revise assignment

Running head: EXPATRIATION 1

Expatriation 11

Expatriation

8/13/2015

Expatriation

Any growing business always has the ambition to spread its wings and recent years have seen a heightened interest to expand overseas by many countries. Our company is no exception and buoyed by the fact that there are many clients from foreign countries who are willing to do business with us, it is imperative that we should consider this as our primary objective. It is this reason why the company intends to expand its wings to two countries namely China and Brazil. In a bid to unravel how this expansion will be created, this study will carry out a meticulous analysis on a guide to leverage expatriates. This guide will include four to six sources that will address the benefits and the challenges that are often experienced when countries are sending expatriates to other countries. The study will further assess the major benefits that can be provided by the organization and further suggest various ways through which the information can be used. Moreover, the study will also analyze the major factors that influenced the choice of countries into which the company would expand. The study will also analyze three criteria that should be considered when deciding to send employees abroad. The study will also analyze the major methods or incentives that can be used in order to encourage the selected employees to become expatriates and further recommend an effective strategy that can be used to ensure that both the executive committee and the board of directors are committed to the expansion. The study will culminate with an analysis on two books that the selected expatriates should use or take with them when they go overseas.

The world today has increasingly seen the sensing of employees to other nations around the world and this implies that employees must work in other countries outside their home countries (Charles, 2007). The mission of sending expatriates to other countries provides with it both benefits and challenges with the greatest challenge being the huge costs that are often incurred by both the organization and the employees.

Characteristics that make successful expatriates

Open-mindedness

Every expatriate must be able to look at their environment with the desire to understand and learn by seeing things differently from the way others do. They must be willing to accept failure as a learning process rather than a discouragement and in addition be willing to try out new methods that will improve both their working life and their personal lives.

Adventurousness

An expatriate must also have the desire to explore new experiences and opportunities and must also be excited about the new ventures and endeavors. There are nonetheless various challenges and hurdles that may make it difficult for an expatriate to be adventurous for instance cultural shocks and cultural barriers but anecdotal evidence constantly proves that it is one of the best ways of ensuring that employees become successful in foreign countries (Bensimon, 1998). This, combined with the willingness to try is one of the best ways of fostering success in any organization and its essence cannot therefore be ignored.

Flexibility

This is the ability by the expatriate to cope with the changing nature of things and be ready to try out new ways of doing things. Flexibility coupled with the focus and determination to deliver results is critical in fostering success in any organization. Both flexibility and adaptability run concurrently and both enable an individual to try out new ventures while at the same time making it easier for them to adapt to the changing circumstances. This clearly proves why it is a critical orchestrator of success for any expatriate who wishes to succeed in his/her job.

Curiosity

Every expatriate who desires to be successful in his/her career should strive to learn about their new job, culture or environment. The general act of being inquisitive or curious about the culture, job and the new environment will ultimately foster the success of the expatriate and drive him/her to new heights. Curiosity in this case should be cited as the aspiration and desire to learn and also the desire to understand different methods and practices. This curiosity does not only minimize the frustration that is often associated with expatriation but it also makes it easier for the employee to fit in the new environment.

Cultural sensitivity

This is the ability by the expatriate to easily understand the new culture and to formulate ways of fitting into the new environment. There are various factors that are involved in cultural diversity for instance the ability to fit into the new location, the interest that ignites new culture, the passion and the curiosity to learn and accept new culture and the ability to fit into the new society or environment. There are various factors that enable an expatriate to develop cultural sensitivity for instance language which is one of the most critical factors (Harvey & Fung, 2000). Other factors that are also related to language include the ability to learn a new language in addition to the willingness and the time that it takes for a particular individual to learn a new language. Those who fail to exhibit the abovementioned factors and/or skills often find it difficult to cope with the cultural barriers and consequently fail to succeed in their expatriation endeavors.

Expatriate benefits

There are various benefits that are incurred by expatriates that often surpass those given to the other employees. These benefits reveal the special treatment that is often given to the expatriates and mainly include the following.

Benefits to the families of the expatriates

It is imperative for organizations to remember that any expatriation will ultimately affect the rest of the family members and therefore organizations often take effective measures to deal with the tension that often results from the relocation (Bensimon, 1998). Some of these measures include providing financial support to the families and also helping their children to find and access education in the respective countries. The organizations may also help the spouses to look for new jobs in the foreign countries and also working visas that can help them to work smoothly in their new locations.

Benefits for relocation

Organizations also offer relocation benefits that may aid the expatriate during his/her stay in the foreign country for instance through an agency.

Language training

Organizations provide various training sessions to the expatriates to assist them in learning the languages in the foreign countries. These training sessions do not only increase their professional capabilities but also help them to become more accustomed to the new environment. This training is mainly offered prior to the relocation as a way of making it easier for them to fit effectively in their new environment.

Training and counseling to the expatriates

These have become important benefits in recent years despite many organizations ignoring such benefits in the yester years. Many organizations in the world today are offering training to the expatriates prior to departing their home countries which have become crucial in enabling them to prepare for the challenges in the foreign countries. After they are through with their missions and assignments abroad, many organizations offer them assistance on how they will readjust back in their home countries (Aycan, 1997). This mainly emanates out of the challenges that are often experienced when returning back home as compared to moving abroad which has prompted many organizations to offer help.

Accommodation benefits

Since the accommodation costs differ with countries, many organizations provide special benefits to the expatriates in anticipation of increased accommodation costs in the foreign costs. Organizations may also arrange for subsidized accommodation costs or free costs in a bid to help them settle in the respective foreign countries. In addition to such financial help, many organizations are also advised to help the expatriates to find suitable accommodation in the respective countries and consequently off-load the strenuous and time-consuming venture of finding suitable housing in foreign countries.

