assignment on international business management

International Business

(5 reviews)

Mason A Carpenter, University of Wisconsin at Madison

Sanjyot P Dunung, Atma Global

Copyright Year: 2011

ISBN 13: 9781453312995

Publisher: Saylor Foundation

Language: English

Formats Available

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Reviewed by Ashley Beleny, Instructor, Virginia Tech on 4/11/22

The textbook covers a range of issues; however, it goes into areas that are beyond the scope of international business and increases the large about of information to be covered in one semester. read more

Comprehensiveness rating: 4 see less

The textbook covers a range of issues; however, it goes into areas that are beyond the scope of international business and increases the large about of information to be covered in one semester.

Content Accuracy rating: 2

The book is overall accurate, but it needs to be updated. Case studies, information about the current status of China, the WTO and international trade agreements all are out of date.

Relevance/Longevity rating: 5

Trade agreements have changed, such a the RCEP being negotiated, and those changes have affected a number of geopolitical elements that should be acknowledged.

Clarity rating: 4

The book is written in a very conversational tone which is easy to read.

Consistency rating: 5

It is very consistent throughout in its organization.

Modularity rating: 5

The book is divided into sections that can be moved around and organized as is desired for the course.

Organization/Structure/Flow rating: 4

The structure is a little awkward in the order I would put things and the emphasis I would put on different areas. It skips from one area to another, but overall that makes it more modular if the course is organized in a way that just necessitates readings or sections that can be inserted into the course.

Interface rating: 5

The book is laid out clearly.

Grammatical Errors rating: 5

There are not a significant number of grammatical errors to skew the understanding or flow of the textbook.

Cultural Relevance rating: 4

Culture is a key issue for international business. The cultural section of the book doesn't continue to go into how culture affects how businesses operate to the point appropriate for this course.

The highlighted words that are emphasized in the book are not the keywords in the situation.

Reviewed by Samira Hussein, Professor, Business Administration, Johnson County Community College on 5/30/21

I currently use a textbook from a major publisher which is an introductory text in international business, much like this one. I find that the topics in both texts are comparable. I would not need another text to supplement the material. However,... read more

Comprehensiveness rating: 5 see less

I currently use a textbook from a major publisher which is an introductory text in international business, much like this one. I find that the topics in both texts are comparable. I would not need another text to supplement the material. However, as others have mentioned in their review, the examples seem dated. As long as I emphasized the theoretical part, I would be fine with adopting the textbook. Also, each sub heading is organized with "key takeaways", discussion questions, and a summary. All of this provides reader friendly pedagogy.

Content Accuracy rating: 5

No inaccuracies were noted. The examples provided throughout the textbook provide multiple perspectives, due to which this textbook will enjoy broad appeal to many instructors.

As long as instructors use the book to provide a framework of international business, the textbook will provide the foundation in a comprehensive manner. In the digital world where newsletters to supplement the textbook also become dated, instructors can always add currency to this textbook by providing examples that are current. The book is very relevant to a foundational course since it covers all aspects of international business.

Clarity rating: 5

The prose is written in a manner that creates interest in the topics. I found myself drawn to the several topics and sub topics because of the interesting examples given from not just one part of the globe, but all over. The points made in these headings and sub-headings are summarized, and also practical tips are given quite often. All this provides clarity for the reader.

Consistency is the biggest appeal of this textbook. By the second or the third chapter the reader knows what to expect, and how terminology will be understood through examples, and practical applications.

Modularity rating: 4

Although, I am used to chunking the chapters into sections, I believe that instructors can easily divide the various chapters into broader themes. The author provides each sub-heading as a comprehensive reading assignment. Bibliography is provided at the end of each section which can be assigned as further reading and research for the students.

I would rearrange the topics differently since there are some chapters that would logically flow better next to each other. Sub themes can be created by re-arranging the chapters differently.

Interface rating: 3

I found the blue text within the chapter distracting since they are not hyperlinked. Also, many of the hyperlinks at the end of the section are not functional. The text does not offer many images that may enhance the explanation provided. This creates lack of interest for the reader. However, the images that are provided are relevant within the context of the discussion.

There are no grammatical errors.

Cultural Relevance rating: 5

The very fact that the book provides examples from all over the world rather than certain economies demonstrates cultural sensitivity to me. Furthermore, the examples are interesting and create curiosity for the different regions of the world.

I found the textbook to be relevant, user friendly, and fairly comprehensive. However, with all the bells and whistles provided by textbook publishers, the accuracy of working links, and superior supplements provided for the textbooks a strong draw towards sticking with the publishers. This by no means implies that this text cannot be used as is. If power points, testbanks and other supplements can be added, some of the negatives of this textbook can be easily overlooked. The price is just right ($0)!!

Reviewed by Trunnis Goggins, Adjunct Instructor of Business, Trine University on 4/16/21

This textbook does a great job at providing the basics and foundation of international business. However based on the ever dynamic and changing world of international business, some information is a little dated. read more

This textbook does a great job at providing the basics and foundation of international business. However based on the ever dynamic and changing world of international business, some information is a little dated.

The author does a great job at presenting well-founded and peer reviewed facts. Again due to the rapidly changing laws and trade agreements, it is rather difficult to maintain accuracy in a book like this even from one semester to the next.

This book does a great job at presenting the fundamentals. There are only some aspects of this textbook that may deem to be obsolete. However, the foundational approach of this textbook does give the student a clear and concise description of the inner workings of international business.

The book is well written and does provide real-world scenarios. These scenarios can be extremely helpful in understanding the technical and academic aspects of international business.

The author does a fantastic job of providing a consistent message.

This textbook is written in a way that builds from one chapter to the next. It is easy to follow and its sequence allows the student to continually build on prior learning from prior chapters.

Organization/Structure/Flow rating: 5

This textbook is very organized and very well planned.

Extremely manageable interface.

I found no grammatical errors

This book was written in a fashion that was sensitive to all cultures. It also gave very valuable insight to the ethical values and cultures of many other economic systems throughout the world.

Reviewed by Ruby Lee, Professor, Florida State University on 11/5/18

The text covers a wide range of topics that are important and timely to international business. Instructors who teach international marketing should also find the text helpful. Nonetheless, the text does not provide index or glossary. read more

The text covers a wide range of topics that are important and timely to international business. Instructors who teach international marketing should also find the text helpful. Nonetheless, the text does not provide index or glossary.

The content is absolutely unbiased and accurate at the time of writing. Many examples and cases discussed in the text are real companies and their issues are continuing.

The text is highly relevant and up-to-date. Examples are well used. The theory and most concepts will not be obsolete within a short period of time. However, the challenge of teaching international business is that companies are consistently changing, revising their strategies, and making various adaptations to stay afloat, and therefore some of the examples (e.g., Google in China) might need to get updates more frequently than others. But it should be relatively easy and straightforward to implement.

The text is easy to understand and follow. Examples are abundant to adequately illustrate various concepts or terminology used in the text. But it would be better if a glossary was included.

The text is highly consistent. Examples (opening cases), contents, and exercises to reinforce students' learning are in order.

The book's modularity follows most mainstream IB textbooks. So, it should not be a problem for instructors to switch from their current text to this one. Each chapter is well organized with smaller reading sections. This definitely allows instructors to pick and choose the topics that fit into their curriculum.

The topics in the text are well organized and presented. Examples (opening cases), contents, and exercises to reinforce students' learning are in order. It would be very helpful if the beginning of each chapter has a table of content.

Interface rating: 4

The text does not have many images and charts. So, I don't see any interface issues.

The text is written in plain English. I do not spot any grammatical errors.

The text is very culturally sensitive indeed. It uses examples from different parts of the world. It further includes real company examples from various countries across the globe to demonstrate the challenge of conducting international business. It's really a nice text.

The text is wonderful overall. Please include a table of content of the text, a table of content for each chapter, a chapter summary, a glossary. More tables and figures to illustrate some of the contents would be helpful too.

Reviewed by Barry Hawkey, Adjunct Faculty, Portland Community College on 6/19/18

This is a massive text, and seems to cover everything I’d need in my International Marketing course. Without a table of contents or an index, however, it is difficult to understand the complete flow of this 730-page text! Any instructor using... read more

Comprehensiveness rating: 3 see less

This is a massive text, and seems to cover everything I’d need in my International Marketing course. Without a table of contents or an index, however, it is difficult to understand the complete flow of this 730-page text! Any instructor using this text would need to begin by constructing their own.

