Successful Repatriation Program - Literature review Example

Part The company is a US based beauty products firm which works to ensure the enhancement of natural beauty through the use of natural beauty product called “Beautify” which ensures that the client is protected from the adverse effect of artificial beauty products (Wack & Schonfeld, 2012).This shall be achieved through the use of test kits to ensure that the client’s skin type is revealed and an appropriate beauty product be made available for use alongside clear and precise instructions for the user.Main branch is in the US and expansion will include opening a branch in Dubai in order to expand or market. Staffing approach The staffing approach to be used is, the polycentric approach. Polycentric approach is one of the three model approach typical of the EPG framework of staffing. It seeks to identify the orientations towards expansion of market to a global level (Wack & Schonfeld, 2012). This approach is linked with chronological steps in the attainment of successful internationalevolution of the business.This approach will enable our business develop belong the political boundaries of our nation and states to other countries in order to access a wider market for our beauty product. A polycentric approach is best applicable in organizations where there is a certain amount of security even when all major decisions are made by the host country without considering the objectives of the host country (Wack & Schonfeld, 2012). It thrives best, in circumstances where there is a limited control of communication, between the host and home country. Furthermore, there is a need of companies to evaluate their EPG models, and this is before coming with a strategy (Perlmutter, 2000). This emanates because of the different strategies that companies use in their international markets. It will involve the consideration of the host country’s political, socio-economic, environmental and cultural orientation, which reveals the goals and objectives of the country with regards to the different management and planning procedures and strategieson international operations. It is believed that the local market in the host country that the company’s management targets to meet their needs local preferential practices and techniques are the most viable in achieving the goals and objectives of the company in such contexts (Perlmutter, 2000). Polycentrism views the culture of various countries as different. Furthermore, it views foreigners as people who cannot easily integrate within a community, because of their cultural differences (Wack & Schonfeld, 2012). However, the concept of Polycentrism denotes that foreigners should be allowed to reside within a country, if they are productive, and useful for the development of the given country (Perlmutter V.H., 2000). Much as it has a great benefit to the organization through tailoring operations to local preferences in the host country, a polycentric approach once implemented in the international business practicescomes with a lot of challenges (Wack & Schonfeld, 2012). For instance, it gives rise to the challenges in coordination and control. The management strategy is prone to losing coordination of its international subsidiaries simply because the branches may have to operate as independent entities with different goals, objectives and plans in order to meet the host country’s needs, preferences and other important considerations of the local market (Perlmutter, 2000).Organization of marketing strategies will have to be segmented on a country basis because different countries have different needs. Exercising of total control by management over the company in the host country is impossible. Calof (1994) explains that local people have an easier understanding of their national market conditions, as opposed to the executive personnel who spend most of their time doing office work.  This is polycentric approach will help us be accurate in various aspects of product delivery to the host clients including setting price of products, customer service standardsand well-being, market research will also be conducted in the cultural beliefs,values and preferences, and channels of distribution (Perlmutter, 2000). For the company, this would mean that the majority of control in Dubai’s branch practices is lost, and an external management needs to be established for the company to successfully manage its operations. Local nationals will usually take up virtually all of the key positions within the local branches (Perlmutter, 2000). Limitations A few limitations have been linked to the polycentric approach which may hinder an international organization from achieving its objectives within its host country. A major disadvantage of the polycentric approach is that the lack of global coordination between subsidiaries of the company (Perlmutter, 2000). This limits the ability of the company to enjoy the benefits associated with economies of scale (Wind, 1973.) It basically hinders the company from mass production and distribution of its products, because the products need to be developed in accordance to the local preferences as a priority of production. Secondly, because all of the branches work independently, it makes it impossible for learning to take place across the border (Wack & Schonfeld, 2012). This means that knowledge, which could be used within an organization, is lost. This puts the branches at a more disadvantaged position than in the case