Expatriate Failure And Cross Cultural Communication Essay Example for Free

Expatriate Failure And Cross Cultural Communication Essay It is essential for businesses that are sending expatriate overseas to take precautions to ensure the success of the expatriate in effectively reaching his/her assigned goals. Expatriate failure rate is very high amongst U.S. managers (50%, APG Class Session #13) for many reasons. The failure of an expatriate can be very costly and time consuming for the companies who employ them. The question that needs to be answered is why expatriates fail so frequently and what can MNCs do to lower this failure rate and produce effective expatriate managers. Yet, another reason that companies fail when doing business overseas is the lack of emphasis placed on communication. In all areas of the world communication is done in many different ways. In order to effectively do business in Israel we must learn and understand the diverse ways that their culture must learn and understand the diverse ways that we communicate on a business as well as a social level. If RL Furniture Company can effectively choose or train an adaptive and knowledgeable employee who understands culture and its effects on business and can accompany that along with excellent communication skills, MNCs can directly lower the failure rate amongst expatriates. Expatriates Expatriate Failure There are several reasons why our expatriate may fail in Israel. Expatriate failure can be very costly and can turn a possibly successful business venture into a disaster. The first reason for expatriate failure stems from adaptation problems with the physical and social environments. (Rodrigues pg. 264) This holds especially true when these environments are especially at odds with those of the expatriates home country. We have an advantage in sending our expat, Israelis cultural dimension similarities outweigh their differences, this will make it easier for us to understand their negotiating style before arriving. Some expatriates feel separation anxiety and isolation (culture shock) when they are working in countries with a very different social and values system than their own. (APG Class Session #13) These situations lower the expatriate morale and affect his/her ability to do their job effectively. Differences in technical sophistication also present problems with expats. (Rodrigues pg. 265) The problems lie with conflicts in expectations and when the expat views these problems as insurmountable. Conflicts in this situation also occur in when the expatriate manager tries to apply home country managerial  and organizational techniques to a culture not used to these concepts. This leads to poor implementation of strategies and goals. Expatriate managers also find that carrying out objectives and implementing home country strategies to be very difficult decisions about policies and management style. Expatriates often deal with the conflict of operating within the constraints of the local government and satisfying the home country objectives. Country conflicting policies and objectives present very serious problems with the decision making of expatriate managers. (Rodrigues pg. 265) Expatriate managers are responsible for carrying out orders and guidelines established by home corporate headquarters. The problems arise when the expatriate manager has local constraints placed on him and he/she must find ways to carry out the home country orders while operating under constrained conditions. The home country often does not realize or understand situations the expatriate manager must deal with and this can lead to very tough decisions for the expatriate. Overcentralization is also a problem that may lead to expatriate failure. (Rodrigues pg. 265) If the expatriate managers authority is visibly constrained by Israel or by local governments than his/her authority is jeopardized and he or she loses control and credibility in the eyes of the locals. Gender issues are not problems in many industrialized nations, such as the U.S., but in many nations, there are cultural biases against women, which prevent them from gaining the respect they need to effectively manage. (Rodrigues pg. 265) If a company mistakenly places a woman in charge of operations in a female biased country it can be viewed as disrespectful and show no care for the success OT the subsidiary. In many nations females have no power to make decision and women expats will find it difficult to lent credibility to the decision she makes. This is not the case in Israel they are a feminine culture similar to the U.S. Yet, another reason for expat failure is the lack of companies to consider family needs when moving family overseas to a new and unfamiliar country and culture. (Rodrigues pg. 269) It is more important for ss to prepare the expats family for their journey than it is to prepare the expatriate manager. A family can easily become unhappy and this can lead to poor job performance of the expatriate manager and high levels of stress. These high levels of stress make it difficult for managers to effectively do their job