16.4: Training and Management Development

Question 1

What is the difference between training and management development for expatriate managers?

Answer 1

Training is about giving expatriate managers specific skills required for success in a foreign posting, while management development is a broader concept intended to develop a manager’s skills over their career with the firm, reinforcing the desired corporate culture and facilitating knowledge sharing within the multinational enterprise.

Question 2

What are the four dimensions that predict success in foreign postings according to Mendenhall and Oddou?

Answer 2

The four dimensions are:

Self-orientation
Others-orientation
Perceptual ability
Cultural toughness

Question 3

Why is cultural training important for expatriates?

Answer 3

Cultural training fosters an appreciation for the host country’s culture, enhances effectiveness in dealing with host country nationals, and eases culture shock, which is crucial for both the expatriate and their family’s adjustment to the new environment.

Question 4

What role does language training play in the success of expatriate assignments?

Answer 4

Language training, even if it doesn’t lead to fluency, can build rapport with local employees, improve the manager’s effectiveness, and foster a better image of the firm in the host country.

Question 5

What is practical training for expatriates?

Answer 5

Practical training helps expatriates and their families ease into daily life in the host country. It often includes establishing a routine and building a support network, which is crucial for the expatriate family’s integration into the new environment.

Question 6

What is repatriation, and why is it a critical aspect of expatriate training and development?

Answer 6

Repatriation is the process of preparing expatriate managers for reentry into their home country organization. It’s critical because poorly managed repatriation can result in a failure to utilize the new skills and knowledge acquired abroad, leading to dissatisfaction and potential attrition.

Question 7

What is the difference between expatriate training and management development?

Answer 7

Expatriate training is focused on giving managers the specific skills needed for success in a foreign posting. Management development is broader and aims to develop a manager’s skills over their career, reinforcing the desired corporate culture and facilitating knowledge sharing within the multinational enterprise.

Question 8

What are the components of a comprehensive training program for expatriate managers?

Answer 8

A comprehensive training program for expatriate managers typically includes cultural training to appreciate the host country’s culture, language training to communicate effectively with local nationals, and practical training to ease daily life transition for the manager and their family.

Question 9

Why is repatriation considered a critical aspect of the training and development process for expatriate managers?

Answer 9

Repatriation is critical because it prepares expatriate managers for reentry into their home country organization, ensuring that the knowledge and skills acquired abroad are utilized effectively and to prevent turnover upon their return.

Question 10

What is cultural training, and why is it important?

Answer 10

Cultural training helps expatriate managers understand and appreciate the host country’s culture, which enhances their effectiveness in dealing with host country nationals and eases culture shock.

Question 11

How does language training benefit expatriate managers?

Answer 11

Language training builds rapport with local employees and improves managerial effectiveness, even if full fluency is not achieved. It shows willingness to communicate and respect for the host country’s culture.

Question 12

What is Monsanto’s approach to repatriation?

Answer 12

Monsanto’s repatriation program focuses on more than just business by also attending to the family’s reentry and personal and family-related issues.

The program includes debriefing sessions to help returning employees work through personal difficulties and to share their experiences.

Question 13

How do management development programs help international businesses?

Answer 13

These programs help build a unifying corporate culture, facilitate knowledge sharing, and improve coordination and control within the multinational firm. They often involve rotations through various jobs in different countries and in-house training events that reinforce the company’s values.

Question 14

Why is a diverse workforce considered a competitive advantage?

Answer 14

A diverse workforce brings a significant mix of genders, cultures, and ethnic backgrounds, which has been linked to superior financial performance, improved problem-solving, more effective marketing, better product design and delivery, and a stronger brand image. It also increases employee satisfaction and attracts top talent.

Question 15

What are the performance benefits of workforce diversity?

Answer 15

Companies with workforce diversity are likely to see:

Enhanced insight into the needs of a diverse customer base.

Increased creativity and innovation from different perspectives.

Improved employee satisfaction and productivity.

Higher returns on equity, especially when promoting women to executive roles.

Question 16

What strategies can international businesses use to promote workforce diversity?

Answer 16

Strategies include:

Creating a clear diversity and inclusion policy.

Setting clear goals for diversity and measuring performance improvements.

Hosting diversity workshops to educate about inclusion and overcome biases.

Encouraging outreach to women and minorities to increase recruitment.

Creating employee reference groups for networking and support.

Question 17

At what representation percentage does diversity increase employee satisfaction?

Answer 17

Employee satisfaction increases when diversity exceeds 15 percent of the workforce. When diversity recruitment is only a token effort, psychological outcomes tend to be poorer.

Question 18

What are the challenges of building a diverse workforce for an international business?

Answer 18

Challenges include varying definitions of cultural and ethnic minorities across nations, different degrees of acceptance of diverse groups in leadership roles, and overcoming subconscious biases and stereotypes.