Name 5 different non-verbal communication styles which vary across cultures!

1) Proxemics

2) Oculesics

3) Haptics

4) Kinesics

5) Olfactics

Proxemics

How people manage their space.

 intimate space=18in.

 personal space=30in. to 4ft

 social=4ft. to 10ft.

 public=10ft. to 25ft.

Haptics

How much physical contact is appropriate.

Kinesics

Using arm and hand gestures to talk and communicate.

Olfactics

Odor and sending messages from odors.

Ethnocentric

1. Expatriates are used for all key (mid-level and upper) positions.
2. Locals are used for low-level positions
3. Little emphasis on intl. awareness
4. Intl. experience is a negative because you are pulled "out of the loop"

Polycentric

1. Increased reliance on host country nationals for managerial posts
2. Very top level positions are often still filled by expatriates
3. Expatriate assignments may hurt your career

Global/Transnational

1. Recruitment and selection take place worldwide.
2. Capable managers can adapt easily and have high levels of cultural awareness
3. Intl. requirements are required for career success.

Advatages of Ethnocentric Management

1. Parent country national(PCN) my be more familiar with the business/have greater expertise
2. Fewer problems finding qualified host country nationals (HCN)
3. Greater HQ control
4. Identification w/ HQ

Disadvantages of Ethnocentric Mgt.

1. Limited promotions, dissatisfaction of HCNs
2. Expatriate failure, costs
3. Dissatisfaction of local governments
4. Less local culture/political knowledge

Polycentric Advantages Mgt.

1. Less need for expatriates
2. HCNs have greater local expertise
3. More politically acceptable
4. Less expensive
5. Continuity of mgt. within subsidaries (expatriates aren't coming and going as much)

Polycentric Disadvanatges Mgt.

1. Lack of intl. experience for PCNs
2. Lack of control
3. Lack of indentification
4. Limited career opportunities for HCNs
5. HCNs could leave, creating discontinuity

(Expatriate Problem)

The cose of maintaining an expatriate overseas averages       times the the domestic salary.

3 to 4

(Expatriate Problem)

What is the percentage of expatriates who return home prematurely? What is this called? 

16% to 40% Expatriate Failure

(Expatriate Problem)

What is the average cost of per early returns?

$250,000 (WOW!)[image][image]

(Expatriate Problem)

Total cost of early returns?

$2 billion/year

(Expatriate Problem)

Of the expatriates that do not return early,      are considered ineffective by their firms.

half

(Repatriate Problem)

What is reverse cultural shock?

The process of re-adapting to life back home and the adjustment issues associate with the process.

(Repatriate Problem)

     percent of expatriates expect assignments to advance their careers.      perecent actually receive promotions.

 75% and 10%

(Repatriation Problem)

     percent of expatriates leave their firms within 1 year of returning repatriation

25%

(Repatriation Problem)

Only      percent of companies have formal programs. Some companies don't even have jobs for expatriates.

31%

 Steps in Culture Shock

1. 1-2 months excitment (high mood)
2. 2-5 months disillusion phase (lowering mood)
3. month 4 and 5 bottom out (lowest mood)
4. From month 5 and on is the adjustment phase (climbing mood)

Features of Expatriate Programs

*there are several

1. free choice (not forced)
2. realistic job previews
3. sensitivity to career path
4. relevant selection criteria
5. spouse and family input in decision
6. knowedlege of reassignment
7. pre-deaparture training

Features of Expatriate Programs Cont.

*there are several

1. orientation
2. on-site monitoring
3. electronic contact
4. general support (locating home, healthcare)
5. financial support
6. family support (spousal employment, schools)
7. regular performance feedback

Re-entry Adjustment Steps

1. 1-3 months (decline in mood)
2. 3-5 months (neutral bottoming out)
3. 5-6 months (increasing mood)
4. 6+ months (level off on mood)

Qualities of a good repatriation program.

1. Address career path considerations up front
2. Begin repositioning effort 6 months before return
3. Offer re-orientation/post arrival training
4. Debriefing where new skills and knowledge are recognized
5. Provide financial and tax assistance
6. Provide a definite job using new skills/abilities

Are women interested in global assignments?

YES! Sometimes they are more eager to go abroad. There is no differences in the willingness of men or women to accept intl. assignment.

Are companies reluctant to send women?

YES!

• Worries concerning gender prejudice
• Women with dual-career relationships
• Qualified females are likely to form negative attitudes about the likelihood of their being selected and do not pursue intl. positions

Are female expatriates generally less sucessful than male expatriates?

NO!

• Women conclude that they did not experience prejudice
• Being a woman was actually an advantage on global assignments because it gave them higher visibility, enabled them to build interpersonal relationships with clients and enabled them to adapt better to life as outsiders. 

Recommended action strategies for organizations

*there are several

1. Provide intl. relocation opportunities for all eligible employees
2. Ensure recruitment and selection encompass women
3. Develop formal mechanisms that actively solicit women's opinions regarding intl. assignments.
4. Work more actively to prevent supervisors from being selective based on false notions
5. Let employees know thier value on intl assignments.
6. Establish focus groups for dual-career employees
7. Gain support from corporate HQ to assist in attracting, developing, and retaining talented women for intl. assignment

Recommended Action Strategies for Women

1. Women should communicate their interest clearly and why they are qualified
2. Women should be forthright in asking for criterion that used to make selection decisions
3. Communicate with supervisors and openly discuss the areas in which women are often misrepresented.

3 Challenges for managing the global workforce

1. Deployment
2. Knowledge and Innovation Dissemination
3. Identifying and Devloping Talent on a Global Basis

Deployment Challenge

Easily getting the right skills to where they are needed in the organization regaurdless of location.

Knowledge and Innovation Dissemination Challenge

Spreading state of the art knowledge and practices throughout the orgnization regardless of origin.

Identifying and Developing Talent on a Global Bases Challenge

Identifying who has the ability to function effectively in a global organization and developing these abilities

4 Strategies to Meeting Global Mgt Challenges

1. Aspatial careers
2. Awareness-building exercises
3. SWAT teams
4. Virtual solutions

Defining Aspatial Career

• Cororpations of experts w/borderless careers on long-term overseas assignments
• Globally oreinted, highly mobile people with proven ability and company loyalty
• Develop an in-depth understanding of global organizations b/c they have managed across cultures

Implementation of Aspatial Careers

• Encourage company over country culutre
• Assign within culturally homogenous regions
• Use pan-region selection meetings
• Evolve selection criteria
• Provide cross-cultural training for families
• Recognize family life-cycle realities

Awareness-Building Assignment  

• Develop cross-country sensitivity in high-potential employees in a short time
• Screening for ability to function out of own culture
• Develop globally aware future performers
• Use to bridge geofunctional disconnects
• Manage adjustment cycle
• Use to develop local nationals

 SWAT Teams

• Highly mobile teams of experts, deployed on a short-term basis, to troubleshoot
• Permits the organization to cultivate highly specialized and cultivate expertise on a limited basis
• Use to spread cutural innovation
• Good at smaller location and start-up
• Recognize clear limitations

Virtual Solutions

• Collection of practices that exploit the rapidly evolving electronic comm. technology
• Lower cost of communications and the coupling of real time from virtual time
• encourage virtual friendships
• couple with cross-cultural training

Where is this?

[image]

:)

Australia