This text seems to be very professionally written, and I have found no errors or evidence of bias. I would recommend it to college-level instructors

Relevance/Longevity rating: 4

International Marketing is a rapidly changing topic, so it is difficult to write a text with examples that will not seem out of date in a few years. Examples in this text include Coca-Cola, DeBeers, and Google, which seem unlikely to be rendered obsolete any time soon.

The text is well-organized by section and subsection, but the lack of a table of contents or index makes it very difficult to find every reference to a particular topic. Without those, future updates will be very hard to integrate.

The text is very professionally written. Sentence structures and explanations are easy to follow, and should be easily accessible to college-level students.

Consistency rating: 4

The text is professionally written, and appears well laid-out. I do not see much evidence of language or concepts building on themselves, or of early topics being referenced in later chapters, however. There is also no glossary, and key words do not seem to be given highlighted definitions in the text. Still, the overall voice of the text is very consisent.

The case studies and matching exercises given in every chapter are a huge help, and make the massive text much more approachable to readers.

While the case studies, “amusing anecdotes” and exercises are very helpful, in some areas they seem to overwhelm the actual text. For example, Section 5.3, on The United Nations and the Impact of Trade, begins on page 252 and continues for 9 pages. If you remove all of the ‘asides,’ however, you are left with only 4 pages! More than half of the section is spent on asides.

The lack of any pictures or illustrations hinders reader understanding in some places. For example, the ‘6 Steps of Scenario Planning’ on page 397 would greatly benefit from a flowchart or diagram.

Organization/Structure/Flow rating: 2

The text does not have a table of contents or index! This makes it very hard to use as a reference, and they should definitely be added. At 730 pages, the lack of a table of contents even makes it hard for an instructor to get a handle on what the book offers.

Interface rating: 2

Blue, underlined text of chapter and section headings are not working hyperlinks, although they seemed designed to look like them.

The lack of pictures and illustrations make these text tiring to read. It always makes the text ‘feel’ unprofessional, although the content itself is great.

This text is very professionally written. I have not found any grammatical errors.

This text appears to be very professionally written. I have not found any evidence of cultural insensitivity, and the examples appear to come from many different countries. It is a large text, however, and I have not read all 730 pages.

While I understand that intellectual property rights somehow must require this book be published with the phrase “Author’s Name retracted as requested by the work’s original creator or licensee,” it is disconcerting to see that phrase appear again and again. That phrase is given 15 times in total, and I expect it will cause readers to question the quality of the content, unfortunately.

Table of Contents

• Chapter 1: Introduction
• Chapter 2: International Trade and Foreign Direct Investment
• Chapter 3: Culture and Business
• Chapter 4: World Economies
• Chapter 5: Global and Regional Economic Cooperation and Integration
• Chapter 6: International Monetary System
• Chapter 7: Foreign Exchange and the Global Capital Markets
• Chapter 8: International Expansion and Global Market Opportunity Assessment
• Chapter 9: Exporting, Importing, and Global Sourcing
• Chapter 10: Strategy and International Business
• Chapter 11: Global Entrepreneurship and Intrapreneurship
• Chapter 12: Winning through Effective, Global Talent Management
• Chapter 13: Harnessing the Engine of Global Innovation
• Chapter 14: Competing Effectively through Global Marketing, Distribution, and Supply-Chain Management
• Chapter 15: Understanding the Roles of Finance and Accounting in Global Competitive Advantage

Ancillary Material

About the book.

International Business is one of the most challenging and exciting courses to teach in the Business School. To teach a current, dynamic and complete course you need a textbook by authors as passionate and informed about International Business as you are.

Carpenter and Dunung's International Business: The Opportunities and Challenges of a Flat World provides exploration into building, leading, and thriving in global organizations in an increasingly flat world. The authors define ”Flat world“ as one where service industries that dwarf manufacturing industries in terms of scale and scope, an Internet that pervades life and work, and networks define modern businesses, whether service or manufacturing. Carpenter and Dunung's text is designed to speak to technologically-savvy students who see national borders as bridges and not barriers.

The authors use the lexicon of international business, and additionally, develop students' knowledge of international contexts with the aim that they may launch, run, and work in any organization that is global in scope (or is wrestling with global competition or other global threats).

The textbook is organized in 5 Sections:

• Section 1 introduces the global business course and concludes with a chapter on seizing global opportunities.
• Section 2 develops student knowledge about key facets of the global business environment, while
• Section 3 develops knowledge about how a student or organization can exploit opportunities in that global environment.
• Section 4 is devoted to entrepreneurship in a flat world — this section will explore why the entrepreneurial context is changing, provide lenses for identifying and capitalizing on entrepreneurial opportunities, and
• Section 5 shows how key organizational activities can be managed for global effectiveness. Every chapter has five enumerated learning objectives, each of these five sections concludes with a short summary (”Key Takeaways“) and five review questions.

In addition, each chapter concludes with a mini case on a unique global business that encompasses the topics shown in the chapter. The authors even provide a set of end-of-chapter questions that are mapped to AACSB learning standards, so that you will be able to measure how well students are grasping course content that aligns with the AACSB guidelines. Request a desk copy of Carpenter and Dunung's International Business: The Opportunities and Challenges of a Flat World to experience its current and progressive look at International Business for yourself.

About the Contributors

Mason A. Carpenter (PhD, 1997, University of Texas at Austin) is the M. Keith Weikel professor of leadership at the Univeristy of Wisconsin Madison’s Wisconsin School of Business. His research in strategic management concerns corporate governance, top management teams, social networks, and the strategic management of global startups and is published widely in leading management and strategy journals. He is also author of numerous books used in leading undergraduate, MBA, and educutive education courses around the world, including Principles of Management published by Flat World Knowledge. He is associate editor of the Academy of Management Review and serves on the editorial board of the Strategic Management Journal. At the University of Wisconsin, he is responsible for the undergraduate, MBA, and ExecMBA courses in business, corporate, and global strategy. With others, he has also advised the top management teams and business unit leaders of Fiskars, SABMiller, GE, Harley Davidson, Rockwell International, Vivendi, Kerry Ingredients, Covance, Danisco, Badger Meter, and Banta in the areas of strategy formulation, strategy implementation, and strategic change. His teaching accomplishments include MBA Professor of the Year, notoriety as one of the two most popular professors in several BusinessWeek MBA program polls, the Larson Excellence in Teaching award from the Wisconsin School of Business, and, most recently, a Distinguished Teaching award from the University of Wisconsin-Madison. He also works to integrate experiential and behavioral perspectives of strategic management into the classroom through positions on the BPS and SMS Executive Committees, Doctoral and New Faculty BPS consortia, and the widely-used BPS Strategy Teaching Toolkit.

Sanjyot P. Dunung is president of Atma Global (www.atmaglobal.com), a publisher of innovative learning products and solutions for the corporate, higher education, and K-12 markets. The company’s mission is to create engaging, best-of-class, global learning products and solutions focusing on countries, cultures, and global business issues. Sanjyot is a recognized leader in the field of cross-cultural learning and has more than fifteen years of extensive experience in developing leading-edge, multimedia learning solutions. Notably, she is the author of Doing Business in Asia: The Complete Guide, focusing on the cultural issues of conducting business in twenty Asian countries (1995 and 1998 by Simon & Schuster). Sanjyot periodically authors articles on doing business internationally. Further, she has appeared on CNBC-TV, CNN International, Bloomberg TV, and various radio programs and is often a guest speaker at conferences and seminars addressing international business and entrepreneurship. Her book, Straight Talk About Starting and Growing Your Own Business, was released in November 2005 by McGraw Hill; she has two entrepreneurship books, Starting Your Business and Growing Your Business with Business Expert Press. Sanjyot also worked as a banker in New York with American and Japanese banks. Sanjyot was selected as a protégé member of the Committee of 200. She’s cofounder and president of the Dunung-Singh Foundation, committed to providing educational opportunities and hope to underprivileged children. She also served as a member of the board of directors of the US Committee for UNICEF (United Nations Children’s Fund). Sanjyot mentors Afghan women entrepreneurs through Project Artemis. Sanjyot’s academic history includes a BA from Northwestern University and an MBA, with an emphasis in international finance, from Thunderbird, School of Global Management. She is the school’s 1997 recipient of the Distinguished Alumni award. Sanjyot was born in India; was raised in Liverpool, England and Chicago, and now lives in New York with her three sons.