and live an enjoyable life in Israel. Communication Communications when doing business in Israel is an essential key to success. How business dealings are conveyed is very important. If translation is off or inaccurate than the success of the business venture can be seriously jeopardized. This applies not only to verbal communication, but with body language as well. (Rodrigues pg. 314) Body language in some countries is very important and the wrong body language can easily anger foreign business and steer them away from a possible business venture. In countries with language barrier companies must take measure to ensure that proper translation is used. If translation is off than it could mean that the wrong message is being conveyed. Although English is fluent in Israel, we should print our business cards in Hebrew on one side as a sign of respect for Israeli language and way of life. In countries where the same language is spoken body language becomes important. The wrong gesture could spell disaster for an expatriate manager. In order to avoid this problem companies should train and prepare a manager by training them on culture and communications and the possible and negative impact that it can have on the success of a business venture. In Israel business moves at a slower pace than in the United States. We need to build a strong relationship with our business partner before any deal can be made. Summary We can see that the success in a foreign business venture can depend heavily on expatriate preparation and communication skills. RL furniture Co. will be sending one expatriate to Israel to manage an overseas operation. We have discovered that there could be many problems that could lead to our expatriate failing and in turn out companys business venture failing too. To avoid these problems we plan to set up evaluations to determine who would  be the best expatriate manager we will send to Israel. Once we have found the right person for the job, we will set up an intensive training program that will prepare him/her to do their job as effectively as possible. In this training, we will ensure the expat understands Israeli culture and how to effectively adjust to it. In understanding the culture and by developing essential communication skills we are sure that our expatriate manager will be able to carry out company goals while effectively managing operations. Key aspects in cultural dimensions of Power Distance and Uncertainty Avoidance, established by Geert Hofstede. (Hofstede pg. 14-17) In sending an expatriate that possesses this knowledge and know how we are sure that the venture will be a success.

The Policies of Olivares and the Problems of Spain :: Olivares Spain Foreign Policies Essays

The Policies of Olivares and the Problems of Spain Introduction ‘The view is rapidly gaining currency that not only did Olivares’ policies for Spain and its empire not differ markedly from those of earlier Spanish statesmen, but that by and large the results of his manifold endeavours were both few and modest.’ This understanding of the historiography of Olivares’ effectiveness from Israel, makes Olivares look unoriginal and ineffectual. However other historians, such as Elliott have been far more sympathetic. ‘†¦the first and the last ruler of Hapsburg Spain who had the breadth of vision to devise plans on a grand scale for the future of a world-wide monarchy: a statesman whose capacity for conceiving great designs was matched only by his consistent incapacity for carrying them through to a successful conclusion.’ Were Olivares’ policies a realistic way out of Spain’s difficulties or did they aggravate the situation? To understand this I am going to look at both Olivares’ foreign policy and domestic policy. Within foreign policy I propose to see how far Olivares pushed the reputacià ³n of the state before domestic crises forced him to seek peace. Among others the best areas to examine would be Olivares’ policies during the Thirty Years War from 1622; the Mantuan War 1628-31 and the great revolts of Catalonia and Portugal in 1640. As for domestic policy I will need to look at Olivares’ initial reforms of 1623, why they fell through and the effect this had. Furthermore it is important to look at the areas where domestic policy coincides with foreign policy (in a defensive sense) in the Great Memorial, including the Union of Arms. I will also have to find out if Olivares’ policies were consistent, or whether they became more and more drastic during his t erm of office. Firstly though, to understand if the policies were realistic or not, I will have to look into the real problems of Spain. Where exactly did these problems lie and what areas required alteration to keep Spain afloat? From this point I will go on to see the policies in action and from this I will gather whether or not they were realistic. 1. The problems with Spain On an international scale, Spain between 1580 and 1620 was at the crest of her wealth and power. Her supremacy was the dread of all other nations, and therefore its destruction was the cherished object of statesmen for a century.

