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Brain drain: Inclination to stay abroad after studies - Literature review Example

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This paper is primarily based on contemplating a globally acclaimed and thoroughly insightful article “Brain drain: Inclination to stay abroad after studies”. Black and Porter (1991, p. 99-100) stress that managerial behaviors vary hugely from country to country and if the…
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Brain drain: Inclination to stay abroad after studies
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Brain drain: Inclination to stay abroad after studies

Download file to see previous pages... Addressing this problem, Hofstede’s research (2009) presents a 5-D or five dimensions model which provides an insightful approach for perceiving differences in cultural thinking, behaviors, and feelings around the globe. Power Distance Index (PDI), Individualism (IDV), Masculinity (MAS), Uncertainty Avoidance Index (UAI), and Long-Term Orientation (LTO) are the five dimensions introduced by Hofstede (2009) through his model. Among these dimensions, IDV, UAI, and LTO significantly relate with the article which is to be reviewed in this paper. That is because the article to be reviewed identifies how social ties and perseverance on the part of the expatriate workers and how uncertainty on the part of the recruiting agencies affects the decisions made by expatriates to stay and work in the host countries or go back to their home countries. Uncertainty regarding cross-cultural differences and adjustment problems also influences expatriates and decisions made by them. Individualism (IDV) refers to how loose the social ties between individuals are. This issue also affects each society differently. Uncertainty Avoidance Index (UAI) refers to the extent to which a society tolerates uncertainty or indicates the extent to which a culture plans its members to be comfortable or uncomfortable in different business situations. Long-Term Orientation (LTO) indicates the level of values like thrift and perseverance among workers and by understanding this dimension, the expatriate workers can more easily assess the cultural thinking (Hofstede, 2009). According to (Osland and Bird, 2000, p. 65), cross-cultural management is majorly about avoiding flawed handling of cross-cultural differences which leads to originating cultural paradoxes and which are seldom mentioned in the management literature. The article to be reviewed in this paper lays stress on undermining the potential disasters produced by negative perception of ...Download file to see next pagesRead More
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