Critique Analysis Of Research Case Solution & Answer

Critique Analysis Of Research Case Solution

Critique Analysis of Research

The research critique is based on the incompetence of expatriate managers in being able to adjust to a new social and cultural environment and the failure cost incurred in the productivity of an organization. So the study “The Dimensions of Expatriate Acculturation” has been conducted to evaluate the overseas expatriate manager’s adjustments in four dimensions.

The research critique is provided below:

Research problem:

            MNC’s are investing in expatriate acculturation for the managers and are sending the managers for various types of official assignments,but cultural differences are huge and it is a bit difficult to adjust and adapt to the culture in other countries except for native countries. According to the study; the percentage of acculturation failure is increasing from 25% to 40%. This study is a review study to explore the four dimensions of expatriate acculturation. The dimensions are Self-orientation, Others-Orientation, Perceptual, and Cultural-toughness. It is also stated that the training and selection process is not effective and needs to be fixed, otherwise the failure rate will increase. Particular beliefs of managers about performance lead to these types of errors. Managers believe that employees who are performing in New York can also perform the same tasks in another country (Baker & Ivancevich, 1971, p, 40,). But this belief is problematic, because individuals behave and perform differently in different settings and selection managers usually ignore this fact. Whereas, the selection managers need to follow the acculturation process and give pieces of training to the employees.As it is stated that the adjustment of expatriates often incurs a cost for the organization due to the common practice of directors when selecting expatriates is the equation stating that domestic performance of the employees equals the overseas performance,meaning that the employees’ productivity should remain the same regardless of working in a domestic state or overseas.Because of such belief; many MNC’s do not give acculturation training to their employees and the ones who provide training, they provide it in a very general mode and often do not follow up with its effectiveness.The reasons for doing so is given by the directors, which is the mindset that such pieces of training are ineffective,time constraints between the selection and departure of expatriates, temporary assignments of expatriates and the past dissatisfaction result of pieces of training in terms of expatriates. The belief among the personnel administrators that the dimensions of acculturation are not well known enough to properly gain sound training for expatriates; the two problems because of which the expatriate training and selection suffer, are the lack of understanding of expatriate variables and an inadequate selection and training procedures so the understanding of the key factors that account for the process of acculturation will help the directors to design efficient training programs and selection criteria. The research paper identifies the factors and dimensions that are convoluted in the cross-cultural adjustment process. The problem statement is very clear and the review studies the determinants of the successful process of expatriate acculturation. The problem is well defined and the purpose of the study is clear, and it follows the systematic review research method.

Theoretical model

The study is based on the incompetence of expatriate managers and the cost incurred by the company and how an organization can improve its expatriate employee productivity.From the literature review four dimensions were discussed to encourage the employees’ self-esteem and confidence. This study is based on cross-cultural theories, as these theories stated that cultural differences posesstress and pressure on individuals. Different studies concluded that it is important for individuals to deal with stress and cultural changes. The other cultural dimensions were also discussed by Hofstede’scultural dimensions. Many theories discuss the impact of cultural factors on individual’s behavior.

Data description:

This study is a systematic review.The researcher of this study is concluded after reviewing several other research and literature in the related field. This research method formulates research questions and reviews the relevant literature. In this study, the researcher evaluated the dimensions of acculturation. The researcher discussed the four dimensions separately and has also discussed the literature related to these dimensions. This study has also discussed the relationships between these dimensions and what other factors contribute to the dimensions. In the end, the study has also concluded two different propositions and the factors that contribute to the acculturation process. The study has discussed four dimensions, which are:Self-orientation, Others-Orientation, Perceptual, and Cultural-toughness. The results are supported by different literature from the relevant field. The research used for the study is the literature from limited sources and also repeated references. There is still a gap in between to discuss the literature from a wide range of literature and to bring more clarity in the conclusion.

Results and Findings:

In the findings of the review to increase employee confidence and their self-esteem; four dimensions have emerged, outof which; two are categorized into further sub-factors, which are mentioned below:

  1. The Self Oriented Dimension:
  • Substitute of reinforcement.
  • Reduction of stress.
  • Technical competency .

As the literature discusses that the self-oriented dimension consists of three factors, which are: substitute of the reinforcement, reduction of stress and technical competency. The substitutes of the reinforcement literature define that indulging in the activities that provide happiness in home countries as well as host countries is of significant importance. The context of the activities differ at different levels,i.e. it includes sports, music, arts. (David, 1976). Learning the music, sports of the host country can drive the same type of pleasure that one gets in his home country. The stress reduction literature discusses that the individual always faces stress when exposed to a different culture and it is important for the individuals to control and overcome that stress. The third factor is technical competence and the literature discusses that the technical competencies among the individuals are important because these individuals have to meet the requirements of their assigned tasks (Hays, 1971).

  1. The Others Oriented Dimension:
  • Development of relationship.
  • The willingness of employees to communicate……………………….

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