Great Northern American Case Study Essay

The textbook defines perception as the process by which the individual selects, organizes, interprets, and responds to information. The Oxford dictionary defines perception as the ability to see, hear, or become aware of something through the senses; the way in which something is regarded, understood, or interpreted. Your perception is your reality, therefore statements such as, â€Å"the customer is always right,† hold true to a certain extent. What people perceive is what they believe, based on what they see, hear, and think. Perception affects decision making and the choices people make. This is why it is imperative not only for the salespeople of Great Northern American to understand how people form perceptions, but this is important for any person looking to build business relationships and loyal customers. Customer satisfaction is crucial to create business relationships and repeat customers. To be successful, salespeople must quickly identify opportunities and predict t he changing needs and wants of customers. â€Å"Recent advances in customer equity research have rekindled the importance of understanding how customers form perceptions of satisfaction and quality (Blattberg and Deighton, 1996).† It is also essential for Joe Salatino’s sales force to understand that the drivers of customer satisfaction may shift over time. Things happen gradually and people’s perception may change. Why do consumers choose certain products to purchase over others? According to Don Shapiro, President and Founder of First Concepts Consultants, Inc, â€Å"People say yes because they see a high perceived value in what is offered for sale.† If perceptions of value are high, the more likely the sale will be made. â€Å"Closing the sale is primarily about raising the customers’ perceptions of value as high as possible (Shapiro, 2012).† This is where things like subscribing to prospects’ local newspapers and researching things they value come into play. â€Å"The ave rage experienced and trained sales person does not go far enough in developing these things with their prospects. They do enough to be a good producer but  lose sales they could have closed had they just done a bit more. They simply do not fully understand what is going on inside their prospects’ minds, everything that might affect the prospects’ decisions and what would increase the prospects’ perceptions of value the most (Shapiro, 2012).† Some statistics say the top ten percent of salespeople comprehend what goes on inside a perspective client’s mind, their understanding of how people form perceptions gives them a competitive advantage. Attribution is the method in which people use information to make conclusions about the causes of behavior or events. The ability to determine how people make attributions is a tremendous positive for the salespeople of Great Northern American. This element gives them an opportunity to take the information in order to convince perspective clients to make the purchase. The 30-person sales force of the Great Northern American Telemarketing Company works on commission and bonuses, therefore I believe the expectancy theory would be most appropriate for Joe Salatino to apply. â€Å"In the inquiry of behavioral issues related to sales force compensation, expectancy theory has enjoyed substantial popularity. The expectancy theory suggests that both the desirability of the reward or compensation (referred to as valance) and an individual’s estimate of the likelihood of attaining that reward (referred to as expectancy) are important determinants of a salesperson’s behavior. In the context of sales compensation issues, expectancy theory suggests that any method of compensation should (1) tie reward to performance, and (2) strengthen the salesperson’s perceived connection between performance and the reward received (Chowdhury and Massad, 1997).† Motivational strategies are necessary for the expectancy theory, â€Å"motivation and performance are positively correlated. An increase in the level of motivation should correspond to an increase in the amount of effort expended in selling tasks, which in turn should improve performance (Chowdhury and Massad, 1997).† According to the case study, the Great Northern American salesroom features all kinds of motivational devices such as rotating blues lights along with noise and a fast pace, all which create a perfect environment for the expectancy theory. Executing the expectancy theory can prove to be a challenging, yet purposeful task that goes beyond an annual review. Six implementations Joe Salatino could use to apply the expectancy theory include: 1) to make expectations clear, 2) provide continuous feedback, 3)  use corrective actions privately, 4) believe in your employees, 5) use praise tactics publicly, and 6) make rewards achievable. According to David Burkus, the editor of LDRLB, employees without goals will be naturally aimless. Joe Salatino should provide his sales team with clear achiev able goals and make sure there are measurable standards in place to evaluate their performance. Giving immediate, continuous feedback allows an employee to know that their actions affect not just them, but the company as well. Joe should keep in mind that employees are motivated by setting goals and by receiving continuous feedback on where they stand relative to those goals. Recent research shows how rewarding it can be when employees are aware they are making progress. Most people are discouraged by negative feedback, especially if they feel it’s embarrassing. Therefore, the most adequate place to discuss an ongoing, performance-related issue or correcting a recent, specific error is in an office, with the door closed. Joe should also believe in his employees; the perception of a leaders’ trust is the key factor of revolutionary leadership. Make announcements of praise publicly, make everyone aware when an employee has made a particularly outstanding presentation, sale, or any other notable achievement. Even though competition at Great Northern American is stiff for the sales force due to the internet users, it is still