Sample Essay on Expatriate Transition Process and Masculine and Feminine Cultures Expatriate Compensation

Expatriate Transition Process and Masculine and Feminine Cultures

Expatriate Compensation

            The competitive nature of the business environment requires managers to develop strategic policies that would give their organizations a competitive advantage. The success of an organization is majorly based on the ability of the workers to execute their duties properly. Thus, the employees are required to be competent and skilled in order to deliver the best services required to make an organization successful. In this regard, the recruitment exercise within an organization is a very important task that will define the corporate success. On the other hand, some skills of employees are very difficult to find within the locality of an organization and this can force the company to outsource its workers from other countries. Expatriates are employees who have been designated by their companies to work in other foreign countries for a specific period because of their skills and competence. Usually, the expatriates work in an environment that is different to their own countries. Therefore, most expatriates have a heavy task in providing their services in foreign countries because they face many challenges in adopting the cross-cultural culture in executing their duties, in this regard, the actual compensation package for expatriates is very difficult to determine because of several factors. This is because their role of expatriates faces many challenges and this have to be considered to ensure that the compensation package is able to reflect on this issue.

            One of the major issues involved with the work of expatriates is the complexity of managing their duties in foreign countries. This is a major problem for the organizations because many firms have failed to manage their expatriates. For instance, the failure of US expatriates is set to be 20-40%, whilst a country like Japan has a failure rate of about 5%. This difference is not only based on the compensation packages, but it depends on cultural adaptability. As such, the increasing rates of failure among the expatriates can be attributed majorly to the complexity of the compensations that does not reflect their real effort to the organization. Conversely, international organizations should focus on understanding the complexity of compensating the expatriates so that their chances of failure are greatly reduced. The process of compensating expatriates is very difficult because they endure many challenges in the host country and the desire to satisfy the “whole”. Here, the main problem is for the human resource manager to guarantee the expatriate is not in a situation of an explicit gain or loss after all the factors in a compensation packages are combined (Martin & Chaney 28). In this regard, the compensation procedure requires that the compensation package given does not demonstrate a situation where the expatriate may perceive his salary as a loss of a dollar or a gain when compared to working in the home country. On the other hand, this is a difficult task to achieve because expatriates may be working in a condition that lacks proper infrastructure, modern technology facilities, and social amenities. As such, the process of compensating expatriates is a difficult situation both to the developing and first world countries. Consequently, most organizations have decided to offer a variety of packages that can reflect on the elements of “wholeness.” The main challenges in achieving the wholeness in expatriates is cost of living, healthcare, housing, and foreign taxes.

            The cost of living in the country of expatriationis a major factor that can make the compensation process for expatriates very difficult.  The ideal procedure followed by the international organization is to ensure that they consider the cost of living expected in the other country. This is to guarantee no chance of disparity in the package for expatriates. Offered in comparison to what is the case in the home country. The principle of computing the expatriate package is to ensure a “no loss” for the organization, but the varying amounts of the costs of living may make this principle unattainable. As such, it is very difficult to have a minimum wage that is within the appreciation level of the expatriates, further, these employees are sourced from various countries that have different levels of cost of living and expectations. Therefore, the complexity in formulating a compensation package for the expatriates is contributed by the diverse nature and background of the employees.

            Compensation are offered to employee for the services they render to the organization aid in attracting capable employees, motivate them to pursue higher performance and also help in retaining workers over an extended time. To ensure the success of expatriates and other employees within an organization, it is important to adopt the best practices of employee compensation. Here, workers are motivated to provide the best of their efforts in a situation where the enumeration is worth their effort. However, this can only be achieved through adopting competitive practices in compensation. Ordinarily, it is important that some factors are considered for computing the compensation packages. Some of the best practices in employee compensation programmes include, base, variable and supplementary compensation (Martin & Chaney 26). To begin with, are factors associated with the economy like the general standard of living, which includes the cost of living and the cost of goods, and services related to the employee’s life. The influence of politics and power where leaders tend to favors their regions and tribes. Other factors include inflation, wealth distribution across the country, and unpredictable changes like the falling in value of the local currency against the dollar.