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Managing International Assignments

International assignment management is one of the hardest areas for HR professionals to master—and one of the most costly. The expense of a three-year international assignment can cost millions, yet many organizations fail to get it right. Despite their significant investments in international assignments, companies still report a 42 percent failure rate in these assignments. 1

With so much at risk, global organizations must invest in upfront and ongoing programs that will make international assignments successful. Selecting the right person, preparing the expatriate (expat) and the family, measuring the employee's performance from afar, and repatriating the individual at the end of an assignment require a well-planned, well-managed program. Knowing what to expect from start to finish as well as having some tools to work with can help minimize the risk.

Business Case

As more companies expand globally, they are also increasing international assignments and relying on expatriates to manage their global operations. According to KPMG's 2021 Global Assignment Policies and Practices Survey, all responding multinational organizations offered long-term assignments (typically one to five years), 88 percent offered short-term assignments (typically defined as less than 12 months), and 69 percent offered permanent transfer/indefinite length.

Managing tax and tax compliance, cost containment and managing exceptions remain the three principal challenges in long-term assignment management according to a 2020 Mercer report. 2

Identifying the Need for International Assignment

Typical reasons for an international assignment include the following:

• Filling a need in an existing operation.
• Transferring technology or knowledge to a worksite (or to a client's worksite).
• Developing an individual's career through challenging tasks in an international setting.
• Analyzing the market to see whether the company's products or services will attract clients and users.
• Launching a new product or service.

The goal of the international assignment will determine the assignment's length and help identify potential candidates. See Structuring Expatriate Assignments and the Value of Secondment and Develop Future Leaders with Rotational Programs .

Selection Process

Determining the purpose and goals for an international assignment will help guide the selection process. A technical person may be best suited for transferring technology, whereas a sales executive may be most effective launching a new product or service.

Traditionally, organizations have relied on technical, job-related skills as the main criteria for selecting candidates for overseas assignments, but assessing global mindset is equally, if not more, important for successful assignments. This is especially true given that international assignments are increasingly key components of leadership and employee development.

To a great extent, the success of every expatriate in achieving the company's goals in the host country hinges on that person's ability to influence individuals, groups and organizations that have a different cultural perspective.

Interviews with senior executives from various industries, sponsored by the Worldwide ERC Foundation, reveal that in the compressed time frame of an international assignment, expatriates have little opportunity to learn as they go, so they must be prepared before they arrive. Therefore, employers must ensure that the screening process for potential expatriates includes an assessment of their global mindset.

The research points to three major attributes of successful expatriates:

• Intellectual capital. Knowledge, skills, understanding and cognitive complexity.
• Psychological capital. The ability to function successfully in the host country through internal acceptance of different cultures and a strong desire to learn from new experiences.
• Social capital. The ability to build trusting relationships with local stakeholders, whether they are employees, supply chain partners or customers.

According to Global HR Consultant Caroline Kersten, it is generally understood that global leadership differs significantly from domestic leadership and that, as a result, expatriates need to be equipped with competencies that will help them succeed in an international environment. Commonly accepted global leadership competencies, for both male and female global leaders, include cultural awareness, open-mindedness and flexibility.

In particular, expatriates need to possess a number of vital characteristics to perform successfully on assignment. Among the necessary traits are the following:

• Confidence and self-reliance: independence; perseverance; work ethic.
• Flexibility and problem-solving skills: resilience; adaptability; ability to deal with ambiguity.
• Tolerance and interpersonal skills: social sensitivity; observational capability; listening skills; communication skills.
• Skill at handling and initiating change: personal drivers and anchors; willingness to take risks.

Trends in international assignment show an increase in the younger generation's interest and placement in global assignments. Experts also call for a need to increase female expatriates due to the expected leadership shortage and the value employers find in mixed gender leadership teams. See Viewpoint: How to Break Through the 'Mobility Ceiling' .

Employers can elicit relevant information on assignment successes and challenges by means of targeted interview questions with career expatriates, such as the following:

• How many expatriate assignments have you completed?
• What are the main reasons why you chose to accept your previous expatriate assignments?
• What difficulties did you experience adjusting to previous international assignments? How did you overcome them?
• On your last assignment, what factors made your adjustment to the new environment easier?
• What experiences made interacting with the locals easier?
• Please describe what success or failure means to you when referring to an expatriate assignment.
• Was the success or failure of your assignments measured by your employers? If so, how did they measure it?
• During your last international assignment, do you recall when you realized your situation was a success or a failure? How did you come to that determination?
• Why do you wish to be assigned an international position?

Securing Visas

Once an individual is chosen for an assignment, the organization needs to move quickly to secure the necessary visas. Requirements and processing times vary by country. Employers should start by contacting the host country's consulate or embassy for information on visa requirements. See Websites of U.S. Embassies, Consulates, and Diplomatic Missions .

Following is a list of generic visa types that may be required depending on the nature of business to be conducted in a particular country:

• A work permit authorizes paid employment in a country.
• A work visa authorizes entry into a country to take up paid employment.
• A dependent visa permits family members to accompany or join employees in the country of assignment.
• A multiple-entry visa permits multiple entries into a country.

Preparing for the Assignment

An international assignment agreement that outlines the specifics of the assignment and documents agreement by the employer and the expatriate is necessary. Topics typically covered include:

• Location of the assignment.
• Length of the assignment, including renewal and trial periods, if offered.
• Costs paid by the company (e.g., assignment preparation costs, moving costs for household goods, airfare, housing, school costs, transportation costs while in country, home country visits and security).
• Base salary and any incentives or allowances offered.
• Employee's responsibilities and goals.
• Employment taxes.
• Steps to take in the event the assignment is not working for either the employee or the employer.
• Repatriation.
• Safety and security measures (e.g., emergency evacuation procedures, hazards).

Expatriates may find the reality of foreign housing very different from expectations, particularly in host locations considered to be hardship assignments. Expats will find—depending on the degree of difficulty, hardship or danger—that housing options can range from spacious accommodations in a luxury apartment building to company compounds with dogs and armed guards. See Workers Deal with Affordable Housing Shortages in Dubai and Cairo .

Expats may also have to contend with more mundane housing challenges, such as shortages of suitable housing, faulty structures and unreliable utility services. Analyses of local conditions are available from a variety of sources. For example, Mercer produces Location Evaluation Reports, available for a fee, that evaluate levels of hardship for 14 factors, including housing, in more than 135 locations.

Although many employers acknowledge the necessity for thorough preparation, they often associate this element solely with the assignee, forgetting the other key parties involved in an assignment such as the employee's family, work team and manager.

The expatriate

Consider these points in relation to the assignee:

• Does the employee have a solid grasp of the job to be done and the goals established for that position?
• Does the employee understand the compensation and benefits package?
• Has the employee had access to cultural training and language instruction, no matter how similar the host culture may be?
• Is the employee receiving relocation assistance in connection with the physical move?
• Is there a contact person to whom the employee can go not only in an emergency but also to avoid becoming "out of sight, out of mind"?
• If necessary to accomplish the assigned job duties, has the employee undergone training to get up to speed?
• Has the assignee undergone an assessment of readiness?

To help the expatriate succeed, organizations are advised to invest in cross-cultural training before the relocation. The benefits of receiving such training are that it: 3

• Prepares the individual/family mentally for the move.
• Removes some of the unknown.
• Increases self-awareness and cross-cultural understanding.
• Provides the opportunity to address questions and anxieties in a supportive environment.
• Motivates and excites.
• Reduces stress and provides coping strategies.
• Eases the settling-in process.
• Reduces the chances of relocation failure.

See Helping Expatriate Employees Deal with Culture Shock .

As society has shifted from single- to dual-income households, the priorities of potential expatriates have evolved, as have the policies organizations use to entice employees to assignment locations. In the past, from the candidate's point of view, compensation was the most significant component of the expatriate package. Today more emphasis is on enabling an expatriate's spouse to work. Partner dissatisfaction is a significant contributor to assignment failure. See UAE: Expat Husbands Get New Work Opportunities .

When it comes to international relocation, most organizations deal with children as an afterthought. Factoring employees' children into the relocation equation is key to a successful assignment. Studies show that transferee children who have a difficult time adjusting to the assignment contribute to early returns and unsuccessful completion of international assignments, just as maladjusted spouses do. From school selection to training to repatriation, HR can do a number of things to smooth the transition for children.

Both partners and children must be prepared for relocation abroad. Employers should consider the following:

• Have they been included in discussions about the host location and what they can expect? Foreign context and culture may be more difficult for accompanying family because they will not be participating in the "more secure" environment of the worksite. Does the family have suitable personal characteristics to successfully address the rigors of an international life?
• In addition to dual-career issues, other common concerns include aging parents left behind in the home country and special needs for a child's education. Has the company allowed a forum for the family to discuss these concerns?

