Global Economy

Introduction

Nowadays, as the development of the global economy, achieving a suitable job and keeping it in good position are harder than before because of the intensely competitive market. If the company wants to expand their business, there is a very important factor which is the recruitment in multinational operations. The essay below will discusses some wrong decisions that company made in recruitment and the way to solve it. The right behaviour of team leader and the suggestions of normal situation will also be discussed, when the expatriate is in trouble.

1. What did Sally do wrong?

Yes. But she takes some responsibility. MoneyPenny Investments need to take the major responsibility as the company have not provided a series of training for Sally before she went to Thailand. Sally was lack of pre-departure training and communication skills.

The shortage of excellent manager becoming the most frequently encountered problem in many companies, especially when the company reaches a certain size. Recruit senior manager from external is not an easy task. It is not only hard to find out but also need higher costs for company.

1.1 Lack of pre-departure training

1.1.1 Cross culture training

In particular, cross-culture training can be defined as a skill which is training people who have overseas assignment in other country with communication, behavioural and attitude skills. The purpose of this training is to promote the personnel cultural awareness (Gannon and Poon, 1997, 430). In a considerable number of enterprises, the source of the human resources is increasingly showing the international trend, more and more people from different countries become colleagues. At the same time, it is easy to have impact and collisions in the enterprise between different countries because of the different culture, management philosophy, management system and management methods (Gannon and Poon, 1997). Therefore, the cross-cultural training is necessary in the Human Resource Management between the international companies and multinational operations (Kealey and Prothroe, 1996, 141).

1.1.2 Language training

Language training is a process with purposes in order to improve the level of language.

As mentioned by Yu Lin and Emma (2012, 333), language barriers can lead to a large amount of problems, especially for employee who work in overseas. In common, language training should be included in pre-departure training. Consequently, language training is necessary before employee offered expatriate assignment.

When Sally hires staffs who know a little about English, the language barriers will become the biggest challenge. In result, Sally cannot explain the culture of the MoneyPenny Investments so that the expectations are hard to achieve.

1.1.3 Expectation

Battino (2006, 55) claimed that expectation has to do with future, it is anticipation of what will be happen in the future. The specific expectation makes sure the implementation of the strategy. The expectation will motivate the staff to achieve their goal and make things efficient. The employees who forget the direction and destination will lose their way and probably make the waste of money and time of company.

In the case, Sally spends almost four weeks to enjoy finding local restaurants and enjoy the contacts with local agencies to recruit the staff she needed. Until the end of the overseas working time, Sally just realised she had not found the suitable staff that she wanted to employee. Sally's exceptions of Thailand were unrealistic due to the fact that she had only visited Thailand as a tourist. She did not seriously realise that she was the expatriates of the company with an expatriate assignment and she was living and working in the Bangkok.

1.2 Lack of communication

The definition of Cross-cultural communication is the communication

between different countries, and the communication between any differences

in language and cultural background. It can be explained as in specific

communicative situation with different cultural backgrounds, they

communicated in a same language (Jacobs, 2011). Because of lack of

communication with local people, Sally felt home sick and lonely in fourth

week. It is difficult for her to eat out by herself. The different cultural and

ways of communication lead Sally in expatriate failure

2. What should Sally have done to improve the situation?

Sally should take several steps to improve the situation as below:

a. Language training

Since the language barriers is the most serious problem between Sally and the applicants, Sally should get a series of language training before she offered this expatriate assignment. When Sally was in Perth, she needs to learn the Thailand language and practice. If Sally does well on her prepared planning of language, she can communicate with local people to find where she can eat, where she can go shopping. Furthermore, Sally can use local language to explain the culture of company which was tried to achieve with the applicants who had no English skills.

b. Communication

Employees' effective communication is one of the critical elements for achieving high performance work teams. Intercultural communication has an influence on cross-cultural adjustment of expatriates' and attitudes to work (Collings, Scullion and Morley, 2007). Sally should practice Thailand language with the friends who came from Thailand to avoid the barriers in communication. Joining a social club is a good way to communicate with different people from different culture.

Although Sally had not done the enough preparing work before she went to