Training and Emotions Management Expatriates Working

Question: Discuss about the Training and Emotions Management for Expatriates Working. Answer: Introduction: Google provides a super employee friendly working environment for its employees. The company ensures that it keeps the employees motivated all the time by providing them with a workplace like no other company in the world. The USA office of Google is spread over an area of about 1 million square feet and consists of 16 buildings. It provided free foods to the employees through 18 cafes serving different cuisines. It has its own fitness centre and personal trainers to assist the employees. It proves the employees with a yearly complementary massage. It even has a doctor that too free of cost. The china office provides for meetings on beanbags and haves facilities like playing ping-pong for recreation. The Zurich offices have different theme sleeping pods, aquariums Victorian library theme and slides access the cafeteria. As a result, the employee satisfaction at Google rose 37% and eventual the company started registering more and more productivity over the years because of happy empl oyees (Google.com 2016). The culture at Zappos is very different as compared to the other companies. They follow a culture where there is no designation for the employee and all employees of the company are given the adequate scope to highlight their leadership skills. The company fires those who do not fit its culture no matter how talented the person is. At Zappos the happiness of the employees are given significant importance. This is maintained through checking control, highlighting progress, having strong social bonds and making the employees feel that they are a part of something big. At my company, the policy of Zappos with respect to happiness can be implemented using the four aspects used by Zappos. However, it will be difficult to follow the culture of no designation as my company follows the concept to control and command. My company also strives to employ people who are talented and it will be difficult to fire them as long as they meet their targets (Zappos.com 2016). Google has a different leadership style as compared to that of Zappos. At Google, the leadership type is more democratic and the decisions are left on the employees where as Zappos follows an authoritative leadership style with respect to its employees. Although both the companies have a different leadership style, they thrive to enhance employee morale and behavior with respect o the organizations. Google provides a friendly, enjoyable productive and playful working environment to the employee to develop employee loyalty and eventually lesser employment dispute and more productivity. Zappos on the other had provides an empowered working environment for the employees when they get a chance to demonstrate their leadership skills. This also increases the employees sense of ownership towards the organization ( Noe and Tews 2014). The pre departure program of the family moving from England to UAE has to consist of the following Cultural awareness training: the family first and for most have to be made accustomed to basic language used for communication in the UAE. The popular customs of UAE also have to be included in the pre departure training program of the couple. The language-training program should also include non-verbal communication techniques available with respect to the localities. The in depth training with respect to practices and customs of UAE will help the family develop better relation with their colleagues. Regulations with respect to alcohol consumption, public dress code policies and other laws of UAE which are different from that of England has to be included in the training program. As UAE is an Islamic country, the family should be made aware of Islamic rules and regulations along with festivals and holidays so that they respect all religions and get along well with their colleagues. All relevant information, which is to be required with by the family, has to be included in the traini ng program as the cultures of England and UAE are different ( Ghumman et al. 2013). Geographic and climate knowledge: the training program should also include information about climate conditions, political history, geographical environment and normal way of living in UAE. This basic information will help the family to settle in the new country. Spouse employment and children education: As the husband already has employment in the country, it is also important for the family to find job for the wife and good educational institutes for the children who are very young. The wife who is experienced in musical teaching can apply for a job in any educational institute. It should be recommended to them in the training program to take a short training with respect to musical culture in the UAE. The country has many educational institutes for children of different cultures so it will not be a problem to find suitable schools for the children (Boncori, I. and Vine, T., 2014). Mazda approach to bankruptcy threat in 1980: The Company held its employees as an asset and did not let them go even at high costs. The companies followed the approach of not letting go of skilled workers as new workers latter would require more cost with respect to training. The company believed in a long term bond with the workforce. The decision taken by Mazda reflected the strong bond with workforce as it was more like the decision of the family and not a company (Mondy and Martocchio 2016) Chrysler approach to bankruptcy threat in 1980: the company like Chrysler in the United States followed the policy of employing the candidates with the right skills for specific positions. The entrance and exit of individuals to the company is regular. The region does not strive for long-term dedication