However, the situation didn’t turn out well for Paul. Six months into his stay, along with his wife and daughter, they ran into certain issues that prevented him from accomplishing his tasks. There are also certain disadvantages in employing an ethnocentric staffing framework when operating overseas. One major issue that may arise in the process is the difficulty of the staff in adjusting to the host country due to certain differences (Buiness Jargons, n.d.), which is what happened to Paul in his stay in Vietnam. Another major problem is the difficulty of the parent company in guiding the staff because of the location. In Paul’s case, since he is the only American in CFB Vietnam, he felt isolated and frustrated about it. Due to cultural differences, Paul’s relationship with the local staff deteriorated. The Vietnamese staff seemed to have become demotivated. Local management have also become uncooperative. Overall, Paul’s stay saw a decline in revenue and unfavorable results. Explain if any of the other staffing frameworks would be any better? What can you recommend to the company s headquarters in this sense?
One approach that CFB can use is the region centric staffing framework, which is basically hiring managers from countries in close proximity to the host country, whose culture lies closely to the culture of the host country. A similar approach, called polycentric staffing also share the same technique. The difference between the two is that in the polycentric staffing approach, the company will hire management staff from the host country. However, such approach mostly works in developed countries where highly-skilled staff is readily available (International Recruitment, n.d.). In the case of CFB Vietnam, the company has the option to hire someone from China, Thailand, The Philippines or South Korea who knows more about the local Vietnamese culture since these countries are neighboring countries. CFB also has the option to look for a highly-skilled Vietnamese manager who can work as the General Director of CFB Vietnam. This ensures that communication barriers are avoided and camaraderie among team members are fostered. This approach becomes a polycentric approach (International Recruitment, n.d.). Why does Paul want this job? Is Paul a good candidate for this expatriate position? Paul took the position because he was encouraged by the idea that his expatriation to Vietnam could become a springboard for his career. Many of the expatriates who have worked for CFB have all received handsome compensation packages and Paul believed that
- Spring '12
- Business, Human Resource Management, Expatriate, ethnocentric staffing, Paul Fierman