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Essay / Research Paper Abstract
A 10 page paper that discusses expatriates, those corporate employees who work in a country other than their own. This essay discusses some of the criteria for success as an expatriate found in the literature, the advantages of using expatriates as well as the disadvantages. The essay also discusses the failure rate of expatriates and some of the reasons for failure and performance appraisals. Other general comments about expatriates are included, such as selection and prescreening. Bibliography lists 8 sources.
Page Count:
10 pages (~225 words per page)
File: MM12_PGxptr.rtf
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Unformatted sample text from the term paper:
for sending about one million expatriates, mostly from the Netherlands and Germany to Asia (Mol, Born and Molen, 2003). The criteria for selecting these employees were strange, for instance, they
should be individuals who had suffered hardship in their own countries, who had experienced hunger and thirst, who would be grateful for the work and for food (Mol, Born and
Molen, 2003). As the authors comment, with these criteria it is no small wonder the expatriate settlers were brutal and harsh with the domestic populations (Mol, Born and Molen, 2003).
These criteria are far afield from the characteristics, skills, knowledge and attitudes critical for the success of any multinational corporation in todays world (Mol, Born and Molen, 2003). Todays corporation
needs their expatriate workforce, usually managers and executives, to be trained in intercultural sensitivities (Mol, Born and Molen, 2003). Companies spend in excess of $4,200 per employee in cross-cultural training,
preparing their expatriate workforce to work effectively in other nations (Mol, Born and Molen, 2003). However, these authors are quick to point out that more than fifty years "has failed
to yield a clear and explicit knowledge structure of what it is we should be training and selecting for" (Mol, Born and Molen, 2003). Further, the authors report there is
a dearth of empirical evidence that address expatriate effectiveness Mol, Born and Molen, 2003). Selmer studied the effect of previous experience in an Asian nation on the sociocultural and psychological
adjustment expatriate managers assigned to Hong Kong but found little correlation (2002). In other words, having experience in another Asian location did not have any effect on the adjustment of
managers assigned to Hong Kong (Selmer, 2002). There was, however, a positive effect on adjusting to work in the new location (Selmer, 2002). Some authors have pointed to the need
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