Lisa Negron International Business Columbia Southern University MBA 6601
CASE STUDY VIII i. This case study uses an Ethnocentric staffing framework because decisions are taken at the parent company and are managed by the expatriate employee. Some characteristics of an ethnocentric are: decisions come directly from headquarters and subsidiaries are managed by the expatriates. HRM is in charge of all recruitment, selection, training, etc. (Bodolica & Waxi, 2007). The advantage of an ethnocentric framework is that it keeps the core values surrounding product and production in place, it gives a chance to expatriates to grow, and has the direct control of foreign operations. ii. The ethnocentric framework that exists in the company eventually would affect Paul because of organizational culture and strategies that exist he was not accustomed. He would be in a training role while getting adapted to the position. Finally, Paul would be disappointed with his financial situation, relationships with co-workers, trying constantly to save the company and having problems with his wife adapting to the new environment. Paul was compromised to his job and performance but with market situations and not having the cultural ethnicity he was having a rough time with others and frustration was winning over his performance. He was frustrated to see there was no efforts from the company’s directors of fixing the issue of decreasing profits and employees socializing constantly. iii.
- Spring '12
- Business, Balance Sheet, Expatriate