Thursday, September 19, 2013

6 Expatraite and his handling

Reason for Expatriate Failure
                        Solution
1.  Inadequate preparation, training, and orientation prior to assignment
Extensive preparation and training for cross-cultural interactions is critical.
Area studies, culture assimilators, language and sensitivity training and field experiences are all required
2.  Alienation and lack of support from headquarters
Keeping in constant touch with expatriate and providing support
3.  Problems with spouse and children- family adjustment problems
Consult and interview spouse before assignment
Let spouse initiate own training program
Provide language and culture training to spouse and family
4.  Insufficient compensation and financial support
Use balance sheet approach for compensation
Keep expatriate "whole"
5.  Poor programs for career support and repatriation
Have a long range career plan for executive, such that he knows even before he leaves where he is likely to be posted upon return.  Provide ongoing support to expatriate while he is on assignment abroad.

3 infant industry convince investor to invest

a)    To allow the “weak nation” to have developmental time to build up  its infrastructure to compete in the global market

b)    Have the comparative advantage

c)    Government policies to build up its own industry base

d)    To give the nation time to build up its own efficiency in the market  place

e)    May incur the higher cost due to inefficiency while the development is going on



Wednesday, September 18, 2013

Two disadvantages of the ethnocentric approach are (1) lack of opportunities or development for local managers, thereby decreasing their morale and their loyalty to the subsidiary, and (2) the poor adaptation and lack of effectiveness of expatriates in foreign countries. Japanese expatriates experience significantly fewer incidences of failure than their U.S. counterparts. Japanese multinationals typically have recall rates of below 5 percent, signifying that they send abroad managers who are far better prepared and more adept at working and flourishing in a foreign environment. 




While this success is largely attributable to training programs, it is also a result of intelligent planning by the human resource management staff in most Japanese organizations, as reported by Tung. This planning begins with a careful selection process for overseas assignments, based on the long-term knowledge of executives and their families. An effective selection process, of course, will eliminate many potential "failures" from the start. Another factor is the longer duration of overseas assignments, averaging almost five years, which allows the Japanese expatriate more time to adjust initially and then to function at full capacity. In addition, Japanese expatriates receive considerable support from headquarters and sometimes even from local divisions set up for that purpose.

5

Japanese firms have used the ethnocentric staffing approach. 
What IHRM practices of many Japanese firms have helped to minimize or eliminate these typical disadvantages?


Encouraging Outward FDI
Many investor nations now have government-backed insurance programs to cover
major types of foreign investment risk. The types of risks insurable through these programs
include expropriation (nationalization), war losses, and the inability to transfer
profits home. Such programs are particularly useful in encouraging firms to undertake
investments in politically unstable countries.j" In addition, several advanced countries
also have special funds or banks that make government loans to firms wishing to invest
in developing countries. As a further incentive to encourage domestic firms to undertake
FDI, many countries have eliminated double taxation offoreign income (i.e.,
taxation of income in both the host country and the home country). Last, and perhaps
most significant, a number of investor countries (including the United States) h;;tve
used their political influence to persuade host countries to relax their restrictions on
inbound FDL For example, in response to direct U.S. pressure,Japan relaxed many
of its formal restrictions on inward FDI in the 1980s. Now, in response to further U.S.
pressure,Japan moved toward relaxing its informal barriers to inward FDL One beneficiary
of this trend has been Toys "R" Us, which, after five years of intensive lobbying
by company and U.S. government officials, opened its first retail stores inJapan
in December 1991. By 2000, Toys "R" Us had more than 150 stores inJapan, and its
Japanese operation, in which the company retained a controlling stake, had a listing
on the Japanese stock exchange.

