Instructions To Read The Case Study Below Please Click The L ✓ Solved

Instructionsto Read The Case Study Below Please Click The Link And Lo

Instructions To read the case study below, please click the link and log into the CSU Online Library. Bodolica, V., & Waxi, M. (2007). Chicago food and beverage company: The challenges of managing international assignments . Journal of the International Academy for Case Studies, 13(3), 31-42. Retrieved from Please answer the following questions after reading the case study: Which staffing framework do you recognize in this case study? Explain its characteristics and the advantages to using this type of framework? Would this type of staffing framework affect Paul’s ability to get things done? Why, or why not? Explain if any of the other staffing frameworks would be any better? What can you recommend to the company’s headquarters in this sense? Why does Paul want this job? Is Paul a good candidate for this expatriate position? What comments can you make on expatriate management in general? And what comments can you make on the expatriate recruitment policy in particular? What are the different expatriate compensation methods you recognized in the text? What are the advantages and disadvantages of these different expatriate compensation methods? What do you suggest to the U.S. headquarters’ human resources manager in order to improve the expatriate satisfaction/compensation? Your submission should be a minimum of three pages in length in APA style; however, a title page, a running head, and an abstract are not required. Be sure to cite and reference all quoted or paraphrased material appropriately in APA style.

Sample Paper For Above instruction

Introduction

The case study “Chicago food and beverage company: The challenges of managing international assignments” by Bodolica and Waxi (2007) provides an insightful examination of the complexities involved in expatriate staffing and management within an international context. This paper aims to analyze the staffing framework recognized in the case, evaluate its characteristics and effectiveness, and explore alternative frameworks. Additionally, it examines Paul’s motivations and suitability for the expatriate role, discusses expatriate management strategies, and offers recommendations to enhance expatriate satisfaction and compensation strategies for the U.S. headquarters.

Recognized Staffing Framework

The case exemplifies the use of an ethnocentric staffing framework, where key management positions abroad are filled with parent-country nationals, primarily from the United States. This approach is characterized by a reliance on expatriates to manage international operations, driven by factors such as control, familiarity with corporate policies, and the desire to transfer company culture across borders.

The advantages of the ethnocentric framework include the ability to maintain a consistent corporate culture, ensure alignment of strategic goals, and facilitate control over foreign operations. It also provides opportunities for international staff to develop global managerial skills and ensures that managers understand the company’s standards and practices.

However, this approach can limit the development of local managerial talent, create cultural insensitivity, and incur higher costs associated with expatriate compensation and relocation. It can also lead to turnover issues if expatriates fail to adapt or if local employees perceive favoritism.

Impact on Paul’s Effectiveness

Given this framework, Paul’s ability to effectively execute his responsibilities depends on how well the organizational support system is structured to mitigate cultural and operational challenges. If Paul receives adequate intercultural training and support from headquarters, his effectiveness can be enhanced. Conversely, if he faces cultural barriers or lacks local insights, his ability to get things done may be compromised.

Alternative staffing frameworks, such as a polycentric approach (favoring local nationals in managerial roles) or a geocentric approach (favoring the best talent regardless of nationality), could potentially improve operational effectiveness. These approaches foster local engagement, improve cultural adaptation, and reduce costs.

Recommendations to headquarters include adopting a more flexible staffing strategy that balances expatriate assignments with local management, thereby enhancing organizational agility and responsiveness in international markets.

Paul’s Motivation and Suitability

Paul’s desire for this job likely stems from career advancement opportunities, the prospect of international experience, and personal development goals. To assess his suitability, factors such as his intercultural competence, adaptability, and professional skills need consideration.

While Paul shows motivation, his candidacy should be evaluated against company criteria, including prior expatriate experience, language skills, and cultural sensitivity. Effective expatriate management involves selecting candidates who are not only qualified but also resilient and adaptable to challenging environments.

In terms of recruitment policies, companies should implement comprehensive expatriate selection procedures that include assessments of psychological resilience, intercultural competence, and motivation. These policies help ensure that expatriates are well-suited to foreign assignments, reducing failure rates and enhancing assignment success.

Expatriate Compensation Methods

The case highlights several expatriate compensation methods, including home-based salary packages adjusted for cost of living and hardship allowances. Other methods include expatriate allowances, such as housing, education, and logistical support.

Advantages of such methods include increased expatriate satisfaction, financial security, and motivation. Disadvantages may include high costs for the company, perceived inequities among employees, and potential misalignment with local compensation standards.

To improve expatriate satisfaction, it is recommended that headquarters adopts a transparent and equitable compensation policy, incorporates cultural and language support, and provides career development opportunities post-assignment. Regular performance feedback and recognition also play vital roles in expatriate success.

Conclusion

In conclusion, the effective management of international assignments hinges on selecting appropriate staffing frameworks, ensuring suitable candidate preparation, and implementing comprehensive compensation policies. Adopting flexible staffing models and emphasizing cultural competence can significantly improve expatriate performance and satisfaction, ultimately contributing to the global success of multinational corporations.

References

• Bodolica, V., & Waxi, M. (2007). Chicago food and beverage company: The challenges of managing international assignments. Journal of the International Academy for Case Studies, 13(3), 31-42.
• Brewster, C., Chung, C., & Sparrow, P. (2007). International HRM: Original essay. Human Resource Management Journal, 17(3), 177-186.
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