MGW3681

International Management

Assignment 2

Working in an
International Company

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Table of Contents

1. Abstract 3

2. Introduction
2.1 Benefits of Working in an International Company 4
2.2 The Common Problems for Employees Working for Global Corporations 5
2.3 The Importance of Successful Management of Diversity in International Companies 6
2.4 The Purpose of the Assignment 7

3. Literature
3.1 Culture 8
3.1.1 Hofstede’s Cultural Dimensions 8
3.1.2 Trompenaars’s and Hampden- Turner Seven Dimensions of Culture 9
3.1.3 GLOBE’s Cultural Dimensions 10

4. Interview Findings and Analysis

4.1 What is a Business Environment at an Organizational Level? 12
4.2 Organizational Level: Benefits and Challenges
4.2.1 Hofstede’s Cultural Dimensions Identified as Challenges 12
4.2.2 Hofstede’s Cultural Dimensions Identified as Benefits 13
4.2.3 Trompenaars’s Cultural Dimensions Identified as Benefits 14
4.2.4 External Challenges Identified 15
4.3 How did the Expat Overcome the Above Challenges? 15
4.4 How did he Adjust Himself to International Organizations? 16
4.5 Skills/ Abilities and Knowledge that Helped him to Overcome Difficulties 16

5. Conclusion 17

6. Reference List 18

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1.Abstract

An expatriate, or expat, is a person who lives and/or works in a country rather than his/her

origin nation, sometimes temporarily for purposes of employment. For any expat, going

overseas is always a difficult prospect. The foreign world, a small social circles, different

cultures, traditions and languages can make expats feel restrictive.

Likewise, it can be challenging for an international corporation when recruiting expatriates.

A few challenges that can highlighted are; the process of finding people who wants to relocate,

the challenge of recruiting, embarking and retaining employees effectively in international

industries, the problems that expats face when companies give prime preference to workers

from the member nation and ignore expats, and the work-life balance has always been one of

the main difficulties when hiring globally. The report analyses the benefits and challenges an

expat experiences when working for an international company. This research was carried out

through interviews in order to provide in-depth analysis of a work-life balance of an expat.

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2. Introduction

2.1 Benefits of Working in an International Company

Character Evolution and Growth

Employment with a multinational enterprise enhances an employee's exposure to

different market sectors and creates more career mobility options inside the organisation. Major

businesses engage in the professional growth of its workers by continued internal and external

schooling and work preparation. Inside the company, they want the workers to change and

develop (Nyuwasserman, 2019).

Exploitation of Avant-Garde Technology

Technology is mandatory in today’s business world. To every business’s potential

growth. Large businesses also use innovative technologies in diverse contexts and profit from

it. Workers utilize data analysis to browse at tons of documents and identify trends in order to

better develop innovative ideas. International corporations do have resources and financial

flexibility to embrace and leverage this form of technologies to allow their companies

to expand (Nyuwasserman, 2019).

Understanding Other Cultures

Employed in a multinational business, an employee is actively meeting new people,

learning about other cultures and developing their perception of others. It helps them to

be compassionate, obtain further understanding of how people make choices and helps to be a

stronger team member that appeals to all managers in the long run (Nyuwasserman, 2019).

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2.2 The Common Problems for Employees Working for Global Corporations

Recruiting expats provides an incentive for an organization to branch out to thinkers

around the globe. This includes creativity, new talents, fresh concepts and diverse people from

various cultures. There are many factors that make expats resourceful. However, difficulties

emerge when expats are employed.

Culture Shock

Culture clash is a major hurdle to guiding expats. Expats cannot plan to habituate fast.

Travelling over to another country and trying to transition with no apparent assistance to a new

community and workplace culture can be challenging (G.A., 2019).

Discrimination

Workers can be discriminated due to race, colour and gender which can create problems

within co-workers hence affecting labour productivity adversely (Minnesota State

CAREERwise, 2020).

Language Barrier

The communication gaps could be a big obstacle in handling expats on foreign

assessments, based on where the organization is based or how broad the recruiting range is.

Employing workers who are incapable of language skills will cause a considerable

problem for the corporation. These workers may have a prolonged phase of transition to

improve productivity

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 If the problem is remain unresolved, workers might feel alienated within and

outside the workplace, raising the likelihood of them terminating their agreement in advance or

becoming disinterested in expanding past their tenure with the corporation (G.A., 2019).

2.3 The Importance of Successful Management of Diversity in International Companies

The world economy is continually evolving, and the only approach to accomplish a

strategic edge is by diversification of the personnel of organizations. Workplace diversity

benefits, as it provides increased value to the company by recruiting diverse talents who fuel

creativity and innovation.

