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Nov 24, 2024

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Discussion Questions (Due Saturday, 30 points, post to the weekly discussion board) 1. What are the most important factors involved in the selection decision? What are the specific differences in selecting females over males for placement in certain countries? Several significant variables are considered throughout the selection process, including technical aptitude, cross-cultural sustainability, family requirements, country/cultural requirements, MNE requirements, and language. Technical skill is arguably the most crucial (Dowling, Engle, Festing. 2013), since it determines whether or not the person is competent for the work requirements. Cross-cultural sustainability refers to whether or not a person can adapt to the culture of the new employment. Family obligations may limit a person's willingness to migrate their family to another nation for the purpose of a new employment. Linguistic is crucial because communication is hampered by language obstacles. Men in certain societies prefer to report to female supervisors (Dowling, Engle, Festing. 2013). Females have a more difficult time convincing their partner to migrate. Female expatriate performance is shown to be initially influenced by host country bias towards the role of a woman in some countries. 2. As a newly appointed Project Manager of a research team, you consider that you will be able to manage the project virtually from your office in London, even though the other six members are located in Munich. This will solve your personal dilemma as you family doesn't want to be relocated. The project has a six-month deadline. What factors should you need to consider in order to make this virtual assignment effective? As the manager of a project that is entirely conducted through virtual communication, you must be fully informed of how the project is progressing. Being able to use virtual lines of communication helps you to avoid relocation as a manager. Role conflict, dual loyalties, and identity challenges are some of the disadvantages of virtual assignments (Dowling, Engle, Festing into2013). Two further challenges that occur are determining how much time should be spent on "virtual" work vs "real" labor, and because the job is being done using electronic media, there is the possibility of cultural misunderstandings. In what ways would the role of a manager be working in a non-standard international assignment arrangement differ from that of a typical expatriate manager? A typical management position involves the manager residing and working in the host nation of the project being performed. In an unusual management position, the manager may live in one nation while working in another. This predicament can be resolved in a variety of ways. The manager may take on commuter jobs and only travel one or twice a week (Dowling, Engle, Festing. 2013). The manager may be assigned on a rotating basis, which would require him or

her to commute and stay for a specific length of time, followed by another set period for a break in their home nation (Dowling, Engle, Festing. 2013). Both of those tasks include a regular travel schedule, which can be a source of additional stress on top of the requirement to work in another nation. References 1. Dowling, P., Engle, A., Festing, M. (2013). International Human 2. Resource Management 6th Edition. Cengage Learning: United Kingdom.

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