At this point of time, we are at a stage where modern business management and global organisations have become synonyms with each other. Though the word ‘International Business’ exited many years ago, its application and presence has been noticed only since a few years ago. Multinationals like IBM, GE, Motorola and many more are carrying out business in more than 50 countries. Even small and medium sized companies are getting involved in globalisation. Skilled manpower being the most crucial resource for success in carrying out the strategies, there is involvement of interaction and movement of human resource across national boundaries. This research paper hereon would throw light on what the abilities and skills required by a manager to perform efficiently in another country. It has its implications mostly on workforce upon one particular group of individual’s i.e. expatriate staff. Also, included is the social and business culture in India, for expatriates from foreign countries, with analysis from a few authors mentioned in books & websites, and added personal experience. We Write Custom Research Papers on International Management topics!
Human resource management deals with recruitment and more importantly selecting the right people for the right job. Since management today is highly multi-cultural, national population have become more heterogeneous and less isolated, consumer varieties and demands are on a rise and there is an upward movement towards a global marketplace . Expansion, diversification, joint ventures, subsidiaries, mergers, acquisitions have all been merged with routine business practices. This brings about collaboration between two or more companies, also countries which possess two distinct organizational cultures. These kinds of situations require utility of multicultural skills to enhance the management systems. Investors from abroad bring along, not only capital but also buy companies, resorts and seek partners in the other country. What makes a successful manager? Employees in an organization are the most important resource and are considered assets of the firm. KSA’s (Knowledge, Skills, and Ability) of employees are features that organisations dig for in them.
These are those assets that cannot be mimicked, duplicated and are hard to find. Competent managers are those who possess global (cultural, political, economic), business (competition) and personal (individual knowledge) skills. Multicultural competent managers are those who think beyond local perceptions, eliminating old mind shifts and replacing them with new ideas and thoughts. Adoptions of new situations, lifestyles, languages etc are features that categorize efficient managers. Similarly, effective performance in a new environment, flexibility in dealing with diversity in people and thereby creating an optimistic and feasible scenario for the forth coming events makes one a successful performer in another nation. Another important characteristic that cannot be ignored is to seek cultural synergy between and among the different systems and strategies involved (Simons et. Cultures even though passed from generations have evolved with time, and changes that emerge gradually have significant impact on them. These changes are based on economic, social, political and technological factors.
However, a few things those are considered bad or illegal are nevertheless similar in other countries and likewise, some considered good or ethical are just the same elsewhere. But, it is also true that there are significant changes in different cultures. It is for this manager to prove his/her competence by evaluating the differences and similarities in both countries and making decisions accordingly, that will enhance his/her role as a manager. What is it that an expatriate has to consider while entering a new firm? Mission, strategy, objectives, vision, cultural synergy, co-managers, boss, colleagues and a few more critical issues that immediately relate to his/her performance. There is certainly more to this. A few other issues are not given enough importance but are equally important. Optimum use of time, listening habits, body language that conveys almost 80% of the message including manners and mannerism, ethical issues in contracts, humour across frontiers are critical enough to go un-noticed.
It thus makes it evident that expatriates do face problems in a different country, not just their individual issues but also family and other social areas of concern that include depression, loneliness, stress and many such mental traumas. In other words, the environment is perceived to be more aggressive to foreign culture and conducive to the domicile culture. According to Parks et. In 1988, the then Prime Minister of India, Late Rajeev Gandhi had paved way for globalization and opened doors to Americans businesses. ‘Made in Japan’, ‘Made in USA’ and such other tags are those that are commonly seen on products sold in India. India being a highly multi-cultural country has lots to learn about and study. If one knows the culture of India, it is very possible to make tentative predictions in relation to its outcome and behaviour with a high degree of accuracy. But, it is also true that there are changes that are taking place with time.