Encourages Individuality in a Corporation

Recognizing that each individual has unique, innovative and fresh concepts and

strategies to offer, workers of diverse outlooks and viewpoints will combine a diversity of

opinions on problems, thus increasing morale and producing improved outcomes (Sokolova,

S., 2015)

Can Develop a Strong Brand

An company reaps much positive credibility and popularity of a diverse workplace

since it is perceived as offering equal job policies (Sokolova, S., 2015)

Motivates Development and Professional Growth

Getting expatriates or individuals via a foreign experience employed in the organization

can allow staff to discover new insights, experiences and communicate with other people

professionally. This empowers the workforce and offers them a different perspective on how

the economy and industry function (Sokolova, S., 2015).

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Augment the Potential of a Company to Satisfy each Distinct Market's Needs

Relevant nation or demographic members can be combined with consumers of common

demographics, making consumers feel more certain and increase customer loyalty to the

business (Sokolova, S., 2015).

2.4 Purpose of the Assignment

This assignment will analyse the impact of working in an international corporation

and assess on how culture can affect an expats working experience.

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3. Literature

3.1 Culture

"Hofstede (1997 )" explicates corporate culture as the "collective programming of the

mind" which differentiates the associates of a company from that of others, and debates that

the beliefs of the pioneers and of the key founders inevitably form the company structure, but

the aspects where these ideologies influence the regular employees of the group will be

confined to collaborative interests (de Hilal, A. V. G. 2006).

3.1.1 Hofstede’s Cultural Dimensions

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3.1.2 Trompenaars’s and Hampden- Turner Seven Dimensions of Culture

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 3.1.3 GLOBE’s Cultural Dimensions

Project GLOBE "(Global Leadership and Organizational Behaviour

Effectiveness)" performed an extensive cross-cultural analysis in "62" cultures worldwide

throughout the 1990s and expanded and incorporated prior "cultural attributes" and factors

analysis into nine dimensions.

Uncertainty Avoidance

Power Distance
Future, Power
and
Humane Orientations

Collectivism I:
Societal Collectivism

Assertiveness

Collectivism II:
In-Group Collectivism

Gender Egalitarianism

"Hofstede (2006)" reacted to critiques from "GLOBE". He claimed that, considering

the identical terms, a few of the dimensions of "GLOBE" catch manifestations which are

clearly distinct from the definitions. " Hofstede" included that the perceptions of the

participants to "GLOBE" had created measurements very divergent from the original

conceptual frameworks.

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 Organizational culture has been recognised as the "glue" that unites organisations by

offering "cohesiveness" and continuity between the departments. Increasingly, global

corporations are engaged in fostering organizational culture to enhance its subsidiaries'

management, communication and incorporation (Schneider, 1998).

This essay further explores the possible collision between an international

company's organisational culture and the recruited expat's ideals.

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4. Interview Findings and Analysis

4.1 What is a Business Environment at an Organizational Level?

The analysis of organizational culture in an organizational context is an empirical field

dealing with the description, interpretation, prediction, and regulation of human actions

(Encyclopedia of Small Busines, 2020).

4.2 Organizational Level: Benefits and Challenges

4.2.1 Hofstede’s Cultural Dimensions Identified as Challenges

Firstly, the expat describes a Power Distance dimension at the workplace where;

“Sometimes you deal with US counterparts, you feel the acceptance for a Sri Lankan

leader is not always welcome, however teams tend to over a period”

This can be seen as a challenge to the expat in fitting into a foreign culture on an organizational

level, where the organizational culture in the US recognizes and unfair, centralized allocation

of authority.

Moreover, a challenge that can be identified when working in a different organizational

culture is the Individualism dimension where the tendency of workers is only to look after

themselves and immediate family.

“quite transactional when it comes to work, mostly stick to office hours and usually not

be contacted during personal time off period”

This would be challenge when replacing counterparts in an emergency or when a large project

is given, and employees are not willing to work after working hours.

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4.2.2 Hofstede’s Cultural Dimensions Identified as Benefits

Firstly, the international manufacturing plant is identified as a Femineity and

Masculinity dimension. The expat states that;

“The manufacturing plant consists mainly females and the organization keep them

empowered and encourage mutual respect throughout the hierarchy. In recognition of

the need to address gender equality and women’s empowerment, 2003 saw the launch of

MAS Women Go Beyond (WGB); an inclusive women’s empowerment programme that

raised the standards of the apparel industry in Sri Lanka. The programme officially

commenced with the structuring of the four pillars of success; Career Advancement,

Work-life Balance, Skills Development and Rewarding Excellence”

This clearly depicts a feminine work environment in terms of manufacturing and the

programme is built to empower women and give them a sense of worth at the workplace.