Restricting Outward FDI
Virtually all investor countries, including the United States, have exercised some control
over outward FDI from time to time. One common policy has been to limit capital
outflows out of concern for the country's balance of payments. From the early
1960s until 1979, for example, Great Britain had exchange-control regulations that
limited the amount of capital a firm could take out of the country. Although the main
ntentof such policies was to improve the British balance of payments, an important
secondary intent was to make it more difficult for British firms to undertake FDI.
In addition, countries have occasionally manipulated tax rules to try to encourage
their firms to invest at home. The objective behind such policies is to create jobs at
home rather than in other nations. At one time these policies were also adopted by
Great Britain. The British advanced corporation tax system taxed British companies'
foreign earnings at a higher rate than their domestic earnings. This tax code created
an incentive for British companies to invest at home.
Finally, countries sometimes prohibit firms from investing in certain countries for
political reasons. Such restrictions can be formal or informal. For example, formal
rules prohibited U.S. firms from investing in countries such as Cuba, Libya, and Iran,
whose political ideology and actions are judged to be contrary to U.S. interests. Similarly,
during the 1980s, informal pressure was applied to dissuade U.S. firms from investing
in South Africa. In this case, the objective was to pressure South Africa to
change its apartheid laws, which occurred during the early 1990s. Thus, this policy
was successful.
HOST-COUNTRY POLICIES
Host countries adopt policies designed both to restrict and to encourage inward FDI.
As noted earlier in this chapter, political ideology has determined the type and scope
of these policies in the past. In the last decade of the 20th century, many countries
moved quickly away from adhering to some version of the radical stance and prohibiting
much FDI and toward a combination of free market objectives and pragmatic
nationalism.
Encouraging Inward FDI
It is .infTPa".i.r.>gJy commas: for govemments to offer incentives to foreign firms to invest
in their countries. Such incentives take many forms, but the most common are
tax concessions, low-interest loans, and grants or subsidies. Incentives are motivated
by a desire to gain from the resource-transfer and employment effects of FDI. They
are also motivated by a desire to capture FDI away from other potential host countries.
For example, in the mid-1990s the governments of Great Britain and France
competed with each other on the incentives they offered Toyota to invest in their respective
countries. In the United States, state governments often compete with each
other to attract FDI. For example, Kentucky offered Toyota an incentive package
worth $112 million to persuade it to build its U.S. automobile assembly plants there.
The package included tax breaks, new state spending on infrastructure, and lowinterest
loans.t"
Restricting Inward FDI
Host governments use a wide range of controls to restrict FDI in one way or another.
The two most common are ownership restraints and performance rf'-9JJir.t'.we.>;ltu~.
OwnershIp restraints can take several forms. In some countries, foreign companies are
excluded from specific fields. For example, they are excluded from tobacco and mining
in Sweden and from the development of certain natural resources in Brazil, Finland,
and Morocco. In other industries, foreign ownership may be permitted although
a significant proportion of the equity of the subsidiary must be owned by local investors.
For example, foreign ownership is restricted to 25 percent or less of an airline
in the United States.
Foreign firms are often excluded from certain sectors on the grounds of national security
or competition. Particularly in less developed countries, the belief seems to be
that local firms might not be able to develop unless foreign competition is restricted
by a combination of import tariffs and FDI controls. This is really a variant of the infant
industry argument discussed in Chapter 5.
Also, ownership restraints seem to be based on a belief that local owners can help
to maximize the resource-transfer and employment benefits ofFDI for the host country.
Until the early 1980s, theJapanese government prohibited most FDI but allowed
joint ventures betweenJapanese firms and foreign MNEs if the MNE had a valuable
technology. The Japanese government clearly believed such an arrangement would
speed up the subsequent diffusion of the MNE's valuable technology throughout the
Japanese economy.
Performance requirements can also take several forms. Performance requirements
are controls over the behavior of the MNE's local subsidiary. The most common performance
requirements are related to local content, exports, technology transfer, and
local participation in top management. As with certain ownership restrictions, the
logic underlying performance requirements is that such rules help to maximize the
benefits and minimize the costs of FDI for the host country. Virtually all countries employ
some form of performance requirements when it suits their objectives. However,
performance requirements tend to be more common in less developed countries than
in advanced industrialized nations. For example, one study found that some 30 percent
of the affiliates of U.S. MNEs in less developed countries were subject to performance
requirements, while only 6 percent of the affiliates in advanced countries were
faced with such requirementsY