where they had obtained and utilized the knowledge. Finally, Wind (1973) denotes that the treatment of each market in a unique manner, may lead to the depletion of the facilities of the market. He argues that focusing local preferences in the business practices and techniques, the subsidiary in the host country is likely to imitate the main branch and therefore become less appealing to local consumers. Costs and Benefits analysis of the Polycentric approach to staffing are as follows. Costs include there is of waste due to duplication of the product. There is also the localization of cost of a universal product whichmay lead to less profit (Allen, 1998). Home country’s experience is discarded despite the fact that it may come in handy in improving the operation s of the business in the host country. Global growth of subsidiary is hindered by excessive regards to local traditions. The benefits of implementing a polycentric approach to staffing include the intense exploitation of the local market because subsidiary will produce tailored products for the local market. This also results to good sales, because of the management of a local market, based on an informed decision. There is also more initiative for the local products as expected local market. The firm is capable of producing better local products to meet the needs of the target market. Local manager are thought to have a better understanding of their local market and have a high morale when working with people of their culture. Ultimately, these factors will increase profit of the organization Part 2 TRAINING Pre-departure training The pre-departure training for Mark Anderson, his wife Susan will take between 8-12 hours and special arrangements for training are customized which may take roughly 4 hours for David the son. Mark will therefore work as a sales coordinator in Dubai. The orientation training availed to expatriates and their families before departure to the country of assignment determines if they would succeed or not. There are three major factors that play a role in determining whether an expatriate would succeed in a foreign country. These factors are, cultural, social and general life adjustments. Mr. Anderson and his family will be taught foreign language and be made familiar with cultural expectations of the host country. This will help minimize the culture shock they are likely to experience in the new cultural environment. Learning the foreign language will help him adjust properly and be linguistically competent in the new language (Tung, 1988). This will increase not only his effectiveness but also efficiency at work. The organization will provide formal training Mark and his family on the various areas of adjustments that need to be adjusted in order for effective functioning of the family unit and this will be reflected in better output by the employee. Because of his assigned duty in Dubai, Mark and his family have to learn how to predict events, and the reactions of people living in Dubai. There is a need of explaining to Mark Anderson and his family, on the climatic, geographic and historical conditions of their host countries. This is for purposes of ensuring that they are properly oriented to their new socio-cultural, political, economic and physical environment. They need to be aware of beliefs, perceptions, values, customs and other cultural attributes of the host country. This knowledge will ease their interaction with host-country counterparts. This kind of training should be availed for people living and working in the home country but will occasionally visit other countries for business purposes. Nutritional acculturation will be effected more quickly by individuals who have undergone cross-cultural training on food. In-country training Once expatriates or international employees come into a host country, they would need to be assisted so that they could settle down. The company should be responsible for this. Mark and his family should be made aware of means of obtaining housing facility, opening bank accounts, and getting a school admission their son. Furthermore, establishing a medical provider relationship such as a family doctor will be of great benefit in helping Mark Anderson and his family settles. However, cultural and legal differences may complicate the activities of these workers, in the foreign land (Swaak, 1997). Therefore, it is prudent for these people to establish themselves in the host country. This is for purposes of ensuring that they are able to achieve efficiency in their jobs. Expatriates are known to have the fear that whenever they are not around, they are likely to be forgotten. For Mark Anderson, three years could be a long time away. This calls for the need to have a career plan. Furthermore, there is a need of involving employees, in issues regarding their development. This will help reduce anxiety that comes with the changes in the working environment which may be a cause of worry about their continued career growth. Therefore, the international experiences of expatriates needs to be perceived as beneficial to Mark Anderson, his family and his career and if there are any costs involved, they must not overwhelm the benefits that come with them (Allen, 1998). There is need for the employee to have regular interaction and development programs with the organization’s professionals. A mentoring system is another important approach, and the employee under consideration should be linked to an executive