Expatriates predeparture training: An investigation into the approach of two German-based MNCs

Table of Contents

• 1 INTRODUCTION
• 1.1 Chapter Introduction
• 1.2 The role of expatriates in multinational companies
• 1.3 Overview of the project
• 1.4 Project objectives
• 1.5 Guide through this dissertation
• 1.5.1 Literature Review
• 1.5.2 Methodology
• 1.5.3 Findings and Results
• 1.5.4 Analysis and Discussion
• 1.5.5 Conclusion
• 2 LITERATURE REVIEW
• 2.1 Chapter Introduction
• 2.2 Reasons for expatriate assignments
• 2.3 Provided training and failure rates
• 2.4 Is there a rationale behind the neglect of expatriates' training?
• 2.5 What kind of training is required or desirable to prepare an expatriate assignment sufficiently?
• 2.5.1 The scope of cross-cultural training
• 2.5.2 Training models and techniques – a categorisation
• 2.5.3 Training methods for CCT and their rigour
• 2.5.4 CCT methods at a glance
• 2.5.5 Cultural awareness and sensitivity training
• 2.5.6 But how should MNCs choose CCT-methods appropriate for their expatriates?
• 2.5.7 How much time should be spent on CCT?
• 2.5.8 Language Training
• 2.5.9 The use of repatriates as a means of CCT
• 2.5.10 Limitations of pre-departure CCT
• 2.5.11 Chapter conclusion and hypothesis
• 3 METHODOLOGY
• 3.1 Chapter introduction
• 3.2 Research strategy and aim
• 3.3 Procedure
• 3.4 Limitations
• 3.4.1 Data quality issues
• 3.5 Ethical issues in research involving human participants
• 4 FINDINGS AND RESULTS
• 4.1 Chapter introduction
• 4.2 BMW Group
• 4.2.1 What are the reasons for international assignments in the BMW Group?
• 4.2.2 What kind of pre-departure training do BMW's expatriates receive?
• 4.2.3 Content of BMW's CCT
• 4.2.4 Foreign language training
• 4.2.5 Is the BMW Group successful with its expatriate training?
• 4.2.6 Do BMW's expatriates need more CCT?
• 4.3 Daimler Chrysler
• 4.3.1 Foreign language and cross-cultural training
• 5 ANALYSIS AND DISCUSSION
• 5.1 Chapter introduction
• 5.2 What is the MNC's definition of an expatriate?
• 5.3 What are the MNC's reasons for expatriate assignments?
• 5.4 How are CCT methods chosen and what kind of analysis is involved?
• 5.5 What kind of pre-departure training is provided?
• 5.6 What is the content of CCT provided?
• 5.7 Language Training
• 5.8 The use of repatriates as a method of CCT
• 5.9 How successful are the MNC's overseas assignment and do expatriates need more training?
• 5.10 Spouse and family issues
• 5.11 Conclusion

Objectives and Key Themes

The main objective of this dissertation is to investigate the approach of two German-based multinational companies (MNCs), BMW and Daimler Chrysler, towards expatriate pre-departure training. The study aims to compare the theoretical understanding of effective cross-cultural training (CCT) with the practical approaches employed by these companies, ultimately assessing the adequacy of their training programs.

• Effectiveness of pre-departure training for expatriates
• Comparison of theoretical and practical approaches to cross-cultural training
• Analysis of training content and methods used by German MNCs
• The role of language training in expatriate success
• Factors contributing to expatriate assignment success or failure

Chapter Summaries

1 INTRODUCTION: This introductory chapter sets the stage for the dissertation. It establishes the increasing importance of expatriate managers in a globalized business world and highlights the frequent failure of cross-cultural adaptation. The chapter outlines the project's objectives, which center on comparing the theoretical understanding of effective cross-cultural training with the practical application within two German MNCs. It provides a roadmap of the dissertation, guiding the reader through the literature review, methodology, findings, analysis, and conclusion.

2 LITERATURE REVIEW: This chapter delves into the existing literature on expatriate assignments, exploring the reasons behind their deployment and the alarmingly high failure rates. It investigates the rationale behind the often-neglected aspect of pre-departure training. The chapter systematically categorizes various cross-cultural training (CCT) models and techniques, examining their rigor and effectiveness. It also discusses crucial elements of CCT such as cultural awareness, language training, and the potential use of repatriates as trainers. Ultimately, the chapter culminates in a hypothesis based on the reviewed literature, setting the foundation for the empirical investigation.

