Pre-departure management of expatriates - Effective enough to adjust overseas?

Table of Contents

Chapter 1 Introduction

1.1. Reason for choice of topic

1.2. Academic objectives of dissertation

1.3 Outline of chapters

Chapter 2 Literature Review

2.1 Introduction

2.1.1 The expatriate employee

2.1.2 Failure rate

2.2. Selection of expatriates

2.2.1 Selection process

2.2.2 Selection recommendations

2.3 Preparation

2.3.1 The need of cross-cultural competences

2.3.2 Training of expatriates

2.4. Adjustment

2.4.1 Adjustment definition

2.4.2 Expatriate adjustment

2.4.3 Spouse adjustment

2.4.4 The U-curve theory

Chapter 3 Methodology

3.1 Introduction

3.2. Research purpose

3.3 Research philosophy

3.4 Research approach

3.5 Research strategy

3.6 The questionnaire

3.7 Limitation of using questionnaires

3.8 Ethical issues

Chapter 4 Findings and Analysis

4.1 Response rate

4.2 Selection of expatriates

4.3 Training of expatriates

4.4 Adjustment of expatriates

Chapter 5 Conclusions

5.1 Conclusion

Research Objectives and Themes

This dissertation investigates the effectiveness of pre-departure management for expatriates, focusing specifically on selection and training procedures within multinational companies. It seeks to determine how these processes impact an individual's ability to adjust to a new cultural environment and whether training truly acts as an effective tool for overcoming cross-cultural conflicts or if other factors, such as spouse support and personal mindset, play a more critical role.

• Analysis of expatriate selection criteria and methods
• Evaluation of the effectiveness of cross-cultural training programmes
• Assessment of the impact of spouse support on expatriate adjustment
• Comparison of adjustment experiences between different host cultures
• Role of personality traits and individual mindset in international assignments

Excerpt from the Book

Summary of Chapters

Chapter 1 Introduction: This chapter outlines the rationale behind the study, establishes the academic objectives, and provides an overview of the dissertation's structure.

Chapter 2 Literature Review: This section reviews existing theories and research regarding the selection, preparation, and cultural adjustment processes for expatriates and their spouses.

Chapter 3 Methodology: This chapter details the research design, including the philosophy, approach, and strategy, as well as the use of questionnaires for data collection.

Chapter 4 Findings and Analysis: This chapter presents the empirical data gathered from expatriates at SAP, Siemens, and Bosch, comparing the practical experiences with the theoretical framework established earlier.

Chapter 5 Conclusions: This final chapter synthesizes the research findings, offers recommendations for expatriate management, and discusses the limitations and areas for future research.

Keywords

Expatriate, Selection, Training, Adjustment, Assignment, Multinational Companies, Cross-cultural, Spouse Support, Global Manager, Culture Shock, U-curve theory, Intercultural Competence, Human Resource Management, Personality Traits, Performance.

Frequently Asked Questions

What is the primary focus of this dissertation?

The work focuses on the effectiveness of pre-departure management, specifically looking at how multinational companies select and train employees for international assignments and how these processes facilitate adjustment to new cultures.

What are the central thematic areas?

The core themes include the selection process of expatriates, the necessity and effectiveness of cross-cultural training, the adjustment process (including the U-curve theory), and the critical role of family and spouse support.

What is the research goal?

The main goal is to identify whether current corporate pre-departure programmes are effective in helping expatriates acquire the necessary skills for a successful and comfortable stay abroad.

Which methodology was used?

The research employed a descriptive design using an inductive approach, primarily utilizing quantitative questionnaires distributed to expatriates from SAP, Siemens, and Bosch.

What does the main body cover?

The main body examines literature on selection and training, details the research methods used, and presents an analysis of survey findings comparing theory with the actual perceptions and experiences of expatriates.

Which keywords characterize the work?

The work is characterized by terms such as expatriate, selection, training, adjustment, global manager, cross-cultural competence, and spouse support.

Did the research find that training is sufficient for adjustment?

No, the findings suggest that while training is important, it is not a "cure-all." The individual's personal mindset, curiosity, and the support provided by the accompanying spouse are equally vital for a successful assignment.

How does the experience of China compare to the USA in this study?

The research noted that expatriates in China often reported faster psychological adjustment than those in the USA, likely because they were more conscious of potential cultural conflicts given the greater perceived cultural distance.