Lecture 4: Global Talent Management Flashcards
What does ethnocentric means?
- Home country-oriented
- Headquarters are from the home country
- Home country policies and practices
- replicate home country culture, knowledge
- consistency across units (subsidiaries)
What does polycentric mean?
- Host country-oriented
- managers are from hos country, they report to the home country, but usually, have freedom of decision
- no exact corporate culture
- HR practices are adopted from the parent company to the new environment
What does geocentric mean?
- a more collaborative approach in between parent and subordinates
- facilitates the development of an international team
- two-way communication
- looks for the best person in a job regardless of the country
Global integration
- requires controlling polices to ensure uniformity
- likely to restrict local creativity and development
- as time goes on more and more control is needed
Local responsiveness
- allows more autonomy at the local level, but also puts the company more at risk for a global brand to be diluted
- if global co-ordination is important, differentiation can put it at risk
Factors that influence the decision on which strategy to choose?
- Parent company international strategy
- Top managers beliefs ( philosophy, culture)
- Company country of origin ( US and Japan tends to have more centralized control)
- Type of industry
- nature of the subsidiary country ( available workforce..)
How can an exportive company strategy aligned with international strategy?
- Aligned with ethnocentric strategy
- High internal but low external consistency
- transfer of HR practices from HQ ( pest practices)
How can an adaptive company strategy aligned with international strategy?
- aligned with polycentric (regional centric) strategy
- Local HR reflects the local environment ( pest fit)
- low internal consistency with HQ, but high external with an environment
How can an integrative company strategy aligned with international strategy?
- aligned with geocentric strategy
- focuses on local integration with some reflection of global needs
- takes the best from HQ and local situation ( balancing best practices and best fit)
Where do all tree strategies lie on a spectrum
( local responsiveness) ADAPTIVE HRM —–> INTEGRATIVE —–> EXPORTIVE (global integration)
General factors for ex-pat success
- cross-cultural intelligence ( cultural self-efficacy and cult. extrinsic motivation)
- relational skills
- flexibility and adaptability
- family situation
- cultural openness
- consciousness
- extraversion
- agreeableness
- previous experience
more specific factors for expats
- if the partner is adjusted they will be less likely to adjust
- minority status at home leads to faster acculturation
outcomes of acculturation
- better well-beeing (when strong diversity climate)
- less likely to quit ( when high cultural intelligence)
Components of cross cultural intelegence
- Cultural self-efficacy
- Cultural intrinsic motivation
What of big 5 are responsible for expat success
- conscientiousness -higher performers
- Extraversion and agreeableness- less likely to terminate the assignment early
How can we help people to adjust and adapt?
- career support
- financial support
- adjustment support
What helps and hurts adjustment
- Challenge stressors help
- Hindrance stressors hurt ( role ambiguity, conflict..)
Developing adaptive skills (self dimension)
1) self dimension
- replacing fun at-home activities to similar once in a new country (stress reduction)
- building one’s confidence in their ability ( self-efficacy)
Developing adaptive skills
- relationship development
- willingness to communicate (language and cultural awareness)
What predicts the development of adaptive skills?
willingness, capability, and desire to relate
Preception dimension
- ability to understand why people behave the way they do
- correct attributions
- cultural awareness
- cultural skills can be trained ( ability to be not-judgmental)
Cultural toughness dimension
- some cultures are harder to adjust to
- no individual or gender differences have been found
Reading Winfred, Winston
What was found to be the best predictor of success?
- family situation
Recommendation: including a spouse into cultural training
Developing adaptive skills dimensions
- self dimension
reinforcement substitutions- finding replacement for activities at home
stress reduction- finding comfort zone (meditation)
technical competencies- building confidence in the new position - Relational dimension- ability to develop long-lasting relationships
willingness to comunicate- also very influenced by ability and confidence in-country language ( willingness, ability and desire to relate) - preception dimension- the ability to understand why foreigners behave the way they do
cultural awareness and ability to be non-judgmental can be trained - cultural toughness dimension
ability to withstand differences in cultures – this is particularly necessary when the cultures are very different
