Navigating the Labor Market in China: Enhancing Expatriate Effectiveness

[Excerpt] As business continues to grow in China, employers there struggle to find locals who possess the needed knowledge, skills, and abilities to meet the talent demands of the market. Many multinational corporations fill requisitions with candidates from outside of their local region or even from outside China. Since expatriate assignments are extremely costly, employers actively seek cost-effective expatriate compensation options. The local-plus-pay approach in China is popular but remains a work-in-progress. In addition to lower-cost compensation and benefit plans, employers are searching for increased return on expatriate investment. In fact, 10 to 20 percent of all U.S. managers sent abroad returned early because of job dissatisfaction or difficulties in adjusting to a foreign country. Of those who stayed for the duration, nearly one-third performed below satisfaction. Most alarming, one-fourth of repatriated employees joined a competitor within one year of returning to their home country. This paper discusses the complexities HR professionals face in China including attracting top talent into an organization—with a focus on expatriates—and in managing an organization uniquely situated in a high-growth environment. It further highlights successful best practices to thrive in such circumstances

First-year composition and transfer: a quantitative study

The present study investigated the effect of writing pedagogy on transfer by examining the effect of pedagogical orientation (WAC/WID or ‘traditional’) on content-area grades. Participants were 1,052 undergraduates from 17 schools throughout the United States. Hypothesis was that the WAC/WID orientation would lead to higher transfer levels as measured by participants’ higher content-area performance. Composition grades were collected in year one; content-area grades where collected in year two. Propensity scores were calculated to stratify the groups and minimize selection bias of writing-class assignment, thereby allowing quasi-causal inference. An ANOVA was performed on the resulting 2-by-5 stratified data. Results indicated that students who completed the WAC/WID composition classes received significantly higher content grades than those in the ‘traditional’ writing classes. The results confirmed the hypothesis

Student Engagement in Law School: Preparing 21st Century Lawyers

Presents findings from an annual survey, with a focus on teaching and learning methods that help students develop as ethical professionals and improve their legal writing and problem-solving skills

Reviewing global career dimensions: towards a future research model.

Considering the changing nature of the career concept, we conduct a review of both recent career theory and research findings on global managers' careers. Relying on recent career theory, we first identify different individual and organizational dimensions that are characteristic for contemporary careers. Guided by these career dimensions, we examine the research findings of expatriate studies to assess their meaningfulness for global careers. While this review confirms the dimensions as identified from career theory, it also suggests the relevance of an additional organizational career dimension and a new domain of cultural career dimensions. The result of both reviews is a research model that approaches global careers at the intersection of individual, organizational and cultural domains.Theory; Managers; Studies; Model;

An analysis of core-competences of successful multinational team leaders

Copyright @ 2010 The Authors. This is the author's accepted manuscript. The final published article is available from the link below.Researchers have endeavoured to understand the factors that enable effective functioning of multinational teams (MNTs) but with few exceptions they have ignored studying the competences of MNT leaders. In this paper we present those competences leaders must possess in order to effectively lead MNTs. Our findings are based on 70 problem-centred interviews with MNT leaders and members from five multinational corporations. The competences our interviewees mentioned most frequently for effective leadership were knowledge management and transfer. Results further indicated that a leader must be cross-culturally competent and multilingual in order to motivate MNT members to fully explore, exploit and transfer valuable knowledge within the team and beyond

Unlocking inhibitors to women’s expatriate careers: can job-related training provide a key?

Purpose The purpose of this study is to examine what job-related training interventions female expatriates seek and can access in order to build necessary knowledge and skills to progress into further career-enhancing expatriate positions. Design/methodology/approach This study uses a cross-sectional qualitative research approach, drawing upon semi-structured interviews in respect of organisational training practice with 26 current female expatriates and nine Human Resource, International Assignments and Training Managers in two oil and gas exploration firms. Findings Budgets, time and travel restrictions, and competitive business pressures constrain on-the-job training provision for expatriates. Assignees require specific knowledge and skills ahead of appointment to subsequent expatriate positions. HR personnel believe training provides appropriate knowledge and capability development supporting women expatriates’ career ambitions. Women assignees view training available within their current roles as insufficient or irrelevant to building human capital for future expatriate posts. Research limitations/implications Longitudinal research across a wider spectrum of industries is needed to help understand the effects of training interventions on women’s access to future career-enhancing expatriation and senior management/leadership positions. Practical implications Organisations should ensure relevant technical skills training, clear responsibility for training provision, transparent and fair training allocation, positive communication regarding human capital outcomes, and an inclusive culture that promotes expatriate gender diversity. Originality/value Set within the framework of human capital theory, this study identifies the challenges that female expatriates experience when seeking relevant job-related training to further their expatriate careers. It identifies clear mismatches between the views of HR and female assignees in relation to the value of job-related training offered and women’s access to it

Acquiring and Applying Knowledge in Transnational Teams: The Roles of Cosmopolitans and Locals

This paper examines the roles of cosmopolitans and locals in transnational teams that work on knowledge-intensive projects. I propose that cosmopolitan and local team members can help their teams to acquire and apply knowledge more effectively, by bringing both internal and external knowledge to their teams and enabling them to more successfully transform this knowledge into improved project performance. Findings from a study of 96 project teams at an international development agency reveal that the roles of cosmopolitans and locals were complex and sometimes valuable, but cosmopolitans offered greater benefits than locals and too many of each could hurt. Implications for theory and research on international management, virtual teams, exploration and exploitation, and organizational knowledge are discussed

The nexus between science and industry: evidence from faculty inventions

Against the background of the so-called European paradox, i.e. the conjecture that EU countries lack the capability to transfer science into commercial innovations, knowledge transfer from academia to industry has been a central issue in policy debates recently. Based on a sample of German scientists we investigate which academic inventions are patented by a scientific assignee and which are owned by corporate entities. Our findings suggest that faculty patents assigned to corporations exhibit a higher short-term value in terms of forward citations and a higher potential to block property rights of competitors. Faculty patents assigned to academic inventors or to public research institutions, in contrast, are more complex, more basic and have stronger links to science. These results may suggest that European firms lack the absorptive capacity to identify and exploit academic inventions that are further away from market applications. --academic inventors,university-industry technology transfer,intellectual property rights

Assessing the Value of International Workers:a Case of Shell Petroleum Development Company in Nigeria

As a result of globalization, many companies, be it corporate, public or international operates on a global scale. With the rise of companies operating in a global village, many companies are also expanding internationally. Mostly, international organizations operating abroad are faced with employees of foreign cultures with an entirely different perspective. Oftentimes, cross-cultural issues arise in the management of the company's human resources (HR). According to Laroche (1998), the rapid globalization of the world's economy has brought forth several changes. In view of this, it is the intention of this non-empirical article to investigate how to assess the international workers, by adopting the latest management trend

The Dynamics of the Transfer and Renewal of Patents

This paper explores a new dataset of transfers of patents recorded at the United States Patent and Trademark Office. The aim of the paper is twofold. First, a number of patterns are presented. For instance, the probability of a patent being traded monotonically decreases as a function of its age except at the renewal dates. Immediately after renewal, this probability discontinuously increases. Among patents of the same age, the probability of being traded and the probability of being renewed is increasing in the total number of citations received. Moreover, previously traded patents, and especially the recently traded, are more likely to be traded and less likely to be allowed to expire than patents not previously traded. Second, the paper extends Pakes and Schankerman\\'s patent renewal framework in order to develop a model of the transfer and renewal of patents. Two new key features of the model are motivated by the patterns documented: gains from reallocating patents to more productive firms and costs of adopting technology.Markets for Technology; Patents; Transfer of Patents