The work team

Whether the new expatriate will supervise the existing work team, be a peer, replace a local national or fill a newly created position, has the existing work team been briefed? Plans for a formal introduction of the new expatriate should reflect local culture and may require more research and planning as well as input from the local work team.

The manager/team leader

Questions organization need to consider include the following: Does the manager have the employee's file on hand (e.g., regarding increases, performance evaluations, promotions and problems)? Have the manager and employee engaged in in-depth conversations about the job, the manager's expectations and the employee's expectations?

Mentors play an important role in enhancing a high-performing employee's productivity and in guiding his or her career. In a traditional mentoring relationship, a junior executive has ongoing face-to-face meetings with a senior executive at the corporation to learn the ropes, set goals and gain advice on how to better perform his or her job.

Before technological advances, mentoring programs were limited to those leaders who had the time and experience within the organization's walls to impart advice to a few select people worth that investment. Technology has eliminated those constraints. Today, maintaining a long-distance mentoring relationship through e-mail, telephone and videoconferencing is much easier. And that technology means an employer is not confined to its corporate halls when considering mentor-mentee matches.

The organization

If the company is starting to send more employees abroad, it has to reassess its administrative capabilities. Can existing systems handle complicated tasks, such as currency exchanges and split payrolls, not to mention the additional financial burden of paying allowances, incentives and so on? Often, international assignment leads to outsourcing for global expertise. Payroll, tax, employment law, contractual obligations, among others, warrant an investment in sound professional advice.

Employment Laws

Four major U.S. employment laws have some application abroad for U.S. citizens working in U.S.-based multinationals:

• Title VII of the Civil Rights Act.
• The Age Discrimination in Employment Act (ADEA).
• The Americans with Disabilities Act (ADA).
• The Uniformed Services Employment and Reemployment Rights Act (USERRA).

Title VII, the ADEA and the ADA are the more far-reaching among these, covering all U.S. citizens who are either:

• Employed outside the United States by a U.S. firm.
• Employed outside the United States by a company under the control of a U.S. firm.

USERRA's extraterritoriality applies to veterans and reservists working overseas for the federal government or a firm under U.S. control. See Do laws like the Fair Labor Standards Act and the Family and Medical Leave Act apply to U.S. citizens working in several other countries?

Employers must also be certain to comply with both local employment law in the countries in which they manage assignments and requirements for corporate presence in those countries. See Where can I find international employment law and culture information?

Compensation

Companies take one of the following approaches to establish base salaries for expatriates:

• The home-country-based approach. The objective of a home-based compensation program is to equalize the employee to a standard of living enjoyed in his or her home country. Under this commonly used approach, the employee's base salary is broken down into four general categories: taxes, housing, goods and services, and discretionary income.
• The host-country-based approach. With this approach, the expatriate employee's compensation is based on local national rates. Many companies continue to cover the employee in its defined contribution or defined benefit pension schemes and provide housing allowances.
• The headquarters-based approach. This approach assumes that all assignees, regardless of location, are in one country (i.e., a U.S. company pays all assignees a U.S.-based salary, regardless of geography).
• Balance sheet approach. In this scenario, the compensation is calculated using the home-country-based approach with all allowances, deductions and reimbursements. After the net salary has been determined, it is then converted to the host country's currency. Since one of the primary goals of an international compensation management program is to maintain the expatriate's current standard of living, developing an equitable and functional compensation plan that combines balance and flexibility is extremely challenging for multinational companies. To this end, many companies adopt a balance sheet approach. This approach guarantees that employees in international assignments maintain the same standard of living they enjoyed in their home country. A worksheet lists the costs of major expenses in the home and host countries, and any differences are used to increase or decrease the compensation to keep it in balance.

Some companies also allow expatriates to split payment of their salaries between the host country's and the home country's currencies. The expatriate receives money in the host country's currency for expenses but keeps a percentage of it in the home country currency to safeguard against wild currency fluctuations in either country.

As for handling expatriates taxes, organizations usually take one of four approaches:

• The employee is responsible for his or her own taxes.
• The employer determines tax reimbursement on a case-by-case basis.
• The employer pays the difference between taxes paid in the United States and the host country.
• The employer withholds U.S. taxes and pays foreign taxes.

To prevent an expatriate employee from suffering excess taxation of income by both the U.S. and host countries, many multinational companies implement either a tax equalization or a tax reduction policy for employees on international assignments. Additionally, the United States has entered into  bilateral international social security agreements  with numerous countries, referred to as "totalization agreements," which allow for an exemption of the social security tax in either the home or host country for defined periods of time.

A more thorough discussion of compensation and tax practices for employees on international assignment can be found in SHRM's Designing Global Compensation Systems toolkit.

How do we handle taxes for expatriates?

Can employers pay employees in other countries on the corporate home-country payroll?

Measuring Expatriates' Performance

Failed international assignments can be extremely costly to an organization. There is no universal approach to measuring an expatriate's performance given that specifics related to the job, country, culture and other variables will need to be considered. Employers must identify and communicate clear job expectations and performance indicators very early on in the assignment. A consistent and detailed assessment of an expatriate employee's performance, as well as appraisal of the operation as a whole, is critical to the success of an international assignment. Issues such as the criteria for and timing of performance reviews, raises and bonuses should be discussed and agreed on before the employees are selected and placed on international assignments.

Employees on foreign assignments face a number of issues that domestic employees do not. According to a 2020 Mercer report 4 , difficulty adjusting to the host country, poor candidate selection and spouse or partner's unhappiness are the top three reasons international assignments fail. Obviously, retention of international assignees poses a significant challenge to employers.

Upon completion of an international assignment, retaining the employee in the home country workplace is also challenging. Unfortunately, many employers fail to track retention data of repatriated employees and could benefit from collecting this information and making adjustments to reduce the turnover of employees returning to their home country.

Safety and Security

When faced with accident, injury, sudden illness, a disease outbreak or politically unstable conditions in which personal safety is at risk, expatriate employees and their dependents may require evacuation to the home country or to a third location. To be prepared, HR should have an evacuation plan in place that the expatriate can share with friends, extended family and colleagues both at home and abroad. See Viewpoint: Optimizing Global Mobility's Emergency Response Plans .

Many companies ban travel outside the country in the following circumstances:

• When a travel advisory is issued by the World Health Organization, Centers for Disease Control and Prevention, International SOS or a government agency.
• When a widespread outbreak of a specific disease occurs or if the risk is deemed too high for employees and their well-being is in jeopardy.
• If the country is undergoing civil unrest or war or if an act of terrorism has occurred.
• If local management makes the decision.
• If the employee makes the decision.

Once employees are in place, the decision to evacuate assignees and dependents from a host location is contingent on local conditions and input from either internal sources (local managers, headquarters staff, HR and the assignee) or external sources (an external security or medical firm) or both. In some cases, each host country has its own set of evacuation procedures.

Decision-makers should consider all available and credible advice and initially transport dependents and nonessential personnel out of the host country by the most expeditious form of travel.

Navigating International Crises

How can an organization ensure the safety and security of expatriates and other employees in high-risk areas?

The Disaster Assistance Improvement Program (DAIP)

Repatriation

Ideally, the repatriation process begins before the expatriate leaves his or her home country and continues throughout the international assignment by addressing the following issues.

Career planning. Many managers are responsible for resolving difficult problems abroad and expect that a well-done job will result in promotion on return, regardless of whether the employer had made such a promise. This possibly unfounded assumption can be avoided by straightforward career planning that should occur in advance of the employee's accepting the international assignment. Employees need to know what impact the expatriate assignment will have on their overall advancement in the home office and that the international assignment fits in their career path.

Mentoring. The expatriate should be assigned a home-office mentor. Mentors are responsible for keeping expatriates informed on developments within the company, for keeping the expatriates' names in circulation in the office (to help avoid the out-of-sight, out-of-mind phenomenon) and for seeing to it that expatriates are included in important meetings. Mentors can also assist the expatriate in identifying how the overseas experience can best be used on return. Optimum results are achieved when the mentor role is part of the mentor's formal job duties.

Communication. An effective global communication plan will help expatriates feel connected to the home office and will alert them to changes that occur while they are away. The Internet, e-mail and intranets are inexpensive and easy ways to bring expatriates into the loop and virtual meeting software is readily available for all employers to engage with global employees. In addition, organizations should encourage home-office employees to keep in touch with peers on overseas assignments. Employee newsletters that feature global news and expatriate assignments are also encouraged.