            The second factor in employee compensation is taxation, in case where a country passes policies that allow for the taxation of more than of 50% of the income, this has an effect on the compensation benefit plan offered. There is also a variation in the different packages taxed by different governments and some form of tax relief is extended to workers. Another best practice is to consider the level of the competitive labor market. At a broader level, the job market is able to attract and sustain the demands brought forth by the talented work force. Further, it is central to understand the laws and regulations that control the process of formulating the compensation packages. For example, a minimum wage, which is set and reviewed periodically, based on the performance of the economy, compulsory time off work, and some acquired rights that are extended to some civil servants also play a part in determining compensation for workers. Consequently, the laws and regulatory policies affect the process of employee renumeration. On the other hand, collective bargaining in most cases by bodies formed by workers affects the type of renumeration offered. Consequently, it is important for the management of any organization to consider these factors to provide the best compensation packages for its employees.

Training techniques and integration with global orientation

            One major challenge for expatriates’ success is the identification and operationalisation of a proper employee performance management and training. Expatriate failure is because of a cross culture that is very difficult for the new mangers to adopt. Here, the company management has to develop a proper training program that will ensure that the expatriates are able to adapt to the new culture without necessarily being affected much by the culture shocks. . These programmes are essential if the best workforce will have to be hired and maintained during the whole period the project is expected to run and achieve its success. As a result, many organizations have found it imperative to set up comprehensive programmes for addressing the training issues that are consistent for attracting and retaining the best workforce (Hofstede 21). Tung offered an ideal structure of five important stages that can be used to develop a comprehensive training program for the expatriates. This fives factors include area studies, culture assimilators, language training, sensitivity training, and field experiences    

            The first technique proposed by Tung was to include area studies in the training program. Implementing any project depends solely on the ability of the worker to follow up on the desired objectives and ensure they are accomplished through their expertise. As the technical competency of personnel increases so does their need for better appraisal and compensation also increase. This has led to numerous efforts being dedicated towards the formulation of better ways to appraise and compensate these employees in order to reap maximum benefits from them. Many challenges however stand on the way of implementing the above as interplay of factors to be considered among them political, economic and socio- economic factors and economic factors affect decision-making. As such, understanding the area studies will provide an important basis for the expatriates to understand about the geography and the economic environment of the region. Here, the expatriates will be able to have a good basis for making the corporate management decisions that are significant in promoting success.

            The second technique is to have a clear understanding of the culture assimilators in the new business environment. Moving in a new environment requires the expatriate and his family to adapt to the new environment so that they can be comfortable. Comfort is an essential for promoting performance because it provides the source of the worker to provide the best of his ability. However, the experience of a new environment is very exciting, but it can turn out to be a devastating affair incase the new worker does not adapt properly. Consequently, experiences in the new environment provide a challenge to the expatriates because of differences of their culture begin to persist. As such, Tung set this technique to ensure that expatriates are familiarized with the expectation of the new environment. Here, this technique will ensure that the expatriate is able to control all challenges provided by the culture shock. This will ensure that the performance is not halted by the differences of culture to the home environment.

            Language is a key feature of communication that facilitates understanding between two parties. In the case of an expatriate, language barrier can be a major impediment to the execution of the duties and responsibilities. This is because there will be a communication barrier within  the organization that will lead to failure of understanding, here, the organization will suffer from misunderstanding because the translators will not give the clear instructions according to the expatriate. Here, misunderstandings will lead to improper details about the processes and functions of the company. As such, Tung established language training technology top ensure that the expatriates are trained about the native language of the new environment. This will facilitate understanding among the professional and the subordinates. Similarly, the expert will feel part of the organization because he will take part in the negotiation and communications processes.

            Working in a new environment presents with the challenge of adapting to a new business setting. There are very specific issues that are particular to a particular environment and this can only be addressed through a sensitivity training. Here, the expatriates are familiarized and trained about the specific issues within that society. For example, the business practices and attitudes of the host people are very important for new employees. Here, the technology will make the expatriate to become familiar with the significant issues in the new organization. As such, there expatriate will be accepted in the new environment as part of the organization because there are no physical differences that can be observed in their setting. Tung sensitivity training is very important in reducing the culture shock and orientating the expatriates to the new environment.

            The last technique under the Tung model of expatriate training is the field experiences. The competence of a manger is based on how he or she understands the field of operations. Here, important aspects are provided to the expatriates so that he can be able to develop informed decisions. Field experiences will familiarize the expatriates with the trends of the organization in the market. As a result, the professional is able to formulate significant policies that can be initiated to the organization to make it successful. Field exposure is important on understanding the internal and external environment of the industry. This will be the basis of identifying the strengths and weaknesses of the organization. Consequently, the expatriates will be very successful in ensuring that strategic policies have been developed to promote the corporate performance.