Challenges of expatriation

Language barriers

Despite the training that is often offered to expatriates to assist them to learn the languages in the foreign countries, many expatriates find it difficult to grasp the languages in the foreign countries since the time is often limited. This therefore creates an obstacle since they find it hard to intermingle with the locals and additionally pose problems for them in their endeavor to learn about the local culture. This is because of the apparent fact that language and culture are closely intertwined and one will need to have comprehensive understanding of the local language in order to effectively learn the culture.

Battling bureaucracy

Countries often differ in many aspects and one of the key divergent aspects is the laws and the regulations that govern a country. In spite of the help that is often rendered by organizations to expatriates, these rules often impede their actions through the stringent and often strenuous formalities that are required in these foreign countries. Many expatriates are often prompted to exhibit utmost persistence and patience when dealing with the laws and the officials in the foreign countries. Battling bureaucracy is often one of the most intricate processes and is therefore a constant challenge that is experienced by expatriates. This report will provide major benefits to organizations by helping organizations to discover the various ways they can use to help the expatriates succeed in the foreign countries. Additionally, this report will also equip organizations with information on how to help the expatriates to succeed in foreign countries.

Factors that influenced the choice of Brazil and China as the countries to expand

One of the primary factors that influenced my choice for both countries is the knowledge of the related countries. China for instance has the largest population in the world and is also the second largest economy in the world behind the United States (Harvey & Fung, 2000). In addition, it is also the fastest growing economy in the world today. In addition, Chinese people are also one of the world’s most friendly and hospitable people. This factor for instance influenced my decision based on the fact that it would be easier to fit into the Chinese culture which would not only make it easier for the expatriates to succeed in China but it would also offer the needed comfort during their stay and further make it easier for them to fit into the new environment. Since China has the second largest economy in the world, then it will be much easier for the expatriates to succeed in such a country which has a favorable economic growth.

Brazil on the other hand has one of the most diverse cultures in the world. Despite the official language in the country being Portuguese, Brazil just like the United States has a diverse culture of people who trace their roots from many parts across the globe. The fact that it shares some of these similarities with the United States is an ultimate proof that it will be much easier for the expatriates to succeed in such a country compared to other countries where the culture is not greatly divergent. In addition, both countries do not have stringent laws for foreigners and the laws are quite favorable for the foreigners. This will make it easier for the expatriates to settle in these countries and further eliminate the bureaucracy that may be brought about by the stringent rules and regulations.

The criteria to consider when deciding which employees to send abroad

Good skills and experiences

It is imperative to consider whether or not an employee has ever traveled to a foreign country before. The experience gained after traveling to a foreign country is critical as it will help him/her in his endeavor to become an expatriate (Charles, 2007). It is also imperative to assess whether or not the employee has the slightest knowledge on the language being spoken in the country when he/she is being sent. An employee with a slight or comprehensive knowledge on the language being spoken in the foreign country will be a more preferred candidate for an expatriate position compared to one without any prior knowledge on the language. It is also imperative to assess whether or not the employee has prior knowledge on the culture of the foreign country and whether or not he/she is willing to go.

The length of the assignment

It is imperative to define the assignment prior to choosing an employee for an assignment abroad (Aycan, 1997). Some of the factors to consider include the skills that are needed and the length of time it will take for the assignment.

The country where the employee is going

It is imperative to consider various factors in the foreign country for instance the languages spoken, the culture and the knowledge of the foreign countries and how the expatriates will gel with such factors.

The major methods and / or incentives to encourage the selected employees to become expatriates

Some of the incentives that can be used to select them include salaries and remunerations. A significant increase in their salaries is one of the most prudent ways of encouraging them to become expatriates.

An effective strategy that can be used to encourage both the executive committee and the board of directors to support the expansion is to propose to them the numerous benefits that will be got from the expatriation project.

Books that can be recommended to expatriates

Some of the best books to recommend to any expatriate include ‘Surviving the Expats’ by Jack Scott and Jack and Liam move to Turkey by Jack Scott (Bensimon, 1998). These books do not only provide the most comprehensive information on how to succeed as an expatriate and also for the organization to discover various ways to empower the expatriates.

A guide for expatriates who will reside within another country for one to two years

Some of the items that an expatriate should carry include the relevant documents for instance the visas and other legal documents from the home country. Whether to send a vehicle overseas or leave it behind will all depend on the legal aspects and the cost of shipping. As for the furniture, it would be prudent to buy in the foreign country as it would be more expensive to ship. Pets would also be considered for movement and arranging accommodations for children and / or family residing in another country for the discussed length of time will also be pivotal. It would also be prudent to move together with the family as it would eliminate the tension that is often associated with moving abroad. The four sources highlighted below were used to address the benefits and challenges of sending expatriates to other countries.

Major benefits that this report can provide for the organization

This report will provide numerous benefits to the organization. The primary benefit is the knowledge on expatriates which will make it possible for the organization to manage its expatriates. The information is also important since it will enable the organization to discover the various challenges that may be got when sending expatriates abroad and therefore put in place effective measures to circumvent such challenges.

References

Aycan, Z. (1997). New approaches to employee management: Expatriate management: Theory and research. Greenwich, CT: JAI Press.

Bensimon, H. (1998). Is it safe to work abroad? Training & Development 52, 20-24.

Charles, W. H. (2007). International business. New York, NY: McGraw-Hill.

Harvey, M., & Fung, H. (2000). Expatriate managers: The need for realistic relocation reviews. International Journal of Management 17, 151-159.