Portfolio Project - APA - More than half the work is completed Already!

Introduction

Employees who have worked for more than one year in a foreign location are considered expatriate workers (Fechter, 2016). Expatriates are temporary workers employed in a foreign location under contracts of limited duration (Fechter, 2016). Culture acts as an external source of influence on employee behavior, on daily personal lives that ultimately influences the actions of each individual within the organization as each person brings another piece of'' extrinsic world'' into the workplace.

Middle East

In the Middle East, women in the workplace are suffering from discrimination in terms of extreme pay differences as well as a social attitude towards women in leadership positions. Accompanying expatriate spouses find it hard to find a new job abroad. They are more vulnerable to lower-paying jobs with specific reference to female expatriate workers, as many of them initially accompany their working spouse under sponsored family visa and with no confirmed job.

Training recommendation

However, the use of expatriates ' newly acquired expertise is often underestimated, and cross-cultural learning in an environment where these skills can be readily used.

The training approach should be adapted to the cultural difference between the country of origin of each expatriate and the host country, as well as the complexity of its role, its place and the duration of its contract. For example, if the position is primarily technical, the interaction levels and overall adjustment will have less impact on the expatriation's success.

Training should focus more on reducing gender migration differences by simplifying the rules on work permits for women expatriates

Latin America

Generally speaking, Latin Americans are not results-oriented process-oriented. For many people in the Latin culture, the sense of time being urgent or the need to accomplish a lot of things during the day is not pressing. The concept of time varies from one culture to another. For some, it is viewed as a very small and easily lost asset. Latinos have less pressure, which can be the source of irritation for foreigners living in their adopted country, especially for personalities of Type A. Latin Americans are living in the present moment and therefore it is not necessary to hold schedules and to be on time as important.

The local language in Latin America is Spanish, hence employees from English speaking or their language find it difficult in communication

Training recommendation

Expatriate workers should be prepared to be flexible with anything when working in Latin American, as the time factor is not very important, but the procedure to complete the work.

Large-scale language training is also needed. It is true that most people working in international business are fluent in English because it is widely recognized as the business language. Yet with this English is generally not enough if the expatriate does not transfer to an English speaking country and if the expatriate talks simpler business activities.

Expatriate employee ought to be trained to be process oriented rather than results oriented hence enable them work harmoniously with them.

Asia

Most Asian cultures adhere to philosophical doctrine(Confucianism) and, as such, governance is typically an overt feature of Asian business structures (Doherty, Richardson, & Thorn, 2013). Confucianism places great focus on responsibilities owed to others depending on the age of the individual with whom one associates. To give an example, those who are older owe unquestioned reverence and loyalty, deference is required to workers who may be older and filial piety is important within communities.

Face in Asian is a form of fundamental communication (Schütte & Ciarlante, 2016). To protect others ' identities and out of respect to their peers, people are typically incredibly polite and refrain from offending or doing anything that could cause offense. Although Asian colleagues appreciate these habits and are excellent at discovering the meaning implied, expatriates may be a source of significant misunderstanding.

Training recommendation

It is therefore important that workers of expatriates be educated so that they can work efficiently within such an organization and pay due respect where possible.

Expats from the West should also be taught that Asian workers are more likely to expect guidance and delegate decision-making to those in senior positions. Thus, the role of contact plays a significant role in cross-cultural learning and individuals are directed towards reading between lines and translating their Asian counterpart's meaning and body language.

Language training is also important to ensure one is able to communicate well in a particular country he/she working.

Facial expressions used in communication is different in Asia hence there is necessity of training expatriate the appropriate expression used at a particular time.

References

Fechter, A. M. (2016). Transnational lives: expatriates in Indonesia. Routledge.

Doherty, N., Richardson, J., & Thorn, K. (2013). Self-initiated expatriation and self-initiated expatriates: Clarification of the research stream. Career Development International, 18(1), 97-112.

Schütte, H., & Ciarlante, D. (2016). Consumer behaviour in Asia. Springer.