Balance of payments (BOP)


The value of all transactions
between a country’s residents
and the rest of the
world; the three broad BOP
categories are the current
account, capital account,
and official reserves

Tuesday, September 17, 2013

4 briefly explain the difference between Foreign Direct Investment Inward and Outward u

Definition of FDI – occurs when an investor or investing country gains a controlling interest
in a foreign operation either through acquisition or a start-up investment – i.e. FDI represents
a company controlled through ownership by a foreign firm or individual plus student input (if
provided)
Singapore model as a country attracting investment from abroad and also investing
overseas (give two possible steps of stepping the model)
FDI Inward – a gain or plus in the BOP – create jobs and increase employment
FDI Outward – an outflow of capital in the BOP – jobs are not create locally and decrease
employment Issues to be highlighted – Factor mobility, trade and production

Sunday, September 15, 2013

2


a) Based on country specific – male vs female oriented jobs –barriers to employment –
biased approach towards individual
b) Encourage to work hard for the company – more productive employees – more
positive towards work and company – positive effect on economic and competition
c) Occupation based on work value and premium compensation – social status and
prestige – compensation is based on the work contribution (doctor vs cleaner) –
respect is accorded according to work status
d) Based on Maslow teaching – different level on status (5 types) – from:
i. lower-order physiological needs to (security – social – esteem) self actualization – different people perceived Need Hierarchy differently.

Thursday, September 12, 2013

Societal behavior and practices affect businesses


.
a)    Gender-based group 

b)    Motivation 

c)    Occupation 


d)    Need Hierarchy 

Tuesday, September 03, 2013

Questions to  Marketing Highlight 5.1 – focusing on multiple publics

1.     How important do you think customer satisfaction is when choosing a bank? Why?

2.     Most customers would probably say that interest rates are critical in their choice of a bank. But spending money on staff increases a bank’s costs, and therefore decreases the amount that it can spend on its customers. Do you think ING DIRECT should reduce its customer service (and thus, probably, decrease customer satisfaction), if by doing so it could offer better interest rates? Why or why not?
 of wallet’). What do you think are the advantages or disadvantages of ING DIRECT not offering a credit card?


1


a.
• Using of a common language – unifying force
• Language diversity may undermine a firm’s ability to do business on a national scale
• Countries may use language as an integral part of their culture
• Develop a stronger form of values and beliefs
• A major source of both cultural imperatives and taboo
• Attempt to forge the practice of same religion or even tolerant of other religions
b. Any cultural attribute can influence the cost of doing business, so this question is wide and
open-ended. When basic norms between people of different countries differ, probably the
basic assumptions they make differ as well. So business people will grappling with new and
unfamiliar patterns, and they will need to figure out how these differences affect doing
business. For example, while in the US we may get down to business, not wanting to waste
our and our customer’s time. We may get to know each other socially later, or maybe not at
all. In many Asian and South American countries developing a good social relationship that
can be a cornerstone for trust is necessary. And the person from one of these cultures will
take more time to get to know you than you will need. Different class structures and social
mobility also raise the costs of doing business, for if there are inhibitions against working
with people from different classes, then the efficiency with which information can flow may
be limited and the cost of running a business increased. A country's religion can also affect
the costs of business, as religious values affect attitudes towards work, entrepreneurship,
honesty, fairness, and social responsibility. In Hindu societies, where the pursuit of material
well-being can be viewed as making spiritual well-being less likely, worker productivity may
be lower than in nations with other religious beliefs. Finally, a country's education system
can have important implications for the costs of business. In countries where workers
receive excellent training and are highly literate, the need for specific worker training
programs is decreased and an educated workforce is available for hire.

