Comments Assignment Q & A

Comments Assignment Q & A

Comments Assignment, please complete as instructed and return

Response/Comment Section Please complete

In 1-2 brief paragraphs, please respond to each of the 4 following comments

1. Question –If you were hired by a Chinese manufacturing company to provide Global HR Consulting services, what specific advice would you provide them as it relates to US employment laws before they begin operations in the United States?

1. Respond to this Answer – As an HR Consulting service provider of a Chinese manufacturing unit, my team’s main focus will be towards making sure that all the laws and regulations related to US employment laws are met. The workplace safety, the environment is safe and secure, no health hazard material around our workplace location. These few things are the basic requirements in the employment law of the United States.

Most importantly, I’ll make sure that the management back home in china understands the work dynamics & social context of Americans is far more distinctive than chines labor laws. Profound research will be conducted on US employment laws before a practical initiative will be launched. Based on Americans’ explicit context, I’ll conduct sessions with our chines management to make sure no ambiguity will arise once all international units are operational.

As the US work atmosphere is more verbalized & people tend to share verbally instead of using expressions or gestures like our chines, gestures, and facial expressions, and sometimes silence holds deep wisdom. I will make sure that both cultures’ differences won’t be any hurdle for any of the team members on both sides & both team members and managers understand the difference of laws and cultures on their every move.

2. Question– What are the potential challenges of expatriate managers working for much more money than the Host Country Nationals (HCN)? Which approach would you utilize to establish base salaries and why?

2. Respond to this Answer – The main challenge an expatriate manager’s face is a taunt they may hear on their back is about being an outsider and earning more than locals. In many cases, an expatriate manager is considered an enemy because a layer of change comes, which ultimately leads toward success rate and brings many unwanted haters to the race.

The paycheck really works as a game-changer in many cases as an expatriate manager gets his salary based on his home town pattern & the country he is deputed to allow the company to get employees at lower wages than international standards. Cheap labor or office staff means reduced costs for big multinationals.

But this also brings another challenge for the expatriate team member, the hurdle in training sessions, local language barriers. Suppose the company has a good global HR manager, then the expatriate manager may overcome these hurdles. In that case, the willfully learns & understands the local culture and social context cultures.

Question Three – What is “reverse culture shock”? Based on the assigned readings, how would you ensure that your employees do not experience this when they return to the United States after a 5 year assignment overseas?

3. Respond to these two Comments in 1-2 paragraphs each!

COMMENT #1.Reverse culture shock is the emotional ad psychological distress suffered by individuals once they return home after being overseas a number of years. I would ensure my employees stay in contact with what’s happening back home, keep in touch with the individuals met along the way, assist them with getting involved with a travel opportunity such as volunteering that can build on personal and professional development, and ensure they stay adventurous by continuing to meet new people. In addition, I would be patient and understanding that it may take some time to overcome and will assist them will any help as they readjust.

COMMENT #2.In ensuring that my employees do not experience this when they return there are a few implementation that should happen and that is: keeping the team rooted with home culture in staying familiar with the face-paced lifestyle, having a transition program in retracing the American business values, core values, and attitudes of being back in the U.S. Throughout those 5 years being overseas my employees would have learned a lot, seen differences between the U.S. and that country, and experienced a new lifestyle. Receiving help and assistance from not only myself but other employees to help make the transition back from being overseas as easy as possible & lee sever depending on the communication between friends, family, and myself.  

4. Question -If you were assigned to work as an expatriate HR Manager for your company in a country such as India, what are some of the things that will aid in your success?

Respond to the following two comments in 1-2 brief paragraphs each?

Comment 1. I would make sure to clearly understand what the company’s objectives are for my expat experience.  I would be aware of the three practices that make for a successful experience; a goal to focus on knowledge creation and global leadership development, making sure my cross cultural and technical skills are honed, and the existence of a good repatriation package for my successful return.  I would focus on the immersion of my being in the new culture and I would remind myself to be open to all thoughts and opportunities.  Being aware that India is a high context country, I would attempt to educate myself on all aspects of the host country, but especially on accepted business practices and styles.  I would seek to gain or improve my language abilities.  I would expect to teach, but also to be taught.

Comment 2. Market research would be ideal especially being an expatriate in a foreign country I would want to know more about the languages, people, and how business is conducted there. Understanding the customs from India is different but could also be similar to the U.S. so a culture shock is inevitable. Being mindful of the language barrier which piggy backs on the last discussion post of having low and high context amongst one another and also staying in touch with your company is ideal. I believe in connecting and making friends to get to know India to familiarize myself. With this being said I feel these pinpoint some of the things that will aid in my success being assigned as an expatriate HR Manager in a foreign country like India.

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