppliers The complexity of corporation social responsibility issues in cross-border, inter-organizational settings Role of media in CSR: Reputational capital, Reputational risk 2
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Course Road Map Module I Context Module II HRM-Related Issues Module III Critical Skills -Social Institutions & Culture -SWOT, Entry Strategy, & Organizational Structure -Ethics & Corporate Social Responsibilities (CSR) ***Expatriate Management -Diversity Management -Women Expatriate -Compensation -Knowledge Management -Communication -Negotiation -Decision making -Team management Leadership 3
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Agenda – Expatriate Management Risks & Benefits of International Assignments International Assignment: Selection Preparation & Training Assignment & Adjustment Repatriation Case: International Mobility and Managing Expatriates @ Solvay Group 4
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Risks & Benefits of Int’l Assignments Individual +Personal/professional experience (international network; fast- track career; differentiating from others) -Family disruption (spouse’s career; children education) -Risk of failure; no guarantee of opportunities upon return Organization +Skill transfer, talent development, and expertise to new areas +A corporate culture (transcends national boundaries) -Financial costs / Administrative needs -Expat’s failure / Tension between headquarters and host countries 5
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International Assignment Selection Preparation & Training Assignment & Adjustment Repatriation (Return to one’s home country) 6
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Selection A two-way process of conversation between the organization and the individual (and family members) Individuals: benefits and risks, what they need to succeed and what hope to get from the experience Organization: benefits and risks, approach each assignment thoughtfully and strategically Not all assignments required the same skills Country manager: focus on local market, play a key informational role between headquarters and local outposts Functional manager: identify and promote innovation and best practices, create informal networks across organizational boundaries 7
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Selection – PCN, HCN, TCN Parent Country Nationals (PCN) +A superior level of control in a subsidiary +A foreign image (Sometimes such an image is desirable - foreign managers may be admired and thought of as “better” managers than local counterparts)
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