HRM 500 Strayer University Success as An Expatriate Employee Discussion

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xwrgre1181

Business Finance

HRM 500

Strayer University

HRM

Description

Discussion question:

“Success as an expatriate employee”

What  abilities make a candidate more likely to succeed in an assignment as  an expatriate? Which of these abilities do you have? How might a person  acquire these abilities?

Assignment 4:

Your new employee is going to be  moving overseas! Develop a cultural information paper that will help  them understand how to make the transition. (NOTE: You are able to  choose any country–please make sure the county of choice is logical for  the position.)

Include in this paper:

  • a short introduction to the country,
  • the local customs,
  • what to expect, and
  • a list of what is needed to work in the country.
    • For example: Certain countries require a work visa. Include the requirements for the work visa.

Include country-specific information needed to live and work in that country such as:

  • transportation availability,
  • housing costs,
  • union influence,
  • work week,
  • typical vacation time, and
  • anything specific to the country we would not experience in the US.
    • For example: Some countries the children wear uniforms and go to school all year

This paper should be 6-8 pages.

NOTE: The position moving  overseas is the job in your description from Week 3. Find creative ways  to incorporate your work from that assignment into this one.

Your assignment must follow these formatting requirements:

  • Be typed, double spaced, using  Times New Roman font (size 12), with one-inch margins on all sides;  citations and references must follow APA or school-specific format.  Check with your professor for any additional instructions.
  • Include a cover page containing  the title of the assignment, the student’s name, the professor’s name,  the course title, and the date. The cover page and the reference page  are not included in the required assignment page length.

Tips:  remember to write your paper as an HR manager with your audience being  your employees going abroad. Do not just write a paper with no context –  make sure you write it per the scenario above and as an HR manger. 

Write a six to eight (6-8) page paper in which you:

Include in this paper:

  • a short introduction to the country, 
  • the local customs, 
  • what to expect, and 
  • a list of what is needed to work in the country.  For example: Certain countries require a work visa. Include the requirements for the work visa. 

Tips: 

1) write about the country by giving a general description of the geographic area, provide brief (two-three sentence) history of the country, and any important cultural, religious, political, conflict, or trade information widely known throughout that country. 

2)  then write about any local customs from the region you will sending  employees – customs can include language, holidays, traditions of the  area, celebrated festivals etc.  

3)  write about the actual experience from what to expect on day 1 though  to day-to-day routines, try to be specific here with realistic  expectations. You can also write about day-to-day things like local  transportation (the bus or metro system) currency needs, where the local  grocery store is located, where the nearest in-network clinic or  hospital is located, and who to call if anything happens. 

4)  write about the documents your employees might need, visas, passports,  copy of birth certificate, government ID, consulate or Embassy  documents, and important contact info from the company.  

If any of you have every sent employees abroad all of this likely sounds very familiar.

To  help you out, here is a list of things to consider adding to your  paper: include country-specific information needed to live and work in  that country such as:

  • transportation availability,  

Tip:  cover available transportation options both locally and across the  country. Trains, airports, local busses, taxi service and always provide  an emergency transportation medium like a phone number employees can  call to have a taxi or other transportation means come to them. 

  • housing costs, 

Tip:  Cover how housing will be taken care of, for example will there be  corporate housing, or will the employee need to find suitable  reimbursable housing on their own – sometimes this is a very cost  effective strategy for many smaller companies. 

  • union influence, 

Tip: provide union contact info, if any, and also union expectations.  

  • work week, 

Tip:  Here cover the day-to-day and week-to-week work flow for employees,  include work day schedule if different than 8a-5p – for example in some  countries the work day lasts past 5:00pm and in other countries it ends  before 5:00pm. Cover when lunch is typically taken and also when breaks,  if any, can be taken. 

  • typical vacation time, and 

Tip:  here cover vacation expectations especially if it is different than  normal – that is, cover if vacation is earned at a different rate – for  example if employee will earn vacation hours or credit diffident than  normally. Also offer a trusted vacation travel agent phone number in  order to facilitate employee’s safety as they might want to travel. 