in the home country. This will ensure that the expatriate is mentioned and recognized in issues relating to development discussed at the headquarters in order to eliminate any issues affecting the expatriate which may have stemmed from the headquarters. Expatriates should also be given opportunities to further their education as a way to ensure that their personal development continues (Scullion, 2001). This will help the expatriate keeps up to pace with their virtual workforces, who are also pursuing advanced degree programs. Repatriation assessment Repatriation is the actual process of returning home from an external assignment by an expatriate (Abueva, 2000). Just like when leaving for a job to another country, there is need for training on means through which we can easily and effectively return to our country and to our initial work place. Mark Anderson after three years of service will need together with his family to be able to adjust back to their country’s cultural, social, economic, physical and political position. Repatriation assessment needs to be conducted in order to ensure to minimize or eliminate problems likely to be faced when moving back to the home country. It helps employees prepare for homecoming by addressing the challenges and issues involved in repatriation. The key areas of concern in repatriation assessment include workplace that is the place where the employee will work and in which position (ledge, 2007 ). Repatriation also deals with personal life which may include socio-economic, cultural, political and environmental adjustments. It further deals with changes in culture as experienced by the expatriate upon return known as reverse culture shock. There shall be a preliminary questionnaire administered to Mark Anderson his wife and his son in order to evaluate the levels of preparedness for repatriation. This will bring to our notice the not only the levels of preparedness but also reveal any potential areas of concern. Before the actual repatriation occurs, counselors will initiate work with family members to set objectives and discuss anticipations (Allen, 1998). School going children can also access other services such as student educational assessments. This will ensure that members of the family are all set and ready to get back home and overcome any challenge that comes as a result of the repatriation. The members of the repatriating family should also be made aware of the effects of culture shock and how best they can deal with such issues. Repatriation Training Fundamental information obtained from repatriation assessment is used for the repatriation training. By so doing, we helps create a plan for an expatriate employees and his family back home to the workplace the society as well (Wack & Schonfeld, 2012).  The repatriation program will be tailor-made and context specific in order to address the specific needs faced by our employee. It includes the following key areas, reverse culture shock which is the stress when one’s acquired cultural standards are found to be ineffective, an assessment of what was acquired and aspects that were lost as a result of the different experiences in Dubai, shifting values, new skills gained as a result of working in a different country, and reintegration into the corporation. This is done with the need to establish a plan for homecoming, return to work formula which will enable Mark Anderson adjusts to the community. Repatriation also aims at establishing a gradual, successful reintegration to the home community and workplace. This involves all efforts aimed at enabling our employee to fully adjust to the workplace especially so given that he has been working in a foreign country using polycentric approach which almost totally de-links him from the home workplace environment. There is need to determine how to perform follow-up support in order to encourage the use of newly acquired skills by our expat Mark Anderson. This will enable the incorporation of knowledge acquired from the subsidiary in the organization’s day to day practice. Marketing strategies and skills can be utilized to ensure the success of the company. Expatriate compensation This is a situation that involves the repayment of expatriates, for the experiences that they underwent in a foreign country, because of the company (Allen, 1998). It is only fair that the company appreciates the effort of Mark and the family upon return through recognition and The rates of taxation in the host country might be slightly higher than that of the home country. This may lead to a greater margin of expenses than it would have been in the home country. Mark and his family need to be compensated for the changes in taxation of his income as a result of the expatriate service he was performing on behalf of his organization. The company needs to also consider the education of the son of Mark. Good education would guarantee a good future to David and the fact that the organization sent Mark to another country interfered with his education calls for compensation. The son had to make a lot of adjustments within a very short time which interfered with his learning process. Health issues experienced by the family while away and the escalated health expenses need calls for nothing short of compensation (Eisenberger, 1990). The family shall have full reimbursement of funds they spent on medication while away. Housing differences should be looked into by the organization’s management. Mark’s expatriate