Contents
1 Introduction
2 Expatriation – Discontinued Model?
2.2 Virtual Teams - Advantages
2.3 Costs
2.4 Improved Travelling Conditions
3 Expatriation - Importance in Global Economy
3.2 Virtual Teams - Disadvantages
3.3 Cultural Intelligence
3.4 Business Relationships
3.5 Investment in Human Capital
4 Conclusion
,,If globalization is seen as inexorable, then companies will need a globally mobile workforce tasked with administering their far-flung but rapidly growing operations” (cf. The Economist, 2010).
Corporate business strategies involving mergers and acquisitions, greenfield investments or international joint ventures underline the importance of acting international throughout all business activities. Consequently human resources (HR) is facing an increased need for employees willing to work abroad for a limited time period. This essay critically examines the question whether ,,with the growth on modern communication technologies, such as email and video-conferencing, and the ease of international travel, expatriates will become an extinct species.” Pros and cons will be discussed in order to weight different perspectives and provide a final conclusion.
Table of Contents
1 Introduction
2 Expatriation – Discontinued Model?
2.1 Virtual Teams - Advantages
2.2 Costs
2.3 Improved Travelling Conditions
3 Expatriation - Importance in Global Economy
3.1 Virtual Teams - Disadvantages
3.2 Cultural Intelligence
3.3 Business Relationships
3.4 Investment in Human Capital
4 Conclusion
5 Bibliography
Objectives and Topics
This essay critically examines whether modern communication technologies and improved travel conditions have rendered traditional expatriation an obsolete management model, while evaluating the continued necessity of international assignments for global business operations.
- The impact of virtual teams on international assignment structures
- Economic cost-benefit analysis of expatriation versus alternative tools
- The role of cultural intelligence and cross-cultural immersion
- Strategic importance of personal relationships and human capital investment
- Optimization of project management through complexity-based differentiation
Excerpt from the book
Expatriation – Discontinued Model?
Beardwell and Clark point out the relevance of a tight fit between business and human resources strategies (Beardwell / Clayton, 2007, p.4-9). From a strategic perspective internationalization tendencies became relevant for many companies during the second half of the 20th century. Driven by motives such as labor cost reduction, market growth or worldwide production they began to establish themselves abroad. In this process expatriates are fulfilling the following three main functions: First, launching local operations. Second, transferring technical or functional expertise to local markets. Third, developing managerial structures abroad (Briscoe / Schuller, 2004, p.230).
In recent years, the number of international staff assignments increased steadily. The percentage of delegated top managers remained relatively constant, growing numbers were tracked on operational level. (Hoppe, 2003) However, the current economic situation leads to an increased cost pressure on human resources management. Current practices in sending employees abroad have to be reviewed critically, as today modern communication technologies or short business trips provide more cost effective solutions to manage global projects (Hoppe, 2003). The following arguments support the replacement of the traditional expatriation approach.
Summary of Chapters
1 Introduction: Provides the context of a globally mobile workforce and outlines the core research question regarding the potential decline of expatriation in the age of modern communication.
2 Expatriation – Discontinued Model?: Analyzes factors that challenge the necessity of expatriates, focusing on virtual teams, high assignment costs, and enhanced convenience in international business travel.
3 Expatriation - Importance in Global Economy: Examines the limitations of virtual communication and highlights the indispensable role of expatriates in building cultural intelligence and maintaining essential personal business relationships.
4 Conclusion: Summarizes that while alternative tools exist, traditional expatriation remains a vital strategic instrument, provided that projects are categorized by complexity to determine the optimal management approach.
5 Bibliography: Lists the academic literature and digital resources utilized for the research and arguments presented in the essay.
Keywords
Expatriation, International Human Resource Management, Virtual Teams, Global Economy, Cultural Intelligence, Business Relationships, Human Capital, Cost-benefit Analysis, Globalization, Project Complexity, Communication Technologies, International Assignment, Corporate Strategy, Repatriation, Management Efficiency.
Frequently Asked Questions
What is the core focus of this paper?
The paper evaluates the future of the traditional expatriation model in light of technological advancements and changing economic conditions.
What are the primary themes discussed?
The main themes include the shift toward virtual team structures, the financial burden of traditional expatriation, the importance of cultural intelligence, and the strategic value of international assignments.
What is the central research question?
The research asks if modern communication technologies and the ease of international travel will eventually make the "expatriate" an extinct species in global business.
What scientific methods are applied?
The author employs a critical comparative approach, balancing arguments for cost-effective virtual alternatives against the qualitative benefits of on-site international management.
What topics are covered in the main section?
The main section investigates the advantages of virtual collaboration, the high costs of traditional assignments, the improvements in travel logistics, and the persistent need for cultural immersion and relationship building.
Which keywords best describe this work?
Key terms include Expatriation, Virtual Teams, Cultural Intelligence, Global Management, and Human Capital Investment.
How does the author categorize projects in terms of management approach?
The author suggests using a matrix that differentiates projects based on their complexity and the required communication effort to decide whether to use expatriation, business trips, or virtual communication tools.
Why is the "Fred Bailey in Japan" case study mentioned?
It serves as an example of a high-complexity project where expatriation was necessary to manage daily interactions with clients and staff, proving that technology cannot always replace personal presence.
- Quote paper
- Patrick Daum (Author), 2011, Expatriation in the world of modern technologies and the convenience of international traveling, Munich, GRIN Verlag, https://www.grin.com/document/193128
