Anglo-French Wines Direct (AFW), a large multinational company based in UK, established
a ‘High Flyers Programme’ four years ago in order to develop middle and senior managers of
the future to enable the achievement of its global growth objectives. The aim was to send
them to one of the international subsidiaries for two years and bring them back for a more
senior position in the UK. However, the new Global HR Director of AFW has discovered
several problems associated with this leadership programme. More precisely, she identified
the following three types of assignment failure:
1. 25 per cent of the expatriates returned home early due to dissatisfaction.
2. Over 35 per cent of the expatriates who remained in post were considered to be
underperforming compared to local management’s expectations of them.
3. Around 30 per cent of those who completed their postings, left within a year of their
return to England.
These outcomes, however, are not attributable to a particular cause but are rather influenced
by a variety of factors which will be analysed more closely in this report. Generally speaking,
it can be assumed that the reasons for the present difficulties are mainly due to an ineffective
management of the ‘Ideal International Assignment Cycle’ (see Figure 1) which includes the
key components recruitment and selection, hiring, preparation, expatriation and repatriation
and will be elaborated on below: [...]
Table of Contents
- Problem 1: Premature return of the expatriates
- Problem 2: Underperformance of the expatriates
- Problem 3: Post assignment attrition
Objectives and Key Themes
This report critically analyzes the causes of expatriate failure within Anglo-French Wines Direct's (AFW) "High Flyers Programme." The objective is to identify weaknesses in the program's management of the international assignment cycle and propose potential improvements.
- Ineffective selection processes for expatriates
- Inadequate preparation and support for expatriates
- Unmet expectations and cultural adjustment difficulties
- Lack of post-assignment support and career development
- The impact of AFW's organizational approach (ethnocentric vs. polycentric) on expatriate success
Chapter Summaries
Problem 1: Premature return of the expatriates: This section explores the reasons behind the high rate of expatriates returning home early. It argues that inadequate selection processes, focusing on technical skills rather than cross-cultural competence and personal suitability, contribute significantly to dissatisfaction. Unmet expectations regarding job roles, lack of support from both home and host countries, and limited promotion opportunities upon repatriation are also identified as major factors. Finally, the absence of cross-cultural and language training before departure hinders cultural adjustment, leading to dissatisfaction and early return. The analysis points to deficiencies in the recruitment, hiring, and preparation stages of the international assignment cycle.
Problem 2: Underperformance of the expatriates: This section investigates the reasons for underperformance among expatriates who remain in their postings. It highlights the crucial role of cultural adjustment and the possession of specific competencies, such as balancing tensions and open-mindedness, in achieving effective performance abroad. The insufficient interaction with host nationals due to AFW's ethnocentric approach and the lack of consideration for required expatriate skills during the selection process are identified as contributing factors. Furthermore, the generic and short leadership training provided before departure, combined with a potential lack of support from top management, is viewed as inadequate preparation for the challenges of the assignment. The discussion also acknowledges that high domestic performers may not translate to high international performers, and that differing performance expectations between home and local supervisors can skew appraisal results.
Problem 3: Post assignment attrition: This section examines the high attrition rate among expatriates after returning to England. It suggests that unmet expectations regarding career management and a lack of promotion opportunities at AFW are significant drivers of this issue. The absence of crucial repatriation practices, such as recognition and opportunities to apply the gained international experience, further contributes to repatriates' decisions to leave. The analysis emphasizes the critical importance of a well-structured repatriation stage to ensure the long-term success and retention of high-potential managers developed through the program.
Keywords
Expatriate failure, international assignment, leadership development, cross-cultural adjustment, selection criteria, preparation, repatriation, performance appraisal, organizational culture, ethnocentric approach, polycentric approach, unmet expectations, attrition.
Anglo-French Wines Direct (AFW) "High Flyers Programme": Expatriate Failure Analysis - FAQ
What is the main focus of this report?
This report critically analyzes the causes of expatriate failure within Anglo-French Wines Direct's (AFW) "High Flyers Programme." It aims to identify weaknesses in the program's management of the international assignment cycle and propose potential improvements.
What are the key problems addressed in the report?
The report focuses on three main problems: 1) Premature return of expatriates; 2) Underperformance of expatriates; and 3) Post-assignment attrition (employees leaving AFW after returning from assignment).
Why do expatriates return home early?
Several factors contribute to premature returns. Inadequate selection processes focusing on technical skills instead of cross-cultural competence and personal suitability are key. Unmet expectations regarding job roles, lack of support from both home and host countries, limited promotion opportunities upon repatriation, and a lack of cross-cultural and language training all play significant roles.
Why do some expatriates underperform during their assignment?
Underperformance is linked to difficulties with cultural adjustment and a lack of specific competencies like balancing tensions and open-mindedness. The ethnocentric approach of AFW, insufficient interaction with host nationals, and inadequate pre-departure training contribute to this issue. Differing performance expectations between home and local supervisors can also skew appraisal results.
Why is there a high attrition rate after expatriates return to England?
High post-assignment attrition is due to unmet expectations regarding career management and a lack of promotion opportunities upon repatriation. The absence of proper repatriation practices, such as recognition and opportunities to utilize gained international experience, further contributes to employees leaving the company.
What are the key weaknesses identified in the AFW "High Flyers Programme"?
The report highlights weaknesses in selection processes, preparation and support for expatriates, addressing unmet expectations and cultural adjustment difficulties, post-assignment support and career development, and the impact of AFW's organizational approach (ethnocentric vs. polycentric) on expatriate success.
What are the key recommendations implied by the report (though not explicitly stated as recommendations)?
The report strongly suggests improvements in selection criteria to include cross-cultural competence, better preparation and support including comprehensive cross-cultural and language training, clearer communication of expectations, enhanced post-assignment support and career development opportunities, and a review of AFW's organizational approach to foster a more inclusive and supportive environment for expatriates.
What are the key words associated with this report?
Expatriate failure, international assignment, leadership development, cross-cultural adjustment, selection criteria, preparation, repatriation, performance appraisal, organizational culture, ethnocentric approach, polycentric approach, unmet expectations, attrition.
- Quote paper
- Anna Jung (Author), 2014, Critical Analysis of Possible Causes of Expatriate Failure at AFW Direct, Munich, GRIN Verlag, https://www.grin.com/document/272553