            Starting a new job responsibility in a new environment is a challenging responsibility that requires proper orientation. This is a responsibility of the human resource department to ensure that all new workers are informed about the culture and their responsibilities. Expatriates require a proper training to ensure that they adapt properly to the new business environment. Further, the orientation process for these experts is very important because many things change in the new environment. This can be a challenge and a setback for achieving individual success due to the changes and variations of the work environment. Training can be incorporated into the global orientation process through the familiarization process. Every expatriate is given some time to understand the nature of the environment and specific issues within the new business environment. As such, during this time, important aspects of the training program can be incorporate so that the expert is able to achieve both training and orientation at the same time. For example, during the cultural orientation meeting, the expatriate can be presented with the necessary information about the culture experienced in the new state environment so that the possibility of a culture shock is eliminated. This meeting can be done during the first days of the orientation process because it is very important for the expatriate to understand.

            Another opportunity of incorporating training to the global orientation is through taking the advantage of the compensation meeting. It is during this time that the management will compute the compensation package for the expatriate. This will be based on various aspects like cost of living, and the economic conditions of the market. At this point, the HRM can strategically introduce the element of area studies whereby the geography and the economic conditions of the new environment are discussed. Consequently, this will enable the expatriate to understand the new environment properly before initiating his input into the new corporation. Therefore, different aspects of technologies postulated by Tung can be incorporated into the orientation program so that it serves as a training approach despite its familiarization responsibility.

Consequences of unsuccessful repatriation program

            Expatriates are likely to be faced with various problems in the host country while providing their services and skills. Repatriation is one of the major problems associated with the expatriation process because the law requires that such a professional to be sent back to his or her original country after a certain period. In this state, the repatriates are expected to adjust top their former life and continue with their new responsibilities. However, this can be a major challenge because of the difference of their culture and the foreign culture. This is another source of a culture shock that can only be reduced by proper repatriation programs. On the other hand, failure of initiating a decent repatriation program is because many people assume that adapting to an individual former culture is an easy task to achieve. However, this may not be the case because the time spent in another country has a big impact to the perception and culture of the expatriate. Specifically, adjusting to the former culture is difficult compared to a foreign culture because of the effects of a reverse culture shock. This is a major problem because even the host will perceive the former citizen as a new individual. In this regard, an inefficient repatriation program can lead to various problems like employee retention, motivation, and performance.

            The long-term performance of organizations is based on the ability of the organization to retain its best employees. However, this can be motivated by the relationship of the repatriated employees after serving in a foreign country. Here, once the expatriates return to their home country, they inform other people about their experiences in the foreign country. This can be detrimental especially in the event of an inefficient repatriation program. This will form the benchmark of other employees to consider the prospects of working in a foreign country. Hoverer, the long-term effect of this failure is that the company will not achieve its global reputation. The performance of an organization in a competitive market is provided by its strategies to promote brand loyalty. This is created through proper management of its products and services and strategic formulation of policies that promote brand awareness. Most customers prefer to use the state of the employees to determine the performance of an organization. It is believed that, a happy employee is a true reflection of the ethical position of the company. Therefore, an ineffective repatriation program results to a dissatisfied expert who is perceived negatively by the customers. Consequently, the company will loose its brand loyalty for treating its expatriates in an improper way and this can result to various concerns about its performance in the industry.

            The performance of employees depends on the level of motivation and satisfaction of their needs. Motivation can be obtained through observing other employees of the same company. In this regard, the tribulations endured by an expatriate because of a futile repatriation plan can lead to lowering the level of satisfaction among other employees. Here, the company is likely to suffer from other problems within the organization because corporate performance is correlated to the level of satisfaction. Similarly, trade unions are concerned with the welfare of the employees and they can damage the reputation of a company if it does not provide the ideal requirements for its employees. As a result, other skilled employees will loose the morale of working in other countries. This has a long-term impact to other organizations because the company may lack skilled personnel to work as expatriates in that country in the future. Consequently, the company will have a difficult time in taking people that are more skilled to the foreign countries.

            A poor working environment for the employers is a basis for a troubled labor force for many organizations. Maintaining a good working relationship between the employees and the management is a good aspect of promoting corporate performance. Moreover, those working as expatriates will start demonstrating the intention to leave because of the situation observed to their colleagues. In the end, the company will lack people willing to work as expatriates in the future. Lastly, the performance of an individual is also greatly impacted because an ineffective repatriation program is an indication of a poor employee management. As such, the new employees will not provide their best because they view the management as being uninterested with their issues. Therefore, an ineffective repatriation program can lead to a poor working relationship between the management and the employees and this can result to initiating the intentions to leave the company by other workers.