was utilized for the sake of the organization and this might have put him and his family at risk of getting poor housing in the host country or they may also have been subjected to a higher housing rent rates that’s is the situation in the home country (ledge, 2007). This calls for compensation of Mark and his family for taking that risk on behalf of the organization. Different host countries have different market cost of living (Perlmutter, 2000). For Mark and his family, it meant that they would spend slightly more to meet their daily needs. This includes meeting their basic needs, such as food, and clothing. There are three main approaches which can be used to developing expatriate compensation packages including; balance sheet approach, destination based approach, International headquarters based approach. Part 3 Globalization has no doubt brought withit the need for better organizational strategies in order to ensure the success. Two main strategies continue to be influential in the success of an organization. They include the localizationand the standardization approaches.Localization and standardization offer marketerstwo conflicting approachesto human resources management strategies and other strategies such as marketing in an organization (Tung, 1988) Localized approaches involves the use of local knowledge and skills in implementing a strategy using tailored methods that meet the needs of the target market population.It permits companies to targeting new markets which have different cultures. It is a marketing technique that appeals to a specific audience. Consumers also gain, because language or political barrier does not prevent them from accessing, and using a foreign product (Swaak, 1997 ). This approach is likely to capture a majority of the market through provision of culturally relevant and preferred goods and services. Standardization involves setting predetermined criterions of quality of goods and services to be applied in all markets both at local, national and global levels. Measures are normally put to meet specific quality standards for the benefit of the target market (Abueva, 2000).This gives this approach an advantage because consumers of their products gain trust in their products and services because they get the same quality standards they expect every timethey visit. Standardization can ensure the compatibility of products to the customer needs as a result of quality assurance. Therefore, users will not be forced to buy extra products (Scullion, 2001). However, standardization is also beneficial to manufacturers, who concentrate in one line of business. This is because it helps in the reduction of production costs. Furthermore, it helps in the expansion of the products market, and this is because of the production of goods and products whose standards are accepted globally. In our beauty product marketing, the use of localization approach has led to the acceptance of products all over the countryand in the subsidiary branch in Dubai. This is because the products are made to specifically meet the needs of the target market in accordance with their preferences (Eisenberger, 1990).This continued to enable uspenetrate new market in other countries. Performance appraisal is the assessment of an employee’s performance in order to determine just how effective they have been in performing the work they intend to.It involves documentation and evaluation of an employee’s performance usually measured against their job description. Standards used are summarized as SMART which means they must be specific, measurable, attainable; relevant; timely (Abueva, 2000).They include objectivity, honesty, punctuality, and quality of work, technical skills, consistency, attitude, initiative, creativity, attendance, dependability, communication skills and cooperation. Mark Anderson performance appraisal will be conducted by the human resource managers of the subsidiary organization in Dubai which shall be compared to mine as the Human resource manager of the home company. Mark Anderson will be measured on his ability to coordinate with other colleagues inensuring the success of the organization. He will also be measured on how creative he is in understanding and reacting to different marketing situations. He will also be assessed based on his ability to communicate effectively with clients. He may also be judged basing on how much supervision is needed for him to perform his duty. He will also be measured basing on the ability to meet the organizational goals and objective.This will reveal just how effective he was in adopting to the new working environment and how this made him successful.It will also enable us list his major accomplishments (Tung R. , 1988.), his lapses, establish strategies for improvement by identify what to do, where, when and howto do it in order to bring about harmony. Bibliography Abueva, J. (2000). Many repatriation fail at huge cost to companies. New York. Allen, D. a. (1998). Empowering expatriates and organizations to. Calof, L. J. (1994). The right attitude for international success. Business Quarterly, 105-110. Eisenberger, R. F.-L. (1990). Perceived organizational support and employee diligence, commitment and innovation. Journal ofApplied Psychology, pp. 51-9. ledge, M. (2007 ). Soldier Dead: How We Recover, Identify, Bury, and Honor Our Military Fallen. New York:: columbia university press. Perlmutter V.H., H. A. (2000). 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