Over the past decades organisations have increased their global activities. As a consequence, the role of expatriates has also grown in significance. But, as particularly American researchers claim, expatriate failure rates are still very high. So, what needs to be done to reduce these failure rates?
It is the aim of this dissertation to identify the critical success factors in expatriate assignments. In order to fulfil this aim, the various stages of the so called expatriate cycle will be examined in turn. What are the success factors in the selection, the preparation, and the adaptation phase? How important are an attractive compensation package and the career outcome? All these questions will be answered by current and former expatriates who were interviewed and asked to complete a questionnaire.
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Table of Contents
1. INTRODUCTION
1.1 Background to Dissertation Topic
1.2 Relevant Definitions
1.3 Professional and Academic Significance of the Study
1.4 Research Objectives and Research Question
1.5 Research Design and Sample Selection
1.6 Structure of the Dissertation
2. CRITICAL LITERATURE REVIEW
2.1 Expatriation in Context
2.1.1 Motives for Expatriation
2.1.2 Problems of Expatriation
2.2 Success Factors in the Individual Phases of the Expatriate Cycle
2.2.1 Selecting Expatriates
2.2.2 Preparing and Orienting Expatriates
2.2.3 The Adjustment Process
2.2.4 Expatriate Compensation
2.2.5 Repatriation
2.3 Concluding Remarks
3. METHODOLOGY
3.1 Research Approach and Strategy
3.2 Sample Selection and Data Collection
3.3 Ethical Issues
3.4 Generalisability, Validity and Reliability of the Findings
4. ANALYSIS AND EVALUATION OF FINDINGS
4.1 Success Factors in the Selection Process
4.2 Integration as Potential Success Factor
4.3 An Appropriate Leadership-Style as Success Factor
4.4 Compensation as Success Factor
4.5 Success Factors in Repatriation
5. CONCLUSIONS AND RECOMMENDATIONS
5.1 Success Factors in the Selection Process
5.2 Integration as Potential Success Factor
5.3 An Appropriate Leadership-Style as Success Factor
5.4 Compensation as Success Factor
5.5 Success Factors in Repatriation
5.6 Closing Remarks
Research Objectives and Focus
This dissertation aims to identify the critical success factors in expatriate assignments from a European/German perspective. The study seeks to address high failure rates by examining the various stages of the expatriate cycle and answering how organizations can better manage managers assigned abroad.
- Identification of critical success factors in the selection, preparation, and adjustment phases.
- Evaluation of the role of family situation and flexibility in the success of expatriates.
- Assessment of the importance of compensation packages and career outcomes.
- Analysis of integration challenges and the impact of cross-cultural training.
- Development of a European/German perspective on expatriate management.
Excerpt from the Book
2.2.1 Selecting Expatriates
Research into selection criteria for international assignments shows a split between theory and practice, with the theory stressing the need for interpersonal skills and the practice stressing technical competence.
In a 1997 survey by Organization Resources Counselors (cited by Bonache and Fernández, 1999) technical and other professional qualifications were by far the most frequently cited criteria employed when selecting a person for an international assignment. Companies ranked seven selection criteria from most important (1) to least important (7). The percentage of companies ranking each factor as first, second, or third most important are shown in Table 2-1:
Summary of Chapters
1. INTRODUCTION: Provides the background for the management of expatriates, defines key terms, and outlines the research objectives and design.
2. CRITICAL LITERATURE REVIEW: Reviews existing research on expatriation motives, problems, and success factors within the expatriate cycle.
3. METHODOLOGY: Details the multi-method research strategy, combining survey data and case study interviews to test the study's hypotheses.
4. ANALYSIS AND EVALUATION OF FINDINGS: Examines the empirical data regarding selection, integration, leadership, compensation, and repatriation factors.
5. CONCLUSIONS AND RECOMMENDATIONS: Summarizes the findings and provides recommendations for organizations to improve the effectiveness of their international assignments.
Keywords
Expatriates, Critical Success Factors, International HRM, Global Management, Expatriate Cycle, Selection Criteria, Cross-Cultural Training, Adjustment Process, Repatriation, Compensation, Career Outcome, Soft Skills, Global Mobility, Organizational Learning, Multinational Enterprises
Frequently Asked Questions
What is the primary focus of this dissertation?
This work focuses on identifying the critical success factors that determine the success or failure of expatriate assignments within multinational enterprises.
Which central topics are analyzed?
The core topics include the selection process, preparation and training, the adjustment process in host countries, expatriate compensation, and the challenges of repatriation.
What is the core research objective?
The primary objective is to test five specific hypotheses regarding success factors, such as the role of family, integration, leadership style, financial benefits, and career outcomes.
What research methodology is used?
The author employs a deductive, multi-method approach, utilizing both standardized questionnaires and semi-structured interviews with German expatriates to gather primary data.
What is discussed in the main body of the work?
The main body reviews the critical expatriate literature, details the research methods used, and evaluates the collected survey and interview findings against existing academic theories.
Which keywords best characterize the study?
Key concepts include expatriate management, success factors, international staffing, cultural adjustment, and the expatriate life cycle.
Why are family situation and flexibility considered important?
According to the research findings, these "soft" factors are consistently ranked by expatriates as crucial for success, despite companies often prioritizing technical skills in their selection processes.
How does this study differ from previous American-focused research?
Unlike many existing US-based studies, this dissertation provides new evidence and develops frameworks from a specific European/German perspective, highlighting regional differences in staffing and integration.
- Quote paper
- Thilo Weber (Author), 2004, What Are The Critical Success Factors In Expatriate Assignments?, Munich, GRIN Verlag, https://www.grin.com/document/34588