Home visits. Most companies provide expatriates with trips home. Although such trips are intended primarily for personal visits, scheduling time for the expatriate to visit the home office is an effective method of increasing the expatriate's visibility. Having expatriates attend a few important meetings or make a presentation on their international assignment is also a good way to keep them informed and connected.

Preparation to return home. The expatriate should receive plenty of advance notice (some experts recommend up to one year) of when the international assignment will end. This notice will allow the employee time to prepare the family and to prepare for a new position in the home office. Once the employee is notified of the assignment's end, the HR department should begin working with the expatriate to identify suitable positions in the home office. The expatriate should provide the HR department with an updated resume that reflects the duties of the overseas assignment. The employee's overall career plan should be included in discussions with the HR professional.

Interviews. In addition to home leave, organizations may need to provide trips for the employee to interview with prospective managers. The face-to-face interview will allow the expatriate to elaborate on skills and responsibilities obtained while overseas and will help the prospective manager determine if the employee is a good fit. Finding the right position for the expatriate is crucial to retaining the employee. Repatriates who feel that their new skills and knowledge are underutilized may grow frustrated and leave the employer.

Ongoing recognition of contributions. An employer can recognize and appreciate the repatriates' efforts in several ways, including the following:

• Hosting a reception for repatriates to help them reconnect and meet new personnel.
• Soliciting repatriates' help in preparing other employees for expatriation.
• Asking repatriates to deliver a presentation or prepare a report on their overseas assignment.
• Including repatriates on a global task force and asking them for a global perspective on business issues.

Measuring ROI on expatriate assignments can be cumbersome and imprecise. The investment costs of international assignments can vary dramatically and can be difficult to determine. The largest expatriate costs include overall remuneration, housing, cost-of-living allowances (which sometimes include private schooling costs for children) and physical relocation (the movement to the host country of the employee, the employee's possessions and, often, the employee's family).

But wide variations exist in housing expenses. For example, housing costs are sky-high in Tokyo and London, whereas Australia's housing costs are moderate. Another significant cost of expatriate assignments involves smoothing out differences in pay and benefits between one country and another. Such cost differences can be steep and can vary based on factors such as exchange rates (which can be quite volatile) and international tax concerns (which can be extremely complex).

Once an organization has determined the costs of a particular assignment, the second part of the ROI challenge is calculating the return. Although it is relatively straightforward to quantify the value of fixing a production line in Puerto Rico or of implementing an enterprise software application in Asia, the challenge of quantifying the value of providing future executives with cross-cultural perspectives and international leadership experience can be intimidating.

Once an organization determines the key drivers of its expatriate program, HR can begin to define objectives and assess return that can be useful in guiding employees and in making decisions about the costs they incur as expatriates. Different objectives require different levels and lengths of tracking. Leadership development involves a much longer-term value proposition and should include a thorough repatriation plan. By contrast, the ROI of an international assignment that plugs a skills gap is not negatively affected if the expatriate bolts after successfully completing the engagement.

Additional Resources

International Assignment Management: Expatriate Policy and Procedure

Introduction to the Global Human Resources Discipline

1Mulkeen, D. (2017, February 20). How to reduce the risk of international assignment failure. Communicaid. Retrieved from https://www.communicaid.com/cross-cultural-training/blog/reducing-risk-international-assignment-failure/

2Mercer. (2020). Worldwide Survey of International Assignment Policies and Practices. Retrieved from https://mobilityexchange.mercer.com/international-assignments-survey .

3Dickmann, M., & Baruch, Y. (2011). Global careers. New York: Routledge.

4Mercer. (2020). Worldwide Survey of International Assignment Policies and Practices. Retrieved from https://mobilityexchange.mercer.com/international-assignments-survey

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Compensation and Benefits: Essentials of International Assignment Management

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Internationalization became an essential strategic dimension for companies to ensure profitable growth. International assignments play an important role to implement this strategy. As a consequence the number of international assignees is growing year by year; they work as interface manager between headquarters and branch office, as cultural ambassador, or as technical specialist to transfer knowledge. For ambitious and open candidates, a position in a foreign country and in a different culture can be an interesting step to further develop their professional career. International assignment management first of all needs a policy framework, defining the compensation and benefit package, especially the typical assignment allowances depending on distance to the home country and hardship of the host country. The administration of international assignments secondly requires standardized processes for all phases of an assignment, from selection to reintegration and with clear allocation of roles and responsibilities between all human resources partners involved. Organizations exchanging bigger numbers of specialists and executives between several countries work with centralized assignment management teams, who cooperate with local HR in the host countries and often use external partners for relocation, social security, payroll, and taxation to manage this complex task.

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Deutsche Industrie- und Handelskammer in Japan (DIHKJ) –Auditor – (2007) Expatriate versus Local, Vor- und Nachteile von Expatriates in japanischen Tochtergesellschaften deutscher Unternehmen. http://japan.ahk.de

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A Successful International Assignment Depends on These Factors

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The prospect of an international assignment can be equal parts thrilling and alarming: Will it make or break your career? What will it do to your life at home and the people you love? When you’re thinking about relocating, you start viewing questions of work and family — difficult enough under ordinary circumstances — through a kind of high-contrast, maximum-drama filter.

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5 International Business Examples to Learn From

• 29 Jun 2021

Despite the rise in geopolitical conflicts and concerns around global health in the aftermath of the COVID-19 pandemic , international business continues to thrive. According to a Profile Tree report , about 70 percent of international trade involves global value chains—meaning different stages of production are located across different countries.

“There has never in the history of the world been a more exciting time to be conducting business across international borders,” says Harvard Business School Professor Forest Reinhardt in the course Global Business . “The opportunities are enormous—to make money, to learn more about the world, and to make the world a better place.”

If you’re interested in entering this exciting sector, here’s an overview of what international business is and what factors can help make your company successful.

Access your free e-book today.

What Is International Business?

The term international business refers to any business that operates across international borders. At its most basic, it includes the sale of goods and services between countries.

Yet, other forms of international business do exist. For example, a business that produces components or products overseas but sells them domestically can be considered an international business, as can an organization that outsources services, such as customer service, to locations where labor expenses are cheaper.

For most organizations, decisions around building, producing, and selling products or services are informed by many factors.

Cost is an important one because businesses that primarily operate in developed markets, like the United States and Europe, can often source cheaper labor abroad.

Other factors play a role in decision-making, too. For example, an organization that makes a conscious effort to become more sustainable may produce its product as close as possible to the end user to reduce greenhouse gas emissions related to transportation, even if it might result in higher labor costs. Likewise, a business may take pride in sourcing local labor to create jobs and support the economy.

What Makes a Successful International Business?

Although international business can benefit the global economy, it also carries inherent risks. The fact that each country has its own government, regulations, inflation rates, and currency can complicate business models and must be weighed against the perceived benefits of operating internationally.

Some of the most common challenges of international businesses include language and cultural barriers, currency exchange rates, and foreign politics and policies.

“Although international business is extremely exciting, it can also be risky,” Reinhardt says in Global Business. “And it pays us to understand how to manage these risks.”

To be successful, international businesses must be resilient, adaptable, communicative, and resourceful. They need to have a deep understanding of international economics to anticipate how global markets will affect their bottom line and international marketing to effectively communicate their organization’s value to diverse audiences.

Are you interested in working with an international organization? Do you have plans and aspirations to take your business international?

Here are five well-known international businesses that have successfully—and not so successfully—navigated the global market.

Examples of International Businesses

Apple Inc., founded by Steve Jobs, Steve Wozniak, and Ronald Wayne in the 1970s, is now considered one of the most influential international companies. Headquartered in the United States, Apple designs, develops, and sells electronics, software, streaming, and online services worldwide.

Apple opened its first international location in Tokyo, Japan, in 2003 after saturating the American market. Under Jobs, Apple touted ease-of-use, innovative design, and customer loyalty with the marketing slogan, “ Think Different ,” and it continues to use visionary strategic marketing and a tight ecosystem to overcome competition and attract creative audiences around the globe.

Apple not only sells products internationally but has supply chains from 43 countries that ship supplies to China for final production and assembly. By keeping a tight-knit and strong relationship with suppliers, strategic inventory, and a focus on sustainability, Apple stands as one of the world’s most successful companies.

2. Financial Times

The Financial Times is a formerly British daily newspaper that’s now owned by the Japanese holding company Nikkei. The Financial Times’ mission is to deliver unbiased, informed investment and economic information to empower individuals and companies to make secure investment decisions.

