Organizational Behaviors
Of myriad factors having great effect toward the operation of multi-national corporations, human capital and behavioral problems remain the top issue to be concerned. Richard Hays (1971) noted that one of the most important points of human and behavioral issues is the performance of person of one nationality assigned for the positions in different cultural environment. Expatriates with overseas assignment especially managerial level or higher position, likely play vital role to ensure the continuing run of the firm. This short essay would like to discuss in brief about the factors affecting either success of failure of expatriate managers to perform their tasks. Additional preposition on the design of training programs regarding cross-cultural understanding and management along with required competencies will be conveyed in brief.
In his book entitled Essentials of International Management, Thomas wrote that there are several factors affecting the success of expatriate managers. The factors consist of individual competency which represents the comprehensive skillfulness of manager himself in leading a company, organizational variable, and the third which is environment.
Individual Factor
Personal characteristics are the primary determinant which defines whether people are effective in overseas assignment or otherwise. Referring to his previous work, Thomas said that empirical test failed to establish the consistent relationship between personality characteristics and measures of success such as task performance, adjustment, and satisfaction which finally emphasized on personal behaviors of successful individuals as well as their social skills. Individual expatriate managers who perform well in a foreign culture deliver personal capabilities, considered important to their success, which consist of the ability to manage psychological stress, to effectively communicate, and to establish interpersonal relationship.
Family situation, according to some research, plays critical role in supporting the success of expatiate managers assigned in overseas work. The lack of spouse adjustment, Thomas (2001) quoted from Hays, contributed to expatriate failure. Adopting Arthur’s idea, he further wrote that from 26 different nationalities of research respondents reveals at least five characteristics of individuals related to their success in overseas assignment. The five characteristics consist of family situation, adaptability, job knowledge, relational ability, and openness to other cultures.
In addition to personality characteristics and family situation and adaptability, demographic variables which consist of age, tenure, educational level, and marital status have been considered influential towards the effectiveness of expatriate managers in performing their tasks.
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