Expatriate transition process

            The process of obtaining a expatriate is systematic from the home to the other foreign destination. This should be systematic because it expatriates are foreigners living in another country where they are required to provide their services whilst observing the legal and cultural aspects in the new country. Developing the transition phases for the expatriation is a fundamental aspect that can lead to proper management of the professionals. Thus, the process of acquiring an expatriate should be sytematic to ensure it follows all the procedures and standards to avoid interfering with the corporate performance. In this regard, there are three main transition phases of the expatriation process. These are; exit transition from the individual country, entry into the foreign country and entry back to the country of citizenship.

            The initial phase of the expatriate transition progression is the exit from the individual country into the foreign country. This is a very important determinant for the success of the expatriate because it determines all the sorts of issues that will happen in the foreign country. It is important to have proper preparation for a foreign duty becuse it has a psychological, emotional and social well being of the proffessional. Here, it is important for the HRM to undertake a vigorous exercise of informing the managers about the nature of the foreign environment. Mostly, expatriates move with their families into the foreign countries and this requires proper consideration of issues. As such, it is vital that a lot of importation is prepared to make certain that the expatriateand his family are able to achieve the best in their mission in the new country. One of the major strategies in repatriation is the disclosure of the job responsibilities. This is important to the employees because he will be able to identify the requirements of the new task. Here, the expatriates will prepare properly to ensure that he has the necessary requirements of the new responsibility. Secondly, information about the area analysis is important to ensure that the expatriate is able to make necessary arrangements for his family. For instance, understanding expense of living in the foreign country will help the professional to estimate the amount of money that will be spent in the process. In this regard, the expatriate will make prior arrangements to ensure that the new experience is adventurous.

            The second phase in the transition process is the entry from into foreign country. As mentioned earlier, the success of an expatriate depends on the earlier preparations made before the exit from an individual’s country. However, the expatriate may suffer various challenges in the foreign country and this may prompt his exit from the foreign country. As such, it is important to ensure that proper arrangements are made to follow the correct procedures existing in the foreign country. As an organization it is important to establish proper mechanism to receive the expatriate so that it can promote confidence and reduce early exit from the new environment. Here, there is a need to develop a strong basis for support and monitoring to ensure that the expatriate does not endure any problems. Monitoring is important to establish any challemges and the progress on the side of the proffessional. Consequently, this will provide an avenue for improving on the problems that have been identified. This is important because addressing the problems early on is essential to make sure that the expatriate is unable to develop a negative attitude towards the new business environment. Similarly, support is important for the expatriate especially where early preparations were not enough. Conversely, this will make the life of the expatriate comfortable and this will reduce the intentions to leave from the job responsibility.

             The last transition phase is moving back to the host country or undertaking a new assignment in another jurisdiction. Here, significant preparation is required to ensure that the possiblity of a culture shock or a reverse culture shock can be managed. After staying in the new environment, most people tend to develop a culture similar to the current environment. In the case of a longtime successful expatriate, the customs of the host nation can become very difficult to abandon. Therefore, returning back to their home country will pose a very big challenge of adopting back into the society.  The major challenge is because people in the home country do not understand the foreign culture and are willing to accept any such new culture. In this regard, they will isolate the expatriate based on the view that he does not reflect their identity. This is a difficult situation for the expatriate to take because it is a form, of discrimination. Therefore, proper prepations of the first and the second phases of the trasition is important to prepare the expatriate back into the home country. Conversely, this has a long-term impact to the environment if it fails to initiate an effective repatriation program. Based, on the above phases of expatriate trasition phases, I have experienced the first phase. This is through undertaking area studies of the USA to understand the culture and geography of the region before I started my studies.

Masculine and feminine cultures

            Every society has its own perception about the job responsibnilities within a particular industry. Masculinity and femininity as aspects of customs refers to the ethics associated with the gender of an individual as either a male or female. According to Hofstede Masculinity in culture demonstrates an organization where the gender roles have specifically been identified for every individual. For example, in such a society, men are considered assertive, strong, and strategic to achieving physical success. On the other hand, such an environment requires women to be modest, loving and have preference in nurturing the quality of life. However, in a feminine culture, the gender roles for all individuals overlap without a specific identity to either males or females. Here, the society requires both genders to be modest, loving, and concerned with ways of promoting the quality of life. Under the context of the Hofstede classification, a masculinity culture emphasizes on wealth creation and being ambitious whilst femininity is concerned with relationship and improving the quality of life. As such, the performance of expatriates in the foreign countries depends on the culture in that specific environment. Sometimes, this can be a major challenge because it can limit the ambition of the employees especially where the culture demonstrates them in the negative perspective.

