Expiration Assignment
PARIS GRADUATE SCHOOL OF MANAGEMENT
INTERNATIONAL EXECUTIVE MBA
[pic]
AN EXPLORATION OF MOTIVATING FACTORS FOR ACCEPTING EXPATRIATION
ASSIGNMENT BY GHANAIAN EMPLOYEES –A CASE STUDY OF ZOOMLION GHANA LIMITED
BY
DORIS ADJEI
WA 10211
THESIS SUBMITTED TO THE PARIS GRADUATE SCHOOL OF MANAGEMENT IN PARTIAL FULFILLMENT OF THE REQUIREMENT
FOR THE AWARD OF INTERNATIONAL EXECUTIVE
MASTERS IN BUSINESS ADMINISTRATION
(IEMBA – INETRNATIONAL BUSINESS)
JUNE, 2011
SUPERVISOR: GORDON SARFO-ADU
Introduction: As companies grow and move into the international/global business market, challenges and opportunities are encountered. Necessarily, modern organizations, need to focus on developing strategies that could effectively respond to the different threats posed by the internal and external environment and at the same time explore the opportunities the new business environment provides (Inkpen and Ramaswamy, 2006, p. 14). As such, international strategy is the direction that companies seek to pursue, and these strategies must be geared toward the achievement of the business goals. Internationalization of people is one of these strategies by which MNEs are converging into the idea of expatriation (Selmer, 1995). Expatriation is not a new concept; it emerges long before empires sent soldiers to for regional takeovers processes. However, expatriation moves along with the recent trends in economy as organizations continuously pursue the internationalization of businesses (Sparrow, Brewster and Harris, 2004, p. 3).
Rational or Purpose of Study: The main aim of this research work is to investigate and establish the key factor that motivates employees to accept expatriation assignments. It should be noted that this research work is not intended for MNCs as a whole but to merely emphasize the trend in Zoomlion (across functions), which could be indicative
INTERNATIONAL EXECUTIVE MBA
[pic]
AN EXPLORATION OF MOTIVATING FACTORS FOR ACCEPTING EXPATRIATION
ASSIGNMENT BY GHANAIAN EMPLOYEES –A CASE STUDY OF ZOOMLION GHANA LIMITED
BY
DORIS ADJEI
WA 10211
THESIS SUBMITTED TO THE PARIS GRADUATE SCHOOL OF MANAGEMENT IN PARTIAL FULFILLMENT OF THE REQUIREMENT
FOR THE AWARD OF INTERNATIONAL EXECUTIVE
MASTERS IN BUSINESS ADMINISTRATION
(IEMBA – INETRNATIONAL BUSINESS)
JUNE, 2011
SUPERVISOR: GORDON SARFO-ADU
Introduction: As companies grow and move into the international/global business market, challenges and opportunities are encountered. Necessarily, modern organizations, need to focus on developing strategies that could effectively respond to the different threats posed by the internal and external environment and at the same time explore the opportunities the new business environment provides (Inkpen and Ramaswamy, 2006, p. 14). As such, international strategy is the direction that companies seek to pursue, and these strategies must be geared toward the achievement of the business goals. Internationalization of people is one of these strategies by which MNEs are converging into the idea of expatriation (Selmer, 1995). Expatriation is not a new concept; it emerges long before empires sent soldiers to for regional takeovers processes. However, expatriation moves along with the recent trends in economy as organizations continuously pursue the internationalization of businesses (Sparrow, Brewster and Harris, 2004, p. 3).
Rational or Purpose of Study: The main aim of this research work is to investigate and establish the key factor that motivates employees to accept expatriation assignments. It should be noted that this research work is not intended for MNCs as a whole but to merely emphasize the trend in Zoomlion (across functions), which could be indicative
References: Aycan, Z. (1997), "Expatriate adjustment as a multifaceted phenomenon: individual and organizational level predictors", International Journal of Human Resource Management, Vol. 8 pp.434-56. Black, J.S., Mendenhall, M., Oddou, G. (1991), "Toward a comprehensive model of international adjustment: an integration of multiple theoretical perspectives", Academy of Management Review, Vol. 16 pp.291-317 Briscoe, D.R., Schuler, R.S. (2004), International Human Resource Management, 2nd ed., Routledge, New York, NY, Inkpen, A. and Ramaswamy, K. (2006). Global Strategy: Creating and Sustaining Advantage Across Borders. US: Oxford University Press. Selmer, J. (1995). Expatriate Management: New Ideas for International Business. Greenwood Publishing Group. Shih, H.-A., Chiang, Y.-H., Kim, I.-S. (2005), "Expatriate performance management from MNEs of different national origins",International Journal of Manpower, Vol. 26 pp.157-76. Sparrow, P., Brewster, C. and Harris, H. (2004). Globalizing Human Resource Management: Tracking the Business Role of International Human Resource Specialists. London: Routledge. Suh, S., Lee, M.-S. (2006), "Group work for Korean expatriate women in the United States: an exploratory study", Journal for Specialists in Group Work, Vol. 31 pp.353-69. http://www.zoomlionghana.com/subsi_select.php?si=10