Selecting Success - Expatriate Selection Is Critical for Avoiding Failure in Foreign Subsidiaries - Coursework Example

The dual ethical standards often maintained by people front-often the exact opposites when it comes to the way they conduct business are counterproductive in the long run. The new authority is emerging and organizations are member-led, officer-driven, customer-focused; a team environment where the whole is greater than the sum of its parts; a flat management structure where employees and managers are learning rather than blame; a clear sense of direction and purpose.  A firm commitment to delivering high-quality public services through a combination of direct provision and effective partnerships.

   International companies operate in an environment shaped by a vast range of economic, political, legal, cultural, market, trade, monetary, governmental, and institutional forces.   These forces make up the environment of international business.   These forces represent the system outside the international firm’s boundaries that influence the actions of its expatriate managers.   Expatriate managers help their companies compete more effectively in international businesses.

The Expatriate manager must be open-minded and ready to accept changes. He must be well oriented and trained on the new technologies, a good communicator, and a good negotiator, too. All of that makes him more efficient, competitive and globally opened without distinguishing between religions, colors, genders, and roots. Managing people in international settings requires human resources to address a broader range of functional areas. If requires more involvement in the employee’s personal life. The firm should establish different human resource management systems for different geographic locations. It must closely watch the moves made by external constituencies including foreign governments, political and religious groups. A host of other issues relating to employee compensation, health safety, welfare, etc, need to be monitored carefully. Employees on international assignments represent valuable assets and hence need to the managed systematically and strategically so that they can easily adapt survive and flourish in diverse cultures and environments.

Human Resource Management in Global context

Human Resource Management is, perhaps, the oldest and most widely researched subject in management. Yet, as technologies change, cultural diversities occur and people’s expectations undergo fundamental shifts towards newer and newer dimensions. For instance, professionals are gaining more say in the running of organizations. Even where governance is by people who own the majority stakes, their own positions and the respect they command are contingent upon their competence rather than ownership.   

“Management is the art of getting things done through other people. Management is the dynamic, life-giving element in every business. Without it, the resources of production remain resources and never become production.” (Prasad, 2006, p.260)

This definition emphasizes that expatriate managers achieve organizational objectives by getting things done through the employees.