            In the world, Japan is considered a country that is dominated by a masculine culture whilst Sweden is highly feminine. It is imperative that an expatriate consider the traditions of the host nation before he moves into such an environment. Usually, the culture of an environment defines the way and quality of life for its people. This is an important adaptive feature for the expatriate to ensure that he does the responsibility bestowed upon them based on the respective culture. For example, a society that scores high in the dimension fore a masculine culture is highly competitive and requires expatriates to be competitive in their activities and policies. Moreover, the winner in such a society is believed to be the individual that is focused on achievement and success. On the other hand, a low score is an indication of a dominating feminine culture that is established on the values of caring and promoting the worth of life. Here, the most successful individual should be able to promote the quality of life within the society. In the case of an expatriate, his or her policies should be set towards promoting the quality of life to ensure that he is able to win the admiration of people within that society. In the contemporary world, both there is no definitive culture that can characterize a particular country. In the regard, research indicates that the gender roles are not distinct for any specific gender. Consequently, this has resulted to the both male and females working within the society to provide their best in whatever capacity. Women have been allowed a responsibility in the top managerial positions and they have been able to challenge men. As such, the international business environment has become highly feminine because any gender can competitive assume the responsibility of the other gender.

Work centrality

            The main reason for being employed is to be paid in order to improve the living standard of an individual and his family. In this regard, a good job should be able to provide enough money to satisfy the needs of the employees. Work centrality is a term used to explain the importance of a job in relation to improving the quality of life of an individual (Ko & Mu-Li 158). Employees who prefer their jobs have a high work centrality and this has an important dimension to their life. The concept of work centrality is determined by the existing culture of that society. Here, working is a certain job responsibility can be viewed as a positive or negative idea and this can establish the basis of concentrating on the importance of a job to the life of a person. In a society where a job his highly regarded it leads to a high work centrality.

            The meaning of work has different interpretations depend on the culture of the environment. Work is an essential component in the life of a person because it results to satisfaction of the basic needs. The salary obtained from the work done is very important in facilitating the acquisition of basic needs that improve the quality of life the most valuable insight of the meaning of work is the improvement of the quality of work. In the first school of thought, research has indicated that work is essential in providing the basic needs (Ko & Mu-Li 158). For example, through the salary obtained from working, an individual is able to buy basic needs that are required for survival. Without the basic needs, that quality of life would deteriorate and the chances of survival would be limited. Similarly, people who are not employed have difficulties in accessing the basic needs and the value of life is severely compromised in such situations. In fact, the severity of the issue causes such individual to seek alternative ways of making ends meet through either hard labor or engaging in criminal activities. Either way, the value of life is decreased because for lack of a job. Thus, work centrality is a main factor in promoting the quality of life for an individual.

            Secondary needs are not a necessity for the survival of an individual, but they make the quality of life better. To some extent, some individuals do not view their work as an important aspect of their life because it is insignificant. A high work centrality occurs in a situation where the employees have important preference for the money that will be obtained from the employment. In most cases, the work will serve to improve the financial position of the worker. On the contrary, there are other employees who their focus in working is not based on monetary terms. In this situation, the pride of holding an executive job is the centrality of his work. Therefore, achieving a high rank at the workplace is the target for such employees. Consequently, advancing through the ranks provides the fundamental happiness of that worker. After achieving this status, the worker will have improved the quality of his life and he will treasure his particular job. Therefore, improving the quality of life is the epitome of the value presented by the importance of work (Ko & Mu-Li 158).

The Mexican culture and business

            The Mexican culture is based on the individual expressions that lead to its citizens demonstrating a high degree of love and emotion (Martin & Chaney 26). Individuals appearing in this environment are addressed formally based on their titles without any other inclusion. For instance, while meeting a woman for the first time, it is a requirement that the gentleman would bow and be patient for a hand to be extended. Contrarily, it is the obligation of a woman to choose whether to offer a man a hand or not.  This instances shows the Mexican culture as highly focused on family relationships. The Mexican business environment has been greatly affected by this emphasis of family relationship both positively and negatively.