The Financial Times had a rocky start trying to break into the international market. Andrew Gilchrist, former managing director of the Financial Times , describes his experience at the publication in the online course Global Business .

During his tenure, the Financial Times prioritized entering the international market in India. Despite a large English-speaking population and strong government support, domestic journalism was considered culturally and legally suspect. In fact, the Financial Times was eventually tied up in legal knots because the local newspaper barons were able to challenge every move through the courts.

Eventually, the Financial Times’ attempt to go international in India led to an economic slowdown and sluggish company growth.

3. McDonald’s

Two brothers, Maurice and Richard McDonald, converted their drive-through barbecue restaurant in San Bernardino, California, into a burger and milkshake restaurant—now known as McDonald’s—in 1948.

The McDonald brothers focused on creating a better business system geared toward self-service and efficient and repeatable processes that relied on heating lamps instead of waiters. This model, known as “ Speedee ,” led to lower costs, cheaper products, and faster growth. It became the epitome of “fast food.”

Soon after, Ray Croc took McDonald’s a step further by bringing in franchisees and suppliers, leading to the creation of restaurants across the United States. McDonald’s model continued to expand, and, in 1967, the company opened locations in Canada and Puerto Rico .

McDonald’s has been internationally successful, thanks in large part to the consistency its business model allows. The fact that a Big Mac tastes the same regardless of which country you order it in is a testament to the company’s long history. Today, there are 38,000 restaurants in more than 120 countries.

4. Coca-Cola

Coca-Cola was created by pharmacist John Pemberton in 1886 at a soda fountain in Atlanta, Georgia. It was used as a tonic for common ailments due, in part, to the addition of cocaine and caffeine derived from the kola nut, which was a major ingredient at the time. (This was later removed from the recipe in 1903.)

Although popular at its inception, Coca-Cola became the company it is today because of the marketing and business leadership of Asa Griggs Candler and future investors, who dramatically increased sales and expanded syrup factory production into Canada.

Eventually, an independent bottle company licensed the rights to Coca-Cola’s syrup production and distribution, streamlining production and generating massive profits. Coca-Cola later remarketed for Germany, China, and India, and it’s now sold everywhere except Cuba and North Korea .

Coca-Cola currently has over 900 bottling and manufacturing facilities worldwide , many of which are in North America, Asia, and Africa.

H-E-B is a popular American grocery company with more than 340 stores in Texas and northeast Mexico. It was founded by Florence Butt in 1905 and expanded into Mexico in 1997.

The primary driver of international expansion wasn’t a desire to capture greater market share, but rather, a desire to gain access to foreign produce markets in warmer climates, from which the company could source produce during its domestic suppliers’ off-season in the northeastern United States.

Craig Boyan, president of H-E-B, explains in Global Business that, upon becoming an international business, H-E-B bought blueberries from Chile and Peru to sell year-round. Despite it being expensive to ship blueberry crates to Texas, this enabled the company to continue meeting its customers’ needs. Since then, production has increased with demand, especially in Mexico, which has an ideal climate to produce blueberries year-round. H-E-B now sources blueberries mostly from Mexico, making them more available and affordable for customers.

Why Study International Business?

Many global businesses succeed by expanding their markets, production operations, and supply chains internationally. But doing so requires savvy business leadership bolstered by economic knowledge, an understanding of markets, and the ability to learn political and cultural trends.

Furthering your education in global business is an effective way to gain these skills.

Acquiring them, along with experience, can lead to a successful career in global business. Some of these important skills include:

• Strong communication
• Emotional intelligence
• Cultural awareness
• Knowledge of finance and accounting
• Entrepreneurship
• Understanding of global economics

Start Expanding Your Business Internationally

Regardless of the role, professionals must stay current on all business practices. A global business education provides a wide range of opportunities to create and capture value for organizations. To bring this value to the workplace, individuals need to understand the economic, political, and social factors that drive change and how decisions affect global markets .

Strategists and entrepreneurs should learn about the broader macroeconomic and political landscape of their organizations to grow their business internationally and manage global teams. Professionals in heavily regulated industries can also use this knowledge to develop approaches and frameworks to navigate their complex industries.

If you’re considering joining a global business or thinking about ways to expand your organization internationally, completing an online Global Business course is an excellent way to quickly gain those skills.

Are you interested in breaking into a global market? Sharpen your knowledge of the international business world with our four-week online course Global Business , and explore our other business in society courses. Not sure which is right for you? Download our free course flowchart .

This article was updated on April 23, 2024. It was originally published on June 29, 2021.

About the Author

Intercultural and International Business Communication

The international assignment, learning objectives.

By the end of this section, you will be able to:

• Describe how to prepare for an international assignment.
• Discuss the acculturation process as an expatriate.
• Describe effective strategies for living and working abroad.

Suppose you have the opportunity to work or study in a foreign country. You may find the prospect of an international assignment intriguing, challenging, or even frightening; indeed, most professionals employed abroad will tell you they pass through all three stages at some point during the assignment. They may also share their sense of adjustment, even embrace of their host culture, and the challenges of reintegration into their native country.

An international assignment, whether as a student or a career professional, requires work and preparation, and should be given the time and consideration of any major life change. When you lose a loved one, it takes time to come to terms with the loss. When someone you love is diagnosed with a serious illness, the news may take some time to sink in. When a new baby enters your family, a period of adjustment is predictable and prolonged. All these major life changes can stress an individual beyond their capacity to adjust. Similarly, in order to be a successful “expat,” or expatriate, one needs to prepare mentally and physically for the change.

International business assignments are a reflection of increased global trade, and as trade decreases, they may become an expensive luxury. As technology allows for instant face-to-face communication, and group collaboration on documents via cloud computing and storage, the need for physical travel may be reduced. But regardless of whether your assignment involves relocation abroad, supervision of managers in another country at a distance, or supervision by a foreign manager, you will need to learn more about the language, culture, and customs that are not your own. You will need to compare and contrast, and seek experiences that lend insight, in order to communicate more effectively.

An efficient, effective manager in any country is desirable, but one with international experience even more so. You will represent your company and they will represent you, including a considerable financial investment, either by your employer (in the case of a professional assignment) or by whoever is financing your education (in the case of studying abroad). That investment should not be taken lightly. As many as 40 percent of foreign-assigned employees terminate their assignments early, Tu, H., & Sullivan, S. (1994). Business horizons . Retrieved from http://findarticles.com/p/articles/mi_m1038/is_nl_v37/ai_14922926 at a considerable cost to their employers. Of those that remain, almost 50 percent are less than effective. Tu, H., & Sullivan, S. (1994). Business horizons . Retrieved from FindArticles.com: http://findarticles.com/p/articles/mi_m1038/is_nl_v37/ai_14922926

Preparation

With this perspective in mind, let’s discuss how to prepare for the international assignment and strategies to make you a more effective professional as a stranger in a strange land. First we’ll dispel a couple of myths associated with an idealized or romantic view of living abroad. Next we’ll examine traits and skills of the successful expatriate. Finally, we’ll examine culture shock and the acculturation process.

Your experience with other cultures may have come firsthand, but for most, a foreign location like Paris is an idea formed from exposure to images via the mass media. Paris may be known for its art, as a place for lovers, or as a great place to buy bread. But if you have only ever known about a place through the lens of a camera, you have only seen the portraits designed and portrayed by others. You will lack the multidimensional view of one who lives and works in Paris, and even if you are aware of its history, its economic development, or its recent changes, these are all academic observations until the moment of experience.

That is not to say that research does not form a solid foundation in preparation for an international assignment, but it does reinforce the distinction between a media-fabricated ideal and real life. Awareness of this difference is an important step as you prepare yourself for life in a foreign culture.

If the decision is yours to make, take your time. If others are involved, and family is a consideration, you should take even more care with this important decision. Residence abroad requires some knowledge of the language, an ability to adapt, and an interest in learning about different cultures. If family members are not a part of the decision, or lack the language skills or interest, the assignment may prove overwhelming and lead to failure. Sixty-four percent of expatriate respondents who terminated their assignment early indicated that family concerns were the primary reason. Contreras, C. D. (2009). Should you accept the international assignment? BNET . Retrieved from http://findarticles.com/p/articles/mi_qa5350/is_200308/ai_n21334696

Points to consider include the following:

• How flexible are you?
• Do you need everything spelled out or can you go with the flow?
• Can you adapt to new ways of doing business?
• Are you interested in the host culture and willing to dedicate the time and put forth the effort to learn more about it?
• What has been your experience to date working with people from distinct cultures?
• What are your language skills at present, and are you interested in learning a new language?
• Is your family supportive of the assignment?
• How will it affect your children’s education? Your spouse’s career? Your career?
• Will this assignment benefit your family?
• How long are you willing to commit to the assignment?
• What resources are available to help you prepare, move, and adjust?
• Can you stand being out of the loop, even if you are in daily written and oral communication with the home office?
• What is your relationship with your employer, and can it withstand the anticipated stress and tension that will result as not everything goes according to plan?
• Is the cultural framework of your assignment similar to—or unlike—your own, and how ready are you to adapt to differences in such areas as time horizon, masculinity versus femininity, or direct versus indirect styles of communication?

