Week 7 Assignment – Successful Domestic Company Goes Global!
You are the CEO of a successful domestic company. Recently, many prospective clients in foreign countries have expressed a desire to conduct business with you. You know that in order for your company to grow, you will have to expand outside the United States. You recently attended a local three-day international trade exposition and have gathered many brochures on the foreign companies interested in doing business with your company.After meeting with your executive committee, you decide that you will need to innovate and identify at least two countries for expansion and two expatriates to send into those countries. The selected expatriates will learn about the countries’ cultures and business activities (leverage your assignment from Week 6). You must prepare a report for the employees who may want to take an overseas assignment, the executive committee, and the board of directors.Prepare
This assignment builds upon the Week 6 assignment, you will include the content in this assignment. Use the Internet and Strayer Library to research countries for expansion and leveraging expatriates over country nationals for business overseas.Instructions
As a strategic global manager (CEO), Write a 5â€“7 page report in which you:
Develop a framework for your guide.
The framework should be written for expatriates that will live abroad for 1â€“2 years.
The guide should include tasks and information such as the following:
Items to pack.
Accommodating a vehicle (leave behind or send overseas).
Shipping or selling furniture.
Arranging accommodations for family living in another country for the duration of their stay abroad.
Recommend two texts that the selected expatriates should take overseas with them.
Research texts that could help expatriates in their transition to working overseas.
Provide a rationale for your selections.
Determine three criteria that you would consider when deciding which employees to send abroad.
Justify your response.
Discuss the innovative methods and/or incentives you would use to encourage the selected employees to become expatriates.
Provide a rationale for your response.
Recommend one strategy to ensure that both the executive committee and the board of directors are committed to the expansions.
Provide a rationale for your recommendation that includes the following:
Statistics supporting the decision to expand into the identified countries.
A feasibility study of your companyâ€™s proposed expansion to the identified countries.
Information related to renting or buying land or a building.
Any other information relevant to the case for expansion.
Use at least four sources to support your writing. Choose sources that are credible, relevant, and appropriate. Cite each source listed on your source page at least one time within your assignment. For help with research, writing, and citation, access the
This course requires the use of Strayer Writing Standards. For assistance and information, please refer to the Strayer Writing Standards link in the left-hand menu of your course. Check with your professor for any additional instructions.The specific course learning outcomes associated with this assignment are:
Create a global expansion strategy that addresses leveraging expatriates and ensuring commitment from leadership.
Review topics related to strategic planning, management styles, negotiations, and human resources management within a global context.
MGT 510: Global Business Management
This expatriate guide will be essential for individuals seeking to work abroad for their
organizations and partnering companies. The information used in the guide will be helpful for
numerous purposes. The primary purpose of this expatriate guide is to ensure that the expatriate
will be acquainted with the destination country before they leave for the country. As a result, the
expatriate will benefit from having prior information about the destination country and help them
adjust accordingly. Another purpose of this expatriate guide is to analyze the views of other
expatriates regarding the destination country. This information is essential because it ensures that
the expatriate can sample and analyze the opinions of other expatriates who have visited the
destination country and assist them in making the necessary decisions to embark on the
expatriate assignment or not. An expatriate guide is a document that provides an individual
willing to work in another country other than where they legally reside to give information on the
destination country and ensure that they can adjust themselves to the norms and standards of the
new country (Bayraktar,2019). This suggests that the expatriate guide serves as a survival tactic
that ensures that the expatriates are aware of essential factors of the destination country, such as
behavior, cultures, and the laws and regulations of the country.
Consequently, this guide recommends that the organization invests in expanding into
South Africa and Dubai for their business operations. Any valuable information source for
individuals should be objective to ensure that the audience has accurate information (Biemann &
Braakmann, 2013). Business expansions through the use of expatriates offer business
organizations the opportunity to survey and understand the business environment of the
destination country before entirely investing in the country (van der Laken et al., 2019).
Expatriates in business use this technique of expansion as a precautionary measure, and most
partner with already existing organizations in the destination country. The decision to develop
these countries is based on several factors. The first factor is the cultural backgrounds of the two
countries. The two countries welcome external investments to increase their economic growth.
This provides an opportunity for business growth internationally by first utilizing expatriates to
understand the respective business environments. Also, the two countries selected speak English,
especially in corporate businesses easing the chances of fitting perfectly in their business
environments. The recommendation for the two countries for expansion is because they have a
friendly attitude towards external investments, and their economies indicate the potential for
business development. Therefore, expatriate expansion of the business was justified to increase
the organization’s global footprint.
Consequently, there are inherent benefits of expansion into the two countries. Every
proposal for expansion has potential advantages and disadvantages (Chen, 2019). According to
Van der Laken et al. (2016), business success occurs through expatriation because many
countries enjoy the benefits of external investment. This argument suggests that the organization
stands to benefit from economic growth by investing in these countries through expatriation.
Also another advantage is the transfer of skills to the destination country, increasing the chances
of the organization’s success (Fan et al., 2022). The potential of the organization’s success is
achieved through the transfer of skills to the destination country. This effectively ensures that the
company can easily access skilled labor from the destination country’s workforce trained by
expatriates. However, one major disadvantage of expansion into the destination countries is the
cultural shock experienced by the expatriates as they seek to expand the organization in the
destination country (Jawad, 2020). This is a significant hindrance that limits the organization’s
expansion through expatriates. The expatriates are exposed to different cultures and often find
adjusting to the new culture difficult. As a result, the expansion takes longer due to the culture
shock. Therefore, this expatriate guide is coherent and reliable and offers critical information
regarding the expansion process of the organization through expatriation.
Bayraktar, S. (2019). A diary study of expatriate adjustment: Collaborative mechanisms of social
support. International Journal of Cross-Cultural Management, 19(1), 47â€“70.
Biemann, T., & Braakmann, N. (2013). The impact of international experience on objective and
subjective career success in early careers. The International Journal Of Human Resource
Management, 24(18), 3438-3456. https://doi.org/10.1080/09585192.2013.775176
Chen, M. (2019). The Impact of Expatriates’ Cross-Cultural Adjustment on Work Stress and Job
Involvement in the High-Tech Industry. Frontiers In Psychology, 10.
Fan, D., Wu, S., Su, Y., & Li, Y. (2022). Managing expatriates to achieve mutual benefits: An
integrative model and analysis. Journal Of International Management, 28(2), 100882.
Jawad, A. (2020). Managing International Assignments (Expatriates and Inpatriates): Effect of
Cultural Diversity. International Journal Of Business And Management, 15(12), 78.
van der Laken, P., van Engen, M., van Veldhoven, M., & Paauwe, J. (2019). Fostering expatriate
success: A meta-analysis of the differential benefits of social support. Human Resource
Management Review, 29(4), 100679. https://doi.org/10.1016/j.hrmr.2018.12.003
van der Laken, P., van Engen, M., van Veldhoven, M., & Paauwe, J. (2016). Expatriate support
and success. Journal Of Global Mobility: The Home Of Expatriate Management
Research, 4(4), 408-431. https://doi.org/10.1108/jgm-11-2015-0057
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