            These cultural norm has established the value of closeness at their work environment. This is an important aspect in promoting teamwork because individuals like being together. It is easier to cultivate the team spirit because members observe a cultural norm of being close. In business, this is very advantageous because it provides the basis of employees learning from each other. This will enhance the productivity and innovations levels in the organizations . consequently, the business entities are set to gain from this cultural norm because productivity among the employees will increase to better levels. Secondly, the management will not spend a lot of time in developing the culture of teamwork because all employees within the Mexican society believe in working together.

            On the other hand, close family relationship can be disastrous to the operations of the company. Employees form family relationships with each other within  the organization to the extent that it is difficult to manage the business relationships. In a typical business scenario, it is expected that an employee will maintain a business relationship between the manager, supervisor and other workers. However, this is not the case in the Mexican society because people dwell on maintaining family relationships. As such, it is very difficult for the manager to instruct his employees on certain business issues. At the end, the business will suffer from the lapse of communication within the orgnanization. Here, the productivity of the workers within an organization can considerably decrease because of ignoring the instructions of the management based on the close relationship.

            Another impact of this cultural norm is that it can lead to a strong workers union voice. Having a close relationship with each other will lead to a situation where every individual understands the problems of the other. In the event of an unrest in the company, the organization is set to lose alot of property or in the negotiation because the workers are very solid. However, the workers can use this unity and closeness to demand high packages and benefits that cannot be profitable to the organization. Therefore, this culture of closeness and family relationships in the Mexican business environment can be advantageous and disadvantageous for business practices. Therefore, managers have to strategically use this closeness to ensure that it provides positive outcomes to the company or organization.

The role of culture in the motivational process

            People within their society have a greater preference to their culture because of the perception that it is the best way of doing things. As such, the employees easily adopt all aspects that are consistent with the culture. Therefore, in developing a policy or culture, it is important to ensure that the culture of that society is considered. On the other hand, workers performance is related to the level of motivations and satisfaction (Martin & Chaney 26). The management of an organization has to ensure that its workers are constantly motivated to ensure that they produce their best for the organization. However, the existing culture is very important in determining the strategies for promoting the motivations among the employees. Motivation is the intrinsic desire within an individual that drives the urge to achieve success. A motivated employee is likely to achieve a lot of corporate success compared to demoralized workers. This is because the latter is more satisfied than the former.

            Culture provides the intrinsic identity in an individual that can move the desire and urge to achieve success. This is an important consideration in achieving a high degree of motivation in an individual. The fundamental principle here is that the intrinsic desire providers the urge and identity of that individual to the society. For example, the Mexican community prefers a highly close relationship within its members, therefore, the management can use this cultural norm to motivate the employees through allowing the workers to form close relationships with each other. This will make the workers view that management as supportive of their culture that is important to their well-being. Here, the members will view the company as part of their society and this will create a good environment for achieving success. Similarly, culture develops a good working relationship among the employees. This is because it is the norm of the society to enhance its culture to achieve success. Therefore, through allowing space for practicing cultural dimensions of a particular society will lead to a situation of productivity.

            The particular culture in a society determines the motivations patterns among individuals in that environment. For example, a society that has a predominant masculine culture set its motivation pattern on competition. Here, the individual or policy that is highly competitive is considered to the most successful. Thus, the management can use this pattern to achieve corporate success through initiating competitive structures. Conversely, understanding the motivation patterns in different cultures is an important tool of promoting corporate success through strategic policies. In addition, this is very important in expanding the services of an organization. For example for a multinational operating in the US and Mexico should consider the different motivational patterns for the two environments. At many times, the motivational patterns differ from one place to the other depending on the predominant culture in the business environment. Contrarily, applying a consistent motivational approach to employs in different culture will not motivate the workers. Therefore, it is important for the organization to ensure that every motivation pattern is identified so that proper policies can be developed. As such, understanding the motivational patterns in a particular environment will promote the success of an organization in developing strategies that would motivate its workers.

Works Cited

Hofstede, Geert. Culture’s consequences: International differences in work-related values.

            Beverly Hills: Sage Publications.2001. Print.

Ko, Hsiu-Ching; Mu-Li Yang (2011). The Effects of Cross-Cultural Training on Expatriate           Assignments.  Intercultural Communication Studies 20.1(2011): 158–174. Web.

Martin, John & Chaney, Lewis. Global business etiquette. Westport, CT: Praeger Publishers.         2006. Print.