StudentShare
Contact Us
Sign In / Sign Up for FREE
Search
Go to advanced search...

How to enhance expatriate motivation and effectiveness within a cross-cultural organization - Term Paper Example

Cite this document
Summary
Owing to the increasing economic growth and globalisation, the number of multinational companies has grown rapidly calling for better ways of managing cross- cultural diversity (Becker, 2000:33). In the modern world, it is common to find people from different countries and cultures working in the same environment…
Download full paper File format: .doc, available for editing
GRAB THE BEST PAPER91% of users find it useful
How to enhance expatriate motivation and effectiveness within a cross-cultural organization
Read Text Preview

Extract of sample "How to enhance expatriate motivation and effectiveness within a cross-cultural organization"

Download file to see previous pages

Even though, firms face related HRM problems, the duty for culturally diverse organisations is far more intricate than that of their single- culture equals. In order cross- cultural companies to develop a motivate work force it is important for organisations to have a developed understanding of motivation factors (Becker, 2000:35). It is of great importance for companies to find out how employees from different cultural settings react to similar motivating factors, as culture has been found to have a an intense  impact on human behaviour (Matić, 2008:94). Recent studies have revealed that people want more than money from work. There are five important issues including the link between work and life, relationship between pay and performance, satisfactory staffing levels, performance and employment of work (Becker, 2000:35). In summary, employee motivation varies across different cultures according to a case analysis of Nokia in China.

1.2 Objectives

The sole purpose of this study is to work out the important motivating factors and scrutinize how cultural differences determine the approach taken by the HR department in motivating their employees. Additionally, the study seeks to answer the following questions.

  1. i) What are the basic motivating factors?
  2. ii) What are the different motivating factors across the ‘East’ and the ‘West’?

In this study, the East refers to Japan, Malaysia and China while the West refers to the US, European Union countries and the United Kingdom.

1.3 Limitations

This study concentrates on Nokia in China which means that it is not adequately representative. Furthermore, the study does not analyse each country independently, instead it roughly divides them in ‘East’ and ‘West’ which are two broad terms. Finally, data collected mainly focused on the east.

1.4 Structure

This paper first gives a background to the topic being studied followed by a literature review of motivation theories in relation to cultural diversity. Then, the findings from the case analysis are discussed and conclusions are made concerning the topic.

...Download file to see next pages Read More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“How to enhance expatriate motivation and effectiveness within a Term Paper”, n.d.)
How to enhance expatriate motivation and effectiveness within a Term Paper. Retrieved from https://studentshare.org/management/1481872-how-to-enhance-expatriate-motivation-and
(How to Enhance Expatriate Motivation and Effectiveness Within a Term Paper)
How to Enhance Expatriate Motivation and Effectiveness Within a Term Paper. https://studentshare.org/management/1481872-how-to-enhance-expatriate-motivation-and.
“How to Enhance Expatriate Motivation and Effectiveness Within a Term Paper”, n.d. https://studentshare.org/management/1481872-how-to-enhance-expatriate-motivation-and.
  • Cited: 0 times

CHECK THESE SAMPLES OF How to enhance expatriate motivation and effectiveness within a cross-cultural organization

Cross Culture Management

Organizational culture is the behaviour style within a company.... Modern Companies or organization all have traits and ways of doing things.... Diversity is very important in the attractiveness of an organization.... An organization must be technologically advanced to be able to keep a competitive advantage over its competition.... Communication in an organization is very important for its success.... An organization's culture is a very complex and sensitive issue....
14 Pages (3500 words) Case Study

Effectual Work Adjustment at the Company

It may perhaps be useful for JETZ to initially analyze the Portuguese culture in terms of power distance,… It may also look into the Portuguese business culture's commitment and sense of duty to the organization, respect for managerial hierarchy, type of leadership, and other ethical norms.... The research of Mendenhall and Oddou (1985) indicate that adjustment to the cross-cultural facets of a global assignment requires three distinct personal abilities, as follows: 1) the capacity to sustain a valued sense of self; 2) the ability to associate to host nationals; 3) the ability to intellectually appreciate the belief systems that underpin behaviors in the host country....
13 Pages (3250 words) Essay

Human Resources and the Use of Expatriates

With the cutthroat environment that the globalized market has seen fit to establish, skill, education and even technical know-how appears to be less and less of an advantage.... Due to the inherent nature of multinational corporations (MCNs) of transcending borders, operational facilities and administrative offices of these conglomerates… However, the sending off of expatriates have been considered as a business undertaking that may be too costly to endeavor as a specialized system to measure the returns on investment is yet to be Furthermore, the ever increasing clamor to mind the working conditions of the expatriates living outside their home countries and in the protection of host countries has been especially resonant with the preponderance of dissatisfaction and failure of MNCs to penetrate local markets....
14 Pages (3500 words) Research Paper

International Assignments of Human Resources

The specific issues covered in the study include expatriates, pre-departure training components, expatriates performance appraisal, selection and recruitment strategies for expatriates, staffing alternatives, the importance of offering high-quality mentoring for expatriates and how to measure return on investment for international assignments.... The paper "International Assignments of Human Resources" states that organization intending to hire expatriates should choose the most appropriate selection and recruitment method that will enable them to achieve their objectives of establishing competent employees....
8 Pages (2000 words) Case Study

World Mobility Perspectives

In other words, international assignment deals with knowledge, transfer, staffing, recruitment, competencies and global career etc.... Such assignment is also an essential aspect for… Therefore, MNCs send managers and other staff members on international assignments for business progress and sustainability of a company in the long run (Victoria University, 2014)....
12 Pages (3000 words) Coursework

Evaluation of HRM Practice Adopted

Finally, they should be able to blend well with a cross-cultural team, and depending on their role even spearhead the building of teams in a global context.... It may also look into the business culture's commitment and sense of duty to the organization, respect for managerial hierarchy, type of leadership, and other ethical norms.... expatriate candidates must also adjust effectively to their new living conditions, and learn as much as they can about the new norms....
13 Pages (3250 words) Essay

Expatriation as a Staffing Method

Traditional HRM works with employees within a single national boundary.... Apart from orientation and training prior to departure, relocation and accommodation of the family is also the organization's responsibility.... The paper “Expatriation as a Staffing Method” supports developing programs for expatriation and repatriation to increase company's competencies and points out person-related factors that predict expatriate success: agreeableness, conscientiousness, emotional stability and openness to experience....
10 Pages (2500 words) Coursework

HRM Issue Confounding Global Organizations

The plight and challenges experienced by expatriates are closely evaluated by Pires, Stanton & Ostenfeld (2006) in their discourse that aimed to provide guidelines to improve the adjustments and effectiveness of expatriates' movement to ethnically diverse environments.... he distinct characteristics of an international manager, known as an expatriate manager have been noted by Schneder and Barsoux (2003) as “a new type of cosmopolitan, multilingual, multifaceted executive who is operational across national borders (somewhat like James Bond)” (Schneider and Barsoux, 2003, p....
10 Pages (2500 words) Research Paper
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.
Contact Us