  • anything specific to the country we would not experience in the US.  For example: Some countries the children wear uniforms and go to school all year 

Tip:  here try to focus on work customs and laws that might be different than  normal in the U.S.  Offer a Hotline phone number employee can call with  questions regarding work place expectations.

TIp: overall, concentrate on employee safety and expectation as you write this cultural information paper. 

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Explanation & Answer

Attached.

Running head: DISCUSSION ON SUCCESS OF AN EXPATRIATE EMPLOYEE
1

Discussion on "Success as an expatriate employee."

Name

Institution Affiliation

Date

DISCUSSION ON SUCCESS OF AN EXPATRIATE EMPLOYEE
2

Discussion on "Success as an expatriate employee."

There are various abilities required by expatriates to succeed in their job. It helps
enhance productivity and a positive relationship with people in the host country. An expatriate
needs the ability to make rational decisions to react to different norms, including corrupt
practices (Greppin et al., 2017). Some essential abilities, such as language, are important for
establishing interpersonal relationships with the country's personnel. There is a need for inherent
skills for adaptation to the national cultures, economic, and political elements. For instance, there
is a need to have coping mechanisms to respond to forces like political manipulation in the hiring
(Greppin et al., 2017). Some inherent abilities include patience to understand the dynamic of
operations in the region.
Adventurousness is a crucial ability to overcome inhibitors of success like culture shock
and language barriers. Expatriates must be capable of maintaining responsibility and
accountability for the roles they are sent to undertake. The individual requires explicit knowledge
of the management, technical, and business skills needed to achieve success in a particular
industry. I possess some of the capabilities necessary for success as an expatriate. First I can
maintain healthy relationships with people from different cultures. It is essential to respect
people's cultures are their way of life, no matter how much it is perceived to be ridiculous (Deng
& Gibson, 2008). I am also open-minded, which is vital to learn and acquire interests in new
things.
While some of the abilities needed to succeed as an expatriate are inherent interventions
are essential to acquire others. Before departing to the host country, it is vital to have adequate
preparation for the different experiences to encounter. Coaching is essential and helps achieve

DISCUSSION ON SUCCESS OF AN EXPATRIATE EMPLOYEE
3

important capabilities for success as an expatriate (Abbott et al., 2006). It is important to
understand any language and cultural barriers and make primary efforts for such capabilities.
Gaining proficiency in these capabilities is a long-term process, and hence coaching is only
important for orientation.

DISCUSSION ON SUCCESS OF AN EXPATRIATE EMPLOYEE
4

References
Abbott, G. N., Stening, B. W., Atkins, P. W., & Grant, A. M. (2006). Coaching expatriate
managers for success: Adding value beyond training and mentoring. Asia Pacific Journal
of Human Resources, 44(3), 295-317.
Deng, L., & Gibson, P. (2008). A qualitative evaluation of the role of cultural intelligence in
cross-cultural leadership effectiveness. International journal of leadership studies, 3(2),
181-197.
Greppin, C., Carlsson, B., Wolfberg, A., & Ufere, N. (2017). How expatriates work in dangerous
environments of pervasive corruption. Journal of Global Mobility: The Home of
Expatriate Management Research.


Outline
Assignment 4: A cultural Informational Paper
Thesis Statement: This cultural information outline will help you as an expatriate understand
the key expectation as it includes local customs and day to day experiences.
(I)

Introduction to the Country

(II)

The Local Customs
o Language
o Holidays, Festivals and Traditions

(III)

Expatriate Actual Experience in Kenya
o Currency Needs
o Transportation Availability
o Housing Costs
o Clinic/Hospital
o Emergency Call Centre
o Union Influence
o Work Week
o Typical Vacation
o Other Unique Experiences Different from the US

(IV)

Documents Employees would need

(V)

Final Remarks/ Conclusion

Attached.

Running head: CULTURAL INFORMATION

Assignment 4: cultural Informational
Name
Institution Affiliation
Date

1

2

CULTURAL INFORMATION
Introduction to the Country
Kenya is one of the key developing countries in East Africa. The coun...


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