important to make bonuses and rewards achievable. Vary the basis for the awards, for example, top sales might be one category, but other categories can include top research or most diligent. Distinguish that numerous types of merits can motivate your employees to focus on additional areas of their performance. Other ways Mr. Salatino can help improve employees’ performance is by helping employees to experience the mastery of their work and then add challenges as their mastery starts to unfold. Leverage social persuasion by igniting faith in employees while simultaneously arranging situations for their success. Highlight realistic models of engagement. Help employees develop endurance while reducing anxiety and depression so they know they can do what is necessary to produce a certain outcome. Self-efficacy refers to people’s belief in their ability to muster up what is necessary to exercise control over life’s challenges. â€Å"People with stronger self-efficacious beliefs tend to set higher personal goals and remain committed to those goals in the face of adversity. They also view challenges as tasks to be mastered  and recover quickly from setbacks. Self-efficacy is particularly relevant to success in sales where adversities such as rejection, stress, and competition are unavoidable aspects of the profession. When salespeople hold strong self efficacious beliefs, they are better able to adjust to adversity and more likely to remain committed to assisting customers, making sales, and meeting quotas. In contrast, for salespeople who lack confidence in their professional abilities, these adversities increase their sense of helplessness and decrease their commitment toward goal achievement, often leading to withdrawal from clients, the organization, or the profession (Lewin and Sager, 2010).† Joe Salatino can leverage an understanding of the value of self-efficacy to ensure he hires the most successful salespeople in a number of different ways. He needs to be sure not to confuse self-esteem, which is having a good view of yourself with self-efficacy, which is belief about your ability and capacity to accomplish a task or to deal with the challenges of life. By keeping these two things distinct, Joe can choose better qualified candidates for Great Northern American. There is a major variation in the degree to which salespeople perceive job conditions as stressful. Research has shown there are huge differences in the way individual salespeople respond to job stressors and view workloads. Self-efficacy is one of the determining factors. You can give identical sales situations to two people and it will be viewed very differently depending on the level of self-efficacy. A salesperson with low self-efficacy may find the assignment intolerable and extremely stressful, whereas an individual with high self-efficacy may perceive it as practical and not stressful at all. Concluding that low self-efficacy can make people believe that tasks are harder than they actually are; and may view job expectations as contrasting and confusing. Individuals with higher levels of self-efficacy are more capable of dealing with higher job demands and possess the ability to view difficult situations as a challenge rather than seeing them as a threat. Social cognitive theory suggests that individuals form beliefs about what they can and cannot do. Those beliefs are used to set individual goals, to predict consequences of behaviors, and to initiate actions required for goal achievement. Self-efficacy is the central mechanism of self-regulation. People’s beliefs in their efficacy influence the choices they make, their aspirations, how much effort they mobilize in a  given endeavor, how long they persevere in the face of difficulties and setbacks, whether their thought patterns are self-hindering or self-aiding, the amount of stress they experience in coping with taxing environmental demands, and their vulnerability to depression. Sales research views self-efficacy as a critical variable that can influence salespeople’s perceptions and responses to challenges and negative situations on the job. People with higher self-efficacy believe in their ability to handle their work well and are more likely to become successful in their careers. Self-efficacy enhances employees’ willingness to exert effort and master a challenge and thus, plays an important role in increasing work effectiveness, job satisfaction, and productivity. Because salespeople are monitored on their individual performance, experience high rates of rejection, and practice more autonomy, it is imperative for Mr. Salatino to select highly self-efficacious individuals. In addition to searching for individuals with excellent communication skills, those that possess an upbeat attitude and are highly self-motivated, it would be to Great Northern American’s advantage for Joe to search for individuals who also possess conscientiousness and extraversion. Having the knowledge that self-efficacy is derived from mastery experiences, social persuasion, and stress resilience will also aid in selecting the most successful salespeople to help build an even more successful company now and in the years to come. References Chowdhury, J., & Massad, V.J. (1997). An eclectic paradigm of salesperson compensation: toward a comprehensive framework of the determinants of sales compensation modes. Journal of Marketing Management (10711988), 7(1), 61-80. Learning Theories Knowledgebase (2012, November). Attribution Theory (Weiner) at Learning-Theories.com. Retrieved November 1st, 2012 from http://www.learning-theories.com/weiners-attribution-theory.html Lewin, J. E., & Sager, J. K. (2010). The Influence of Personal Characteristics and Coping Strategies on Salespersons’ Turnover Intentions. Journal Of Personal Selling & Sales Management, 30(4), 355-370. Shapiro, D. Why people buy: conclusions from 30 years studying prospects and salespeople. July 30, 2012. Retrieved on November 1, 2012 from http://www.marketingexecutives.biz/why-people-buy-conclusions-30-years-studying-prospects-and-salespeople

How Steinbeck Presents the Relationship Between George and...

