The obvious advantage to ethnocentric staffing is the alignment of interests

The obvious advantage to ethnocentric staffing is the

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The obvious advantage to ethnocentric staffing is the alignment of interests and perspective of the home office with all foreign subsidiaries abroad. Communication is also easier because there should be no language and cultural barriers. The company may also be able to transfer employees with a clear performance record that will provide some level of predictability. Some other advantages of using ethnocentric staffing: 1) it ensures new subsidiary complies with overall corporate objectives and policies; 2) it has the required level of competence and 3) it allows for assignments as control. Johnston (n.d.) states that ethnocentric staffing 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 other staffing framework that could have been used is regiocentric. According to Yang (n.d.) this reflects a regional strategy and structure and a regional autonomy in decision making. It allows staff to move within the designated region rather than globally. Using this approach allows interaction between executives transferred to regional headquarters from subsidiaries in
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the region. It provides some sensitivity to local conditions and helps the company to move from a purely ethnocentric or polycentric approach to a geocentric approach (Yang, n.d.). Why does Paul want this job? Is Paul a good candidate for this expatriate position? I believe that Paul wanted the job because of the compensation packages. Managers who work overseas are compensated very well. Paul also so many advantages in the move as it could allow the him to maintain his lifestyle, it also could facilitates the adaptation of his family to the changes in daily life in a foreign country and it could facilitates the repatriation and promotes internal equity in relation to peers in the host country. Some other things that this move could to for Paul is help with career advancement where if he successfully fills his expatriation mandate he might receive a promotion in the multinational upon his return. I do not think Paul is considered to be a good candidate but one with the potential to become a good candidate. Paul did not met all the requirements needed to be consider a good candidate as he was missing a lot of what it takes to actually perform that job. He lacked the necessary skills which I think are the most vital which are cultural awareness, being able to understand the language or even speak it and the ability to be adaptable in the environment which are crucial aspects to becoming a successful manager in a foreign country. What comments can you make on expatriate management in general, and what comments can you make on the expatriate recruitment policy in particular?
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  • Spring '12
  • Bablin
  • Corporation, Expatriate, Expatriates

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