This list of questions could continue, and feel free to add your own as you explore the idea of an international assignment. An international assignment is not like a domestic move or reassignment. Within the same country, even if there are significantly different local customs in place, similar rules, laws, and ways of doing business are present. In a foreign country, you will lose those familiar traditions and institutions and have to learn many new ways of accomplishing your given tasks. What once took a five-minute phone call may now take a dozen meetings and a month to achieve, and that may cause you some frustration. It may also cause your employer frustration as you try to communicate how things are done locally, and why results are not immediate, as they lack even your limited understanding of your current context. Your relationship with your employer will experience stress, and your ability to communicate your situation will require tact and finesse.

Successful expatriates are adaptable, open to learning new languages, cultures, and skilled at finding common ground for communication. Rather than responding with frustration, they learn the new customs and find the advantage to get the job done. They form relationships and are not afraid to ask for help when it is warranted or required. They feel secure in their place as explorer, and understand that mistakes are a given, even as they are unpredictable. Being a stranger is no easy task, but they welcome the challenge with energy and enthusiasm.

Acculturation Process

Acculturation , or the transition to living abroad, is often described as an emotional rollercoaster. Steven Rhinesmith Rhinesmith, S. (1984). Returning home . Ottawa, Canada: Canadian Bureau for International Education. provides ten steps that show the process of acculturation, including culture shock, that you may experience:

• Initial anxiety
• Initial elation
• Initial culture shock
• Superficial adjustment
• Depression-frustration
• Acceptance of host culture
• Return anxiety
• Return elation
• Reentry shock
• Reintegration

Humans fear the unknown, and even if your tolerance for uncertainty is high, you may experience a degree of anxiety in anticipation of your arrival. At first the “honeymoon” period is observed, with a sense of elation at all the newfound wonders. You may adjust superficially at first, learning where to get familiar foods or new ways to meet your basic needs. As you live in the new culture, divergence will become a trend and you’ll notice many things that frustrate you. You won’t anticipate the need for two hours at a bank for a transaction that once took five minutes, or could be handled over the Internet, and find that businesses close during midday, preventing you from accomplishing your goals. At this stage, you will feel that living in this new culture is simply exhausting. Many expats advise that this is the time to tough it out—if you give in to the temptation to make a visit back home, you will only prolong your difficult adjustment.

Over time, if you persevere, you will come to accept and adjust to your host culture, and learn how to accomplish your goals with less frustration and ease. You may come to appreciate several cultural values or traits and come to embrace some aspects of your host culture. At some point, you will need to return to your first, or home, culture, but that transition will bring a sense of anxiety. People and places change, the familiar is no longer so familiar, and you too have changed. You may once again be elated at your return and the familiar, and experience a sense of comfort in home and family, but culture shock may again be part of your adjustment. You may look at your home culture in a new way and question things that are done in a particular way that you have always considered normal. You may hold onto some of the cultural traits you adopted while living abroad, and begin the process of reintegration.

The international assignment requires adaptability. FIGURE 18.3: © 2010 Jupiterimages Corporation

The international assignment requires adaptability.

You may also begin to feel that the “grass is greener” in your host country, and long to return. Expatriates are often noted for “going native,” or adopting the host culture’s way of life, but even the most confirmed expats still gather to hear the familiar sound of their first language, and find community in people like themselves who have blended cultural boundaries on a personal level.

Living and Working Abroad

In order to learn to swim you have to get in the water, and all the research and preparation cannot take the place of direct experience. Your awareness of culture shock may help you adjust, and your preparation by learning some of the language will assist you, but know that living and working abroad take time and effort. Still, there are several guidelines that can serve you well as you start your new life in a strange land:

• Be open and creative . People will eat foods that seem strange or do things in a new way, and your openness and creativity can play a positive role in your adjustment. Staying close to your living quarters or surrounding yourself with similar expats can limit your exposure to and understanding of the local cultures. While the familiar may be comfortable, and the new setting may be uncomfortable, you will learn much more about your host culture and yourself if you make the effort to be open to new experiences. Being open involves getting out of your comfort zone.
• Be self-reliant . Things that were once easy or took little time may now be challenging or consume your whole day. Focus on your ability to resolve issues, learn new ways to get the job done, and be prepared to do new things.
• Keep a balanced perspective . Your host culture isn’t perfect. Humans aren’t perfect, and neither was your home culture. Each location and cultural community has strengths you can learn from if you are open to them.
• Be patient . Take your time, and know a silent period is normal. The textbook language classes only provide a base from which you will learn how people who live in the host country actually communicate. You didn’t learn to walk in a day and won’t learn to successfully navigate this culture overnight either.
• Be a student and a teacher . You are learning as the new member of the community, but as a full member of your culture, you can share your experiences as well.
• Be an explorer . Get out and go beyond your boundaries when you feel safe and secure. Traveling to surrounding villages, or across neighboring borders, can expand your perspective and help you learn.
• Protect yourself . Always keep all your essential documents, money, and medicines close to you, or where you know they will be safe. Trying to source a medicine in a country where you are not fluent in the language, or where the names of remedies are different, can be a challenge. Your passport is essential to your safety and you need to keep it safe. You may also consider vaccination records, birth certificates, or business documents in the same way, keeping them safe and accessible. You may want to consider a “bug-out bag,” with all the essentials you need, including food, water, keys, and small tools, as an essential part of planning in case of emergency.

KEY TAKEAWAYS

• Research one organization in a business or industry that relates to your major and has an international presence. Find a job announcement or similar document that discusses the business and its international activities. Share and compare with classmates.
• Conduct a search on expat networks including online forum. Briefly describe your findings and share with classmates.
• What would be the hardest part of an overseas assignment for you and why? What would be the easiest part of an overseas assignment for you and why?
• Find an advertisement for an international assignment. Note the qualifications, and share with classmates.
• Find an article or other first-person account of someone’s experience on an international assignment. Share your results with your classmates.
• Communication For Business Success. Authored by : anonymous. Located at : http://2012books.lardbucket.org/books/communication-for-business-success/ . License : CC BY-NC-SA: Attribution-NonCommercial-ShareAlike

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Assignment on Business Management: Quick Guide

What is Business Management Assignment

College curriculums are loaded with unfamiliar subjects, and students often feel lost. The first assignments are usually the hardest to get done, and a little help would be nice. If you are a beginner facing this challenge and are asking all around 'what is business management' or how it differs from business administration, you have come to the right place. This quick guide will explain the basics of the management of business and will provide topics of business management essays.

To put it simply, business management is a process of planning, organizing, directing, and controlling the organizational resources to achieve the company's objectives. While business administration concentrates on the organization's day-to-day operations, business management focuses on the overall process.

Business management is vital for a successful business. A business manager's job is to make strategic decisions, allocate resources, hire the best employees, and ensure the company meets its business objectives.

A business management assignment helps students demonstrate their ability to apply theoretical knowledge to real scenarios and prepare them for future challenges. While the structure of the assignment is not foreign to experienced students, it covers a wide range of topics. It could involve operations management, financial and human resources management, organizational behavior, etc.

In the following chapters, you will find useful tips, a formal structure, and a general outline of a business management essay. Down below, there is a list of essay topics you could write a magnificent essay about. To clarify things, here is a business assignment sample essay. Our college essay writing services will provide a business essay crafted to meet the highest standards of your university.

How to Write a Business Assignment: Helpful Tips

Even though every essay structure and general outline resembles one another for each type, there are still many intricate details that you should consider when writing a business management assignment.

Let's move on to discuss constructing an impressive business paper without wasting time making mistakes. The following guide will save you the trouble of extensive research on how to polish an academic paper and help you reach the academic success you deserve.

If you don't have much free time on your hands, our exceptional custom essay writing service is also a great option. Let us know what is due, and we will deliver unforgettable reports on business management.

Choose Relevant Business Management Topics

Start by implementing a general to a specific approach. Think about the areas of your expertise and how it links with the business assignment. A topic you feel comfortable writing will help you construct a high-quality and meaningful research paper.

