Essay Available:
Pages:
1 pages/≈550 words
Sources:
2
Style:
APA
Subject:
Literature & Language
Type:
Essay
Language:
English (U.S.)
Document:
MS Word
Date:
Total cost:
$ 3.6
Topic:
BU350 Organizational Behavior
Essay Instructions:
ASSIGNMENT 02
BU350 Organizational Behavior
Directions Unless otherwise stated, answer in complete sentences, and be sure to use correct English spelling and grammar. Sources must be cited in APA format. Your response should be a minimum of one (1) single-spaced page to a maximum of two (2) pages in length; refer to the "Assignment Format" page for specific format requirements.
Discuss two (2) reasons cited for the failure of the U.S. expatriate managers. Then discuss two (2) competencies that ensure success for expatriates and two (2) types of cross-cultural training can be offered to help departing managers adjust to a foreign culture.
THIS IS THE END OF ASSIGNMENT 02.
Essay Sample Content Preview:
BU350 Organizational Behavior
Student name:
School name:
Introduction
U.S Domestic market as compared to the other developed compared? This sentence makes no sense, please say in simple language, be naturalto the world’s economy hascountries has for the past years grown and has attracted a huge number of international investors within and outside the country. However there is a growing demand for expatriates. Therefore theseDeveloped countries such as China, Japan are demanding fordemand for expatriate managers managers because US managers have failed terribly. This paper will explore on the reasons for failure of U.S expatriate managers and the competencies that will ensure success for expatriates. It will also tackle on two types of cross-cultural training that will assist departing managers to adjust to foreign culture.from the U.S Republic?US is just US why add republic, I have heard and rad the republic of Kenya but never The US republic…do not go beyond what is written!! because of the shortage of trained experts and managers in technical operations.
Reasons for failure of U.S Expatriate managers
Expatriate failure can be termed as a posting that is not well-effected by the senior management and ends up prematurely. Failed tasks in the overseas are considered to be more expensive than the ones emerging close to home. Most expatriate managers’ experience mixed emotions of excitement and anxiety while at their new postings. Since they are under pressure to adapt to the new environment, their responsibilities widen and they spend a lot of hours at work. Results can be frustrating because impeding use a simpler termbecause there will be unhealthy and unhappy relationships between married couples. Marriage breakdowns can result to postings of expatriates being terminated and their overall performance becoming impaired impaired(Bhagat, 1983)..
Cultural differences and inflexibilities otherwise known as “cultural shock” in the foreign countries can be overwhelming for the expatriate managers. Most managers are put under the spotlight to adapt faster to the new environment and its cultures yet people do not realize that transformation and adapting to a new environment and its cultures takes a reasonably large period of time.
Responsibilities of expatriate managers seemsResponsibilities of expatriate managers seem to be larger more overseas more in foreign in foreign countriesthancountries than in their homeland. In most cases they are required to supervise and train more people than they handled initially. Such increase in numbers could be overwhelming and difficult for one to handle. Other emerging challenges are that of the head office managers who may not be in position to comprehend the cultural and religious differences. Most managers have had instances of physical exhaustion and emotional breakdown as a result of overworking and increased levels of stress (Brislin & Bhawuk, 2000).Bhagat, 1983). The result can be managers reduced effectiveness at work and illness which tend to interrupt the work progress.
Competencies to ensure success for expatriates
Individuals with outgoing personalities that is the extroverts re...
Student name:
School name:
Introduction
U.S Domestic market as compared to the other developed compared? This sentence makes no sense, please say in simple language, be naturalto the world’s economy hascountries has for the past years grown and has attracted a huge number of international investors within and outside the country. However there is a growing demand for expatriates. Therefore theseDeveloped countries such as China, Japan are demanding fordemand for expatriate managers managers because US managers have failed terribly. This paper will explore on the reasons for failure of U.S expatriate managers and the competencies that will ensure success for expatriates. It will also tackle on two types of cross-cultural training that will assist departing managers to adjust to foreign culture.from the U.S Republic?US is just US why add republic, I have heard and rad the republic of Kenya but never The US republic…do not go beyond what is written!! because of the shortage of trained experts and managers in technical operations.
Reasons for failure of U.S Expatriate managers
Expatriate failure can be termed as a posting that is not well-effected by the senior management and ends up prematurely. Failed tasks in the overseas are considered to be more expensive than the ones emerging close to home. Most expatriate managers’ experience mixed emotions of excitement and anxiety while at their new postings. Since they are under pressure to adapt to the new environment, their responsibilities widen and they spend a lot of hours at work. Results can be frustrating because impeding use a simpler termbecause there will be unhealthy and unhappy relationships between married couples. Marriage breakdowns can result to postings of expatriates being terminated and their overall performance becoming impaired impaired(Bhagat, 1983)..
Cultural differences and inflexibilities otherwise known as “cultural shock” in the foreign countries can be overwhelming for the expatriate managers. Most managers are put under the spotlight to adapt faster to the new environment and its cultures yet people do not realize that transformation and adapting to a new environment and its cultures takes a reasonably large period of time.
Responsibilities of expatriate managers seemsResponsibilities of expatriate managers seem to be larger more overseas more in foreign in foreign countriesthancountries than in their homeland. In most cases they are required to supervise and train more people than they handled initially. Such increase in numbers could be overwhelming and difficult for one to handle. Other emerging challenges are that of the head office managers who may not be in position to comprehend the cultural and religious differences. Most managers have had instances of physical exhaustion and emotional breakdown as a result of overworking and increased levels of stress (Brislin & Bhawuk, 2000).Bhagat, 1983). The result can be managers reduced effectiveness at work and illness which tend to interrupt the work progress.
Competencies to ensure success for expatriates
Individuals with outgoing personalities that is the extroverts re...
Get the Whole Paper!
Not exactly what you need?
Do you need a custom essay? Order right now: