Essays on Nature and Implication of an International Assignment Coursework

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The paper "Nature and Implication of an International Assignment" is a great example of management coursework.   The carrying out of an international assignment either as an assigned responsibility or an independent decision realizes the term expatriate. According to Bolino, globalization in the business sector influences the decision by companies to assign employees abroad (819). The decision by the management to send an employee overseas is a strategy to develop future leaders who will manage and represent the business in a foreign country. Moreover, this individual enhances the reaching out of the business and improve its participation in global initiatives (Bolino, 819).

The relevance of globalization in the expatriation practice realizes a demand for leaders with international skills and global awareness (Bolino, 819). Therefore, expatriation becomes a vital field in developing experienced and competent leaders who can manage international relations, especially within multinational firms. This essay critically evaluates the factors that employees may consider before deciding to accept or decline an international assignment. It provides recommendations to employers as a means to encourage employees to participate in expatriation. Nature and implication of an International Assignment Research by Bolino identifies the frequent failure by expatriates to achieve their personal or company’ s expectations once deployed in a foreign country (828).

The particular challenges develop from the inability of the individual or family to properly adjust to the new environment, characterized by a change in culture, practices, and belief. In this case, an international assignment identifies the nature of change in the aforementioned areas where the implications to the employee include an adjustment to accommodate the practices of the host country relative to the performance of their responsibility.

Stahl, Edwin, and Rosalie provide further insight into the reasons for the unattractiveness of the career path citing difficulties in finding a reentry point, inadequate advancement opportunities, lack of long-term career plan, and negative outcomes of the overseas experience (216). The reasons provided by Stahl et al. describe professional reasons against the expatriation exercise by employees. The employees are found to have observed previous expatriates and their disappointment in obtaining the expectation of the exercise, especially in career development (216). Moreover, the reason highlights the nature of raised expectation which depending on some factors such as level of preparedness may result in positive or negative results. Yan, Guorong, and Douglas identify culture shock as one of the underlying causes of failure in expatriation exercises (375).

An individual experience culture shock alongside challenges in adjusting to the work environment is likely to request a premature return in the case of an assigned expatriation or independent decision. The issue of culture shock signifies the failure to align individual practices to those of the majority. In the case also presents the generation of a multicultural work environment with greater uncertainty of its impacts.

More importantly, is the losses in the form of capital invested in the exercise and employee turnover which interprets to the loss of human capital in the firm (Yan et al. 375). The magnitude of the personal challenges, particularly the psychological difficulties both personal and family, centre on the lack of proper preparation and understanding of the implication of the change or relocation. Moreover, Yan et al. consider the selection process as being a significant contributor to the success of the expatriate (375).

In selection, typical issues to include are the employee background, host country and its characteristic, and the role of the employee. It is the careful analysis of these factors that influence the personal development of the employee, career success, and progress of the employing firm. Therefore, the imperative in an international assignment involves the understanding of the particular changes in the worker including the dependants following the new positions, culture of the host country including practices and belief, position of the expatriate, and expectation of both the employer and employee.

Works Cited

Al Ariss, Akram, and Marian Crowley-Henry. “Self-initiated expatriation and migration in the management literature: Present theorization and future research directions.” Career Development International 18.1 (2013): 78- 96.

Andresen, Maike, Torsten Biemann, and Marshall Wilson Pattie. “What makes them move abroad? Reviewing and exploring differences between self-initiated and assigned expatriation.” The International Journal of Human Resource Management 26.7 (2015): 932- 947.

Bolino, Mark C. "Expatriate assignments and intra-organizational career success: Implications for individuals and organizations." Journal of international business studies 38.5 (2007): 819- 825.

Montenegro, Mariana Bayma, Mariana Albuquerque do Nascimento, and Otávio Correia de Melo Neto. "EXPATRIATION AND THE FRAMEWORK FOR ANTICIPATORY ADJUSTMENT: AN EMPIRICAL STUDY." CONNEXIO-ISSN 2236-8760 4.2 (2015): 177-194.

Nelsen, Bonalyn J. "Unwilling Self-Initiated Expatriation as an Academic Career Choice: Drivers and Consequences." GAI International Academic Conferences Proceedings. 2016.

Selmer, Jan, and Jakob Lauring. "Self‐initiated academic expatriates: Inherent demographics and reasons to expatriate." European Management Review 7.3 (2010): 169-179.

Stahl, Günter K., Edwin L. Miller, and Rosalie L. Tung. "Toward the boundaryless career: A closer look at the expatriate career concept and the perceived implications of an international assignment." Journal of World Business 37.3 (2002): 216-227.

Yan, Aimin, Guorong Zhu, and Douglas T. Hall. "International assignments for career building: A model of agency relationships and psychological contracts." Academy of Management Review 27.3 (2002): 373-391.

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