ASSIGNMENT 1

Marketing Plan for a Start-up Business


TASK

Given an opportunity to be an entrepreneur, explore the idea of setting up a small business in an area you are interested in. Develop a marketing plan which must include the following:

•        Executive Summary
•        Situation Analysis
•        Marketing Strategy
•        Financial Projection
•        Implementation Controls

Marking Criteria will be shown on your front of your assignment.


ASSIGNMENT 2 - Case Analysis: FOCUSING ON MULTIPLE PUBLICS

ING DIRECT is a relatively new entrant to the Australian banking market, having entered only in 1999, but the bank has quickly become the fifth-largest retail bank in Australia. ING DIRECT is the Australian arm of the ING Group, the third-largest savings bank in the world. While the Australian arm is part of a very large financial group, ING DIRECT is targeting specific product niches, rather than competing directly with the larger Australian banks. 'ING's focus is on simple and transparent products', said Eric Drok, ING DIRECT's
chief executive until early 2008. 'If you can't explain it to me in 30 seconds, it's not a good product.' Part of this focus means that ING DIRECT doesn't compete in some product markets, such as the credit card market, which the company sees as too competitive in Australia. Instead, ING DIRECT believes that customers value the simplicity in a crowded marketplace which ING DIRECT offers, such as a term deposit with no minimum
or maximum requirement, in contrast to the more complex terms offered by competing banks.

ING DIRECT's approach has resulted in the bank achieving very high levels of customer satisfaction (72.8 per cent, in contrast to an industry average of 58.6 per cent), the highest customer satisfaction of any financial institution in Australia. ING DIRECT believes that its staff (its internal public) are the key to high levels of customer satisfaction. As the bank has no branches, ING DIRECT places heavy emphasis on its call centre, its central point of contact with customers. 'If people only phone twice a year, it's important to get that experience right', said Drok. 'We want staff to understand what the customer feels, what was really behind their question, and did they feel the client was satisfied with the answer?'

In order to stay close to ING DIRECT's customers (part of its general public), Drok would spend half a day each fortnight in the call centre listening to customer calls. He believes that staff are the key to customer satisfaction, so ING DIRECT employs a range of factors to ensure staff satisfaction, and therefore, hopefully, customer satisfaction. ING DIRECT looks for four values in the people it hires—people who are passionate, simple and straightforward, bold and different, and can work together. In contrast with some other organisations, ING DIRECT hasn't moved its call centres offshore, and it has no monitored time periods for
customer calls. One of ING DIRECT's call centres is located in a regional area, where turnover is lower. The physical environment of its call centres is designed to provide an attractive place for staff to work, with a bright meeting area, and two dimmed rooms furnished for relaxation. Staff salaries are linked with cultural performance, and each year the best-performing operator is sent overseas for a week to another ING DIRECT office. Human resources is such a focus at ING DIRECT that the bank won the top CEO award in 2008
for its inclusive management style and for championing issues such as diversity, talent management, and staff engagement and wellbeing. The bank's focused approach in terms of its product range and its emphasis on staff and customer satisfaction has seen ING DIRECT quickly build its retail savings in Australia to about $20 billion—about a 5 per cent market share. That's not nearly enough for ING DIRECT's parent group, which  is aiming for 10 per cent market share. And with satisfied customers and staff, and deep pockets to withstand the
 global financial crisis, ING DIRECT might get there before too long!





Sources: Glen James, Networking', The Age, 8 November 2008, p. 4; Jane Searle, 'Holding the  Line, BRW, 24 April 2008, pp. 76-77; Katherine Jimenez/Online ING Puts Local Ranks on Notice with Threat to Double Share', The Australian, 29 July 2008, p. 21; .

ING DIRECT employs a range of factors to ensure staff satisfaction in the hope that this will lead to customer satisfaction.

Gong Xi Fa Cai


From SmartYInvestor