Why Exms Reluctant To Accept Overseas Assignments.

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Today, globalisation has had a strong effect on business environment and moved it into the next level. International business is getting bigger at a record pace. The increasing number of organisations are based in different countries all over the world. Relocating employees to work as expatriate managers (EXMs) in overseas locations is a useful technique adopted by many multinational companies. Companies usually try to send more employees abroad to maximize the international operations. It helps to maintain a variety of organisational purposes, such as solving staffing shortages, controlling overseas branches and improving productivity of employees. However, majority of employees neglect to accept overseas assignments. Companies are facing difficulties to find EXMs who are willing to accept overseas assignments. (Harvey, 1998) This can be explained by the following factors: cultural differences, family adjustment, career setbacks, financial imbalances, safety and health issues. This paper examines the reasons why managers are increasingly becoming reluctant to accept working overseas. There are many factors that can explain why managers are refuse to accept working in a foreign environment. One of the main factors is the culture shock that people have when they come to the foreign country. This troublesome phenomenon, in theory, has been described as the "stress induced by all the behavioral expectation differences and the accompanying uncertainty with which the individual must cope" (Black & Gregersen, 1991) When the expatriates firstly enter an unfamiliar culture, they feel uncertain about what behaviour is acceptable. This is important to consider because they face some restrictions at the new place and the consequences of the culture shock can be very damaging for the chosen employees. Managers become less effective and emotionally disorientated. According to

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