How Steinbeck presents the relationship between George and Lennie in particular at the beginning and the end The relationship between Lennie and George is very close throughout the book. Of Mice and Men is set in the 1930s depression years in America. This means that their relationship was under a lot of strain. It was unusual in those times to be able to sustain friendships because life was all about living for the moment after America s great depression. They are in a place called the Salinas River near Soledad. John Steinbeck begins the novel Of Mice and Men with a picturesque description of the location where the reader is first introduced to the characters of George Milton and Lennie Small. The opening section of the†¦show more content†¦Lennie and George’s dream is presented by Steinbeck in order to convey their relationship: â€Å"George. Tell me. Please, George. Like you done before† This dream cannot exist without friendship. This is most demonstrable in the relationship between George and Lennie. Without the other, neither character would be able to maintain the dream. Lennie is constantly asking George to â€Å"tell about how it’s gonna be†. The constant repetition of the way things will be is what keeps the dream alive in Lennie. However, George needs Lennie just as much as Lennie needs him, which is apparent at the end of the novel. When George kills Lennie, he also kills the friendship, which results in the death of the dream within himself. Friendship is an underlying factor in the dreams of others as well. From anger and remorse to a close friendship, Steinbeck portrays many different aspects to Lennie and George’s relationship. It is the main theme in this novel and stands out as a clear point the author is trying to make. Their dream gives the reader an image of peacefulness between the two, they â€Å"got each other† and living â€Å"offa the fatta the lan†,’ is their aim. They know that they wouldn’t be able to achieve this without each other, Lennie needs George to plan the dream and George needs Lennie to keep it alive. In the end, the obstacles that Lennie has created are so terribleShow MoreRelatedOf Mice and Men - George and Lennie2356 Words   |  10 PagesHow does Steinbeck present the characters of George and Lennie? During the Great Depression of the 1930s when America was plunged into financial crisis following the Wall Street Crash of October 1929, levels of unemployment and poverty were at an all time high. In this ear life was a struggle and the mentality of society became survival of the fittest, every man for himself. Migrant workers toured the country in search of labour to provide money for food typically sent to relatives living on theRead MoreExplore the Ways in Which John Steinbeck Presents He Character of Lennie in ‘of Mice and Men’2183 Words   |  9 PagesExplore the ways in which John Steinbeck presents he character of Lennie in ‘Of Mice and Men’ In this essay I am going to be writing about one of the main characters in John Steinbeck’s novella ‘Of Mice and Men’. The story portrays the travels and arising problems of two migrant workers who share an uncommon friendship for the time and environment in which the novella is set. Lennie Small is the character I will be exploring and I will start off by giving a detailed explanation of his physicalRead MoreAnalyzing The Bonds Of Friendship Within Of Mice And Men2195 Words   |  9 Pagesthe Bonds of Friendship Within Of Mice and Men â€Å"Of mice and men† by John Steinbeck narrates a story of two friends, George and Lennie, and their lives together as farm workers in California in the 1930s. Steinbeck chose the setting to empathize the effects a simple friendship can have on someone living during that time period. In the 30s, in California, jobs were hard to get and most jobs for unlettered men like George and Lennie, was farm work. Because income was scarce, farm workers rarely had companionsRead MoreOf Mice and Men - the Importance of George Essay1858 Words   |  8 PagesSteinbecks novel, Of Mice and Men, the uniqueness of George, as a character, is already noticeable. He is described as small and quick, dark of face, with restless eyes and sharp strong features and has an obvious dominance over the relationship between Lennie and himself. This lets the reader know from a very early stage in the book that George is different, and probably the essential character. Georges character seems to be used by Steinbeck to reflect the major themes of the novel: loneliness