Furthermore, the expat talks about the benefit of being a part of a team, where he

mentioned;

“it is a global company and there is a multicultural environment which encourages

diversity and innovation. Colleagues help and teach team members and the company’s

‘Collaborative Teamwork’ has become a part of its culture where great teamwork can be

found in any division. Workers are loyal to their specific division and at work their team

is a core prospect and they depend on the team in achieving daily goals”

This type of organizational environment indicates a Collectivism dimension where each worker

is faithful to the team they contribute to and as a result as stated by the expat;

“these scenarios will enhance your people management skills in general and greater

experience to manage situations. Hence, gives you confidence to manage multi cultured,

larger teams over a period”.

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4.2.3 Trompenaars’s Cultural Dimensions Identified as Benefits

The management in the organizational culture follows a Communitarianism dimension

where the employees are considered part of the team and that they play a major role in the

business’s operations. For instance the expat highlights how lower level employees are treated

and motivated;

“And they are very skilled individual with great industry knowledge and experience.

MAS maintain very high standard of company ethics when dealing with individual in all

levels. MAS has great initiatives’ which support women in all walks of life, support them

in carrier, education or even for them to be great entrepreneurs”

This suggests that every worker in the company is considered to be part of a large team where

the success of the company depends on each worker’s input and not just a single member in

the top hierarchy.

In addition, employees are considered to be working in an Emotional dimension where

they look for ways to express their emotions at the workplace. For instance they smile a lot and

greet each other with enthusiasm. The expat describes this aspect as;

“All plants and business offices manage and maintain in international standards, all

employees have many facilities such as free food, transport, in house medical and some

have day care centers as well”

This indicates that the company board considers employee needs and treats all workers equally

and allows them to feel a sense of belonging at the workplace. The expat highlights that this

organizational culture seem;

“very interesting to understand how people feel and do things, and, the purpose of doing

so gives you the opportunity to learn and deal with individuals effectively”.

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4.2.4 External Challenges Identified

The expat illustrates the language barrier that was challenging when working with US

counterparts;

“Language and the accent could be an issue at time, especially when you have colleagues

from different nationalities and their accent is quite different”

Lastly, the expat highlights external factors such as the time difference and change in

weather as a challenge when adapting to the new working environment;

“The first hurdle you come across is time difference within the countries, as I do not have

any choice. I do have to adapt to time difference during travel and working in SL to

accommodate these changes. The second most is the seasonal weather patterns in US and

related issue such as flight delays due to hash winter condition, respiratory sickness”.

4.3 How did the Expat Overcome the Above Challenges?

As said by the expat;

“Firstly, one needs to understand and accept there are cultural difference in these locations. It’s

quite challenging at times, however we find ways to overcome these over a period of time”

“As long you understand the culture and the way of doing things, it’s quite easy to adapt and

deal with them”

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4.4 How did he Adjust Himself to International Organizations?

The expat understanding to differentiate between the two cultures and adapt to new

environments helped him adjust in an international workplace where;

“Its two different and distinct cultures. It is a very traditional culture vs a very western

culture. Hence, its different to how you greet and meet, food and how to eat, working

habits, language barriers, events to family priorities”.

4.5 Skills/ Abilities and Knowledge that Helped him to Overcome Difficulties

As mentioned by the expat, the skills he compiled of allowed him to successfully adapt to

a foreign environment:

• I had the ability to connect with people easily and be confident in dealing with subject

matters proactively.

• I am a good listener and have communication skills that allows me to communicate

successfully.

• I was aware of what is happening around me and had a good knowledge on the subject

the organization is communicating on.

• It gave me a great experience and knowledge to manage multicultural large teams,

which was good for my CV and the expat experience gave me an opportunity to climb

up the ladder in the corporate world.

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Conclusion

The essay assessed how successful an expat is in an international company where

cultures clashed which was further analyzed though the various cultural dimensions.

The interview showcased that culture plays a vital role where an expat adapts to a new

environment since each country has its own culture. Through these differences the expat also;

“enhanced my business and the product knowledge while I have a good understanding about

US retain markets and the iconic brands in the industry. This helps me to share my knowledge

with my colleagues and support the business growth of MAS and I learnt to understand

different business cultures and individuals that helps my people management skills”.

WORD COUNT: 2198

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