Intercultural Competency & Organizations
Organizations have a different perspectives of viewing employees who have been posted in the previous years for international assignments. They are considered to have all the required experience. Apart from the organization consideration, even the individual employee have great value of their experience. They fail to understand experience achieve from carrying out international assignment vary with their country which hosts the assignment. This means that every country has unique challenges for expatriate, and unique skills are required for success.
An employee can have experience from a former posting, and when he or she is p...
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...osted in another country, for similar assignment, the experience and the acquired skills become in valid and inapplicable. The employee to be posted, family or spouse should use a self-assessment tool to review their cultural, professional and personal factors which help in determining their competency. Through the tool, important topics can be revealed for discussion, preventing surprises in future (Black et al. 1999, p. 313).
The organization should encourage and support application of appropriate tools which can measure the employees intercultural competencies. With such tools common assumptions can be avoided, since the tool can determine the actual inter cultural competence, improving where necessary in order to ensure success of the assignment. Security and other Information Employees being posted should be given an overview of the country’s security, and other risk fact6ors this helps in advance preparation. Informational meetings should be organized by the organization prior to relocation, and should involve employees, their families or spouses.
The meeting should enhance communication between the expatriate in communities or neighborhood. A prior trip can also be made by the employees being posted to get more information on various aspects of the country, and to educate and manage the expectations of the employees. RELOCATION Most of people who move whether within the town, across the as well as across countries complain of the encountered stress. Even if one is moving for an assignment out of his or her willingness, of to fulfill his dream moving is tedious.
International relocation has similar stress, and requires the organization through the human resource to provide appropriate relocation services, to ensure the expatriate settles with minimal stress. The organization should ensure the posted employees experience less stress in their movement, securing and maintaining the quality of their personal possession. The organization posting the employees should cater for the homes of the leaving employees, as a way of reduce the employees worry, and increasing their concentration on the assignment.
This can be achieved through, either buying the left home-particularly is the employees are willing to sell, and if they are not willing, the organization can pay for the housing expenses until they come back. After all necessary arrangements have been made, the organization can post the employees to the country for the assignment. Advance preparations enables the organization to rest with a sigh of relief, as they waiting the out come of the assignment. However, the organizations should not relax and stop supporting the expatriate.
The organization should make appropriate arrangements with destination assistance counselors of the country to ensure that that the expatriate are housed well during their stay in the country. The assistance helps the organization to maintain the housing budget while satisfying the expatriates interest. The expatriate, their family of spouse are given a brief orientation in the country. The destination assistance counselor deals with all the settling and logistics, rather than the expatriate facilitating expatriate’s total concentration on the assignment, and subsequent success.
Communication Organizations should ensure a continuous contact and communication with the expatriate, the manager should engage in regular talks with expatriate with regard to career planing, as it ensures a comfortable stay in the country while doing the assignment, and creates better chances of expatriates securing better job positions after their return. Organizations which communicate regularly with their employees overseas demonstrates their togetherness, motivating the expatriate in their performance, with subsequent assignment success.
Poor communication demotivates expatriate limiting their performance. The organization should facilitate and support installation of Internet connections in their new residential areas to ensure a regular communication with the expatriate, and to help them maintain their social and family relations (Black et al. 1999, p. 315). This provides a social balance, a necessity for the successful assignment. The organization should also establish policy to cover for the expatriate living expenses, such as electricity, and gas among others.