3 METHODOLOGY: This chapter details the research strategy employed in the dissertation. It outlines the research aim, the procedures followed, and acknowledges the limitations of the study. Specific attention is given to data quality issues and the ethical considerations involved in research with human participants. The chapter transparently explains the research design to ensure replicability and validity.

4 FINDINGS AND RESULTS: This chapter presents the findings of the empirical investigation. It separately details the pre-departure training approaches of BMW and Daimler Chrysler, covering reasons for international assignments, the type and content of CCT provided, language training, and the perceived success rates of their expatriate programs. This section offers a detailed description of the data collected from both companies.

5 ANALYSIS AND DISCUSSION: This chapter analyzes the findings presented in Chapter 4, comparing the theoretical framework established in Chapter 2 with the practical approaches observed in the two case studies. It explores the companies' definitions of expatriates, their rationale for international assignments, the selection criteria for CCT methods, and the content of training programs offered. The success of overseas assignments and the need for additional training are critically assessed, incorporating factors such as spouse and family issues. This chapter provides a detailed interpretation of the data and its implications.

Keywords

Human Resource Management, Expatriate Management, Pre-departure Training, Cross-Cultural Training (CCT), Expatriate Failure, German MNCs, BMW, Daimler Chrysler, Globalisation.

Frequently Asked Questions: A Comprehensive Language Preview

What is the main topic of this dissertation?

This dissertation investigates the pre-departure training approaches of two German multinational companies (MNCs), BMW and Daimler Chrysler, towards their expatriate employees. It compares theoretical understandings of effective cross-cultural training (CCT) with the practical applications used by these companies to assess the adequacy of their training programs.

What are the key objectives of this study?

The main objective is to compare the theoretical understanding of effective cross-cultural training with the practical approaches employed by BMW and Daimler Chrysler. Other objectives include analyzing the effectiveness of pre-departure training, comparing theoretical and practical approaches to CCT, analyzing training content and methods, examining the role of language training, and identifying factors contributing to expatriate assignment success or failure.

What companies are studied in this dissertation?

The dissertation focuses on two German-based multinational corporations: BMW and Daimler Chrysler.

What is the structure of the dissertation?

The dissertation is structured into five chapters: 1. Introduction; 2. Literature Review; 3. Methodology; 4. Findings and Results; and 5. Analysis and Discussion. The Introduction provides an overview and objectives. The Literature Review explores existing research on expatriate assignments and CCT. The Methodology explains the research approach. The Findings and Results present the data collected from BMW and Daimler Chrysler. Finally, the Analysis and Discussion interprets the findings and compares them with the literature review.

What aspects of expatriate training are examined?

The study examines various aspects of pre-departure training, including the reasons for international assignments, the types and content of CCT provided, language training, the success rates of expatriate programs, and the need for additional training. It also considers spouse and family issues.

What types of cross-cultural training (CCT) are discussed?

The dissertation explores various CCT models and techniques, including cultural awareness training, language training, and the use of repatriates as trainers. It also analyzes the rigor and effectiveness of different CCT methods and how companies choose appropriate methods and allocate training time.

What are the key findings of the study?

The findings chapter details the pre-departure training approaches of BMW and Daimler Chrysler. This includes the reasons for international assignments at each company, the type and content of CCT provided, language training, and the perceived success rates of their expatriate programs. A detailed description of the data collected from both companies is presented.

What is the conclusion of the study?

The conclusion synthesizes the findings, comparing the theoretical framework with the practical approaches observed in the two case studies. It assesses the success of overseas assignments, the need for additional training, and the implications of the findings for expatriate management practices. Specific factors, including spouse and family issues, are considered in the overall assessment.

What are the limitations of the study?

The methodology chapter acknowledges limitations of the study, including potential data quality issues and ethical considerations related to research involving human participants.

What are the keywords associated with this dissertation?

The keywords include Human Resource Management, Expatriate Management, Pre-departure Training, Cross-Cultural Training (CCT), Expatriate Failure, German MNCs, BMW, Daimler Chrysler, and Globalization.