Expatriate in Japan
University of Central Queensland | Identify and discuss the issues that a HR Manager would have to consider when relocating a manager from Australia to manage a local branch of an Australian organisation based in Tokyo. | HRMT20022 | | Alicia Ettlin | Student No. 0244463 |
1 August 2013
Lecturer: Patrick Goh
Course Coordinator: Gordon Stewart
Word count: 2197
1 August 2013
Lecturer: Patrick Goh
Course Coordinator: Gordon Stewart
Word count: 2197
BRISBANE CAMPUS
BRISBANE CAMPUS
Identify and discuss the issues that a HR Manager would have to consider when relocating a manager from Australia to manage a local branch of an Australian organisation based in Tokyo.
Working as a manager in Tokyo offers a unique opportunity to make new experiences and broaden one’s cultural horizon. However, moving aboard also brings many challenges to the expatriate and his entire family. A Human Resource (HR) manager must consider these challenges before selecting and relocating a manager to Japan in order to avoid the expatriate shifting from an initial honeymoon phase into a cross cultural shock (Cuevas et al. 2011, p. 45). Cross-cultural adjustment therefore is important for expatriates. This concept describes “the level of ease or difficulty expatriates have with various issues related to life and work abroad” (Peltokorpi & Frose 2012, p. 735). As opposed to, maladjusted expatriates tend to suffer from anxiety and the feeling that people from the host country purposely place unnecessary obstacles in their way (Peltokorpi & Frose 2012, p. 735). Cross-cultural adjustment is often conceptualized as a multifaceted variable including work and non-work related factors (Peltokorpi & Frose 2012, p. 735). This essay aims to first briefly outline the socio-cultural environment of Tokyo and the employment relations in Japan in comparison to the model practised in Australia before addressing and discussing some of the vital work and non-work
1 August 2013
Lecturer: Patrick Goh
Course Coordinator: Gordon Stewart
Word count: 2197
1 August 2013
Lecturer: Patrick Goh
Course Coordinator: Gordon Stewart
Word count: 2197
BRISBANE CAMPUS
BRISBANE CAMPUS
Identify and discuss the issues that a HR Manager would have to consider when relocating a manager from Australia to manage a local branch of an Australian organisation based in Tokyo.
Working as a manager in Tokyo offers a unique opportunity to make new experiences and broaden one’s cultural horizon. However, moving aboard also brings many challenges to the expatriate and his entire family. A Human Resource (HR) manager must consider these challenges before selecting and relocating a manager to Japan in order to avoid the expatriate shifting from an initial honeymoon phase into a cross cultural shock (Cuevas et al. 2011, p. 45). Cross-cultural adjustment therefore is important for expatriates. This concept describes “the level of ease or difficulty expatriates have with various issues related to life and work abroad” (Peltokorpi & Frose 2012, p. 735). As opposed to, maladjusted expatriates tend to suffer from anxiety and the feeling that people from the host country purposely place unnecessary obstacles in their way (Peltokorpi & Frose 2012, p. 735). Cross-cultural adjustment is often conceptualized as a multifaceted variable including work and non-work related factors (Peltokorpi & Frose 2012, p. 735). This essay aims to first briefly outline the socio-cultural environment of Tokyo and the employment relations in Japan in comparison to the model practised in Australia before addressing and discussing some of the vital work and non-work