to a company. The HR of the company hire candidates with the intention of letting them leave according to the position of the company and employees themselves. The training provided to the employees in the company is temporary and task oriented. The company took a very professional and expected approach unlike Mazda by letting go of the labor and certain employees and reducing the wages of managers by only 2% (Hendry 2012) The American culture with respect to organizations believes in speed where as the Japanese culture believes in consistency. Solution and quick assessment culture is followed generally in the US business organization whereas the Japanese business organizations believe in consistence through a lot of paper works, discussions and consultation with respect to a decision (Lynd 2015). The American business organization believe in duties and job rules with respect to the employees where as the Japanese organization believe in going forward as a group and family. The cultures of USA are mixed cultures as the country consists of different individuals from diverse backgrounds whereas the Japan has a general and common culture within it, which is almost same for everyone. The companies in USA generally has the culture of setting short term goals where as organizations in Japan set long term Goals for themselves (Shively 2015). Advantages and disadvantages of Ethnocentric, Geocentric and polycentric staffing (Morschett, Schramm and Zentes 2015) Advantage- manages of the parent country might be the best choice for the job, sustained control and coordination can be enabled and assistance in key competency transferring. Disadvantage- very limited opportunity to host countrys professionals with respect to promotion, long time taken by parent country professional in being accustomed to the culture of the new host country, difference in benefit of host and parent country nationals. Advantage- elimination of cultural intolerance, inexpensive implementation and local people self esteem improvement because of career prospective. Disadvantage- limited career development of host country individuals shortage of experience in contemporary competitive market. Advantage- effective utilization of human resource, stronger informal and cultural management, establishment of a senior management team and sharing of resources across the company Disadvantage- high level of documentation, high cost of implementation, high training and relocation cost. The Coco Cola Company and Marks Spencer are two global organizations who use Polycentric, Ethnocentric and Geocentric staffing policies. Ethnocentric: Individuals of the parent countries fill the senior managements posts off the company with respect to its brances in the host country. The organization appointed a financial offer from the parent country when they started business in an eastern European country Polycentric: The Company believes that the local people can understand the local requirements best. Geocentric: As the company is spread over 200 countries a geocentric approach is preferred by the company. It believes in hiring employees form the host countries and sending experts from the parent county. Ethnocentric: the company believes in sending their best managers when they are starting business in a new country Polycentric: the organization does not follow the ethnocentric approach at all levels. It follows a polycentric approach with respect to skilled labor and Mid-level hiring Geocentric: Once the operation in the host country starts to function smoothly the organization, call back its original expertise and adopt a geocentric approach for employment. The company can get better individuals with respect to customer service at low cost in the outsourced company. The main functions of Etisalat can be concentrated on more by the company as they do not have to spend time with respect to supporting. The outsourced company mangers risk far better as they are expert in the field. The main advantage of the company with respect to outsourcing will be reduced hiring and operational expenses. When more staff will be required, the outsourcing company can provide it. It will also reduce the workload of the full time employees of Etisalat (Schniederjans, Schniederjans and Schniederjans 2015). References Boncori, I. and Vine, T., 2014. Learning without thought is labour lost, thought without learning is perilous: the importance of pre-departure training and emotions management for expatriates working in China.International Journal of Work Organisation and Emotion,6(2), pp.155-177. Ghumman, A., Tran, A., Foster, C. and Arya, N., 2013. The OSCE as a Tool for the Evaluation of a Pre-Departure Training Program: A Pilot Study.UBC Medical Journal,5(1). Google.com. (2016). About Us | Google. [online] Available at: https://www.google.com/intl/en/about/ [Accessed 22 Dec. 2016]. Hendry, C., 2012.Human resource management. Routledge. Lynd, R.S., 2015.Knowledge for what: The place of social science in American culture. Princeton University Press. Mondy, R. and Martocchio, J.J., 2016. Human resource management.Human Resource Management, Global Edition. Morschett, D., Schramm-Klein, H. and Zentes, J., 2015. The Role of Country Culture in International Management. InStrategic International Management(pp. 199-225). Springer Fachmedien Wiesbaden. Noe, R.A. and Tews, M.J., 2014. Employee Development and Growth.Workplace Well-being: How to Build Psychologically Healthy Workplaces, p.142. Schniederjans, M.J., Schniederjans, A.M. and Schniederjans, D.G., 2015.Outsourcing and insourcing in an international context. Routledge. Shively, D.H. ed., 2015.Tradition and modernization in Japanese culture. Princeton University Press. Zappos.com. (2016). About Zappos | Zappos.com. [online] Available at: https://www.zappos.com/c/about-zappos [Accessed 22 Dec. 2016].