Expatriates-to Have or Not to Have? Essay Example
Introduction
This essay discusses about expatriates and their pros and cons. It also is an attempt to ascertain whether MNCs really have the need for them. We start with the definition of expatriates and why they are needed. Furthermore, we have described as to why MNCs use expatriates for their international assignments in spite of the exorbitant costs involved. The advantages and disadvantages of expatriation and repatriation in today’s global world have also been pinpointed. We have also discussed whether MNCs should continue using expatriates in their international assignments.
In today’s global world, most big companies have their offices or business in many different countries. This results in more and more foreign assignments for the workforce and new challenges. Thus, there is a need for expatriation. International Human Resource Management (IHRM) has gained utmost importance in recent years due to the hiring of a multi-cultural staff. Domestic HRM wouldn’t be effective because expatriation involves different cultures and procedures altogether. MNCs have resorted to expatriates and have realised their importance in organisations. But, there are two sides to a coin. MNCs also have to deal with the problems that come along with the advantages.
So, what do we mean by the term ‘expatriate’? An expatriate is an employee who has been assigned an international assignment and has been working and living in a foreign country. (Dowling et al. 2008) A typical successful expatriate will have traits such as empathy respect, interest in local culture, tolerance, flexibility, initiative, open-mindedness, sociability and positive self-image. (Grove & Hallowell 1998)
There is a growing acknowledgment that the success of MNCs is determined by the recruitment of specialised managers. (Stahl & Bjorkman 2006) Expatriation is a common way of getting specialised employees in today’s world. The expatriate has many roles to play in the MNC. If the MNC follows an Ethnocentric
This essay discusses about expatriates and their pros and cons. It also is an attempt to ascertain whether MNCs really have the need for them. We start with the definition of expatriates and why they are needed. Furthermore, we have described as to why MNCs use expatriates for their international assignments in spite of the exorbitant costs involved. The advantages and disadvantages of expatriation and repatriation in today’s global world have also been pinpointed. We have also discussed whether MNCs should continue using expatriates in their international assignments.
In today’s global world, most big companies have their offices or business in many different countries. This results in more and more foreign assignments for the workforce and new challenges. Thus, there is a need for expatriation. International Human Resource Management (IHRM) has gained utmost importance in recent years due to the hiring of a multi-cultural staff. Domestic HRM wouldn’t be effective because expatriation involves different cultures and procedures altogether. MNCs have resorted to expatriates and have realised their importance in organisations. But, there are two sides to a coin. MNCs also have to deal with the problems that come along with the advantages.
So, what do we mean by the term ‘expatriate’? An expatriate is an employee who has been assigned an international assignment and has been working and living in a foreign country. (Dowling et al. 2008) A typical successful expatriate will have traits such as empathy respect, interest in local culture, tolerance, flexibility, initiative, open-mindedness, sociability and positive self-image. (Grove & Hallowell 1998)
There is a growing acknowledgment that the success of MNCs is determined by the recruitment of specialised managers. (Stahl & Bjorkman 2006) Expatriation is a common way of getting specialised employees in today’s world. The expatriate has many roles to play in the MNC. If the MNC follows an Ethnocentric