Writing about the topics of business you feel passionate about will make the process more engaging and enjoyable. Consider your audience, and make the topic meet their needs. This will help you write an informative and engaging paper. Be relevant. Stay up to date with trending topics of business management. Choose a topic about an important issue and provide new perspectives or even a solution. Filling in the existing gaps will help your essay stand out.

Narrowing down the scope is always a good idea. The specific topic will make your work more manageable and keep you focused. A broad topic is always difficult to cover, but narrowing it down too much can limit your research options. Thus, balance is the key!

Maintain Your Management Assignment Structure

Maintaining the structure of the assignment is crucial. Make sure to keep your ideas coherent and your essay easy to follow. Whether you are writing about international business management or organizational structure, the most important thing is simply communicating your ideas to the readers.

Start by following the course guideline. Make sure you understand every component. Usually, professors give out this kind of map to determine the structure, format, and length of the management of business assignments.

Before you start writing, create an outline. Organize your thoughts and ideas and stay on track. Use headings and subheadings to break up your assignment into sections. Start with a strong introduction and an easy-to-digest thesis statement. Follow it with comprehensive body paragraphs. Here you can provide your arguments, show other people's work, and communicate with the audience about the problems you've discovered. Use transitional sentences to connect your ideas and eventually to the bigger picture. Finally, write a powerful conclusion that ties everything up. Showcase your ability to link various arguments to one another.

Following our guidelines will bring clarity and coherence to your writing. Well-structured and easy-to-follow essays always get positive feedback from their readers.

Analyze Topics of Business, Don't Repeat

Analyzing business paper topics can get tricky, especially for beginners who have to develop their writing style. Chances are you will repeat the same argument several times to make it look more convincing. But answering the question 'what is business management' several times with different words will only make your paper look unprofessional.

It's tricky, but there are ways to avoid repeating the arguments. Do the prior research. Acquiring knowledge will expand your horizon, and you won't feel the need to repeat the same sentence couple of times. Create the general outline. Knowing the order of your essay elements will help you avoid restating the same information twice.

Besides the general outline, it's a good idea to list all the key points and prioritize them. This way, you will cover every important detail in your essay. Last but not least, consider alternative perspectives. If you incorporate opposing viewpoints, you will enrich the paper and show off your writing skill level.

Provide Rationale for Your Business Assignment

It is trivial, but for safety reasons, let's point out: an argument without supporting evidence is not valid. The same goes for the topics of business management essay. You must provide a rationale for every stage of the essay.

Being able to provide supporting evidence demonstrates strong research abilities. Writing a well-reasoned essay requires thorough research. Providing rationale and citing sources in the assignment shows that the writer has done their best. Besides looking professional, it will be easier to convince the reader about the credibility of your argument if they can see the reasoning behind it. If you can explain why you think what you think, it shows that you have considered opposing viewpoints. Critical thinking is one of the most important aspects of the writing process.

Writing essays about the management of business takes extensive research. If the deadline is too close and there is not enough time to master the art of writing, you can go to the website and check out our custom research papers writing service . Our team of professional writers is always here to help you.

Use Formal Language in Your Business Assignment

In business, academia, or any other professional setting, we use formal language. It strictly adheres to the rules of grammar, tone, and vocabulary.

Formal language helps to establish a professional tone in A management assignment which supports creating a positive impression on the reader. Using formal language also increases the clarity of the arguments. Formal language is more precise, which can help avoid ambiguity and confusion.

No matter which business management topic assignment you write, having a respectful relationship with your audience is crucial. Formal language and correctly chosen vocabulary can take you a long way. It shows respect to the reader and the topic also.

Thus, you must avoid using slang, vocabulary unsuitable for the audience, contractions, and other unprofessional language or tone forms. And if you are reading all these, you are thinking, 'why can't somebody else write an essay for me ,' visit our website, and your wish will become a reality in no time. Get top-notch essays tailored to your specific requirements.

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Business Management Topics

Mastering the art of constructing an impressive essay is only one-half of the job. First of all, you need an engaging topic. Our team has prepared a comprehensive list of business management topics to write about. From operations to business process management, explore a list of topics covering a wide range of fields, choose the one that excites you the most, and start implementing the freshly acquired knowledge.

International Business Management Topics

Our experienced writers have gathered the 20 most engaging topics about international business management. Explore the list and find the most attractive one:

• Exploring management concepts in international business
• Cross-cultural challenges in achieving Organizational goals
• The challenges of the first line managers in international organizations
• Key strategies for managing international business operations in an efficient and effective manner
• Maximizing international business success through effective human resource management strategies
• Navigating global business challenges through effective management of cultural intelligence
• Effective leadership strategies for international business management
• Cross-cultural communication as an essential part of international business management
• The link between happy employees and successful international business management
• Maximizing global business performance through effective staff managers
• Leveraging various resources for competitive advantage
• Understanding the universal phenomenon of cross-cultural communication challenges
• Foreign direct investment and risks for international businesses
• Sustainability in international business
• Challenges of corporate governance in international businesses
• The role of ethical leadership as an essential part of international business management
• Developing a high degree of cross-cultural competence
• Managing global value chains: integrating all the activities in international business management
• The importance of cultural awareness in international business management
• The role of self-confidence in international business management

Operations Management Assignment Topics

Below you will find the most relevant and moderns operations management assignment topics:

• Enhancing Organizational Performance through Effective Operations Management and Managerial Skills
• The role of organizational chart in effective operations management
• The impact of executive functions on operations management
• The role of operations management in achieving success at a shareholder meeting
• The importance of understanding human behavior in operations management
• Leveraging consumer insights based on market research
• Optimizing group dynamics in operations management
• Leadership and strategies of general managers in operations management
• Planning effectively: best practices for operations management
• Tools, techniques, and approaches for a good knowledge base in operations management
• How to manage an organization effectively: operations management strategies
• The role of operations management in organizational development
• Achieving efficiency and productivity through simple form and process
• The role of independent decision-making in operations management
• Management theories: How to plan effectively toward organizational success
• Optimizing human activities for the entire organization's success
• Streamlining operations management for a particular job: important strategies for effectiveness
• From plans decided to action implemented: the importance of effective operations management
• Provide guidance for upper management: strategies for leadership and direction
• Balancing technology and human beings for global success

Business Process Management Topics

Explore 20 more topics about business process management:

• Strategies for implementing effective business process management principles across the entire organization
• The role of human effort and organizational structure in achieving operational excellence
• How successful managers utilize basic principles for achieving operational excellence
• Interplay between management principles and executive function in driving business process
• Achieving synergy between top management and other employees for improved operational efficiency
• The crucial role of company leadership in aligning objectives and strengthening decision making
• A critical analysis of management theories: exploring the role of functional managers in achieving goals
• Optimizing the management process to achieve organizational goals
• Effective business process management consists of strategic allocation for company growth
• How to manage challenges created by leadership and top management
• Optimizing business process management through collaborative efforts between top managers and the best employees
• Crucial managerial skills: Optimizing processes through nurturing talent and celebrating human efforts
• The role of the functional manager in talent acquisition and optimizing human resource management
• Why business process management involves determining the journey, not just the destination
• Aligning employee decision-making with business objectives
• How process-centered leadership empowers organizations to manage change
• Process improvement through agile methodologies
• The evolution of process management thought
• The role of information technology in business process management
• The impact of business process management on customer satisfaction and retention

Additional Interesting Topics of Business

If you can choose from a wide range of topics, this list is for you. Impress your professor with an intriguing topic assignment:

• Measuring the ROI: Key metrics and techniques for demonstrating value to stakeholders
• Effective change management: how to implement and adapt
• Digital transformation in business management
• Strategies for handling and overcoming business crises
• Strategies for reducing environmental impact and promoting social responsibility
• Best practices and emerging trends for effective online branding
• Strategies for driving innovation and creating a culture of creativity
• Managing human resources in small business
• Strategies for managing cash flow, budgets, and investments
• The importance of market research and analysis for effective business management
• Using game mechanics to improve employee performance and engagement
• Strategies for effective time management and priorities in a busy workplace
• Strategies and tactics for successful business deals
• Emerging trends in remote work, automation, and AI
• Benefits and best practices for reducing stress and improving productivity
• Creating a workplace culture that fosters happy employees
• How understanding human behavior can inform business decision making
• Is servant leadership a new paradigm for effective business management?
• Techniques for handling uncertainty and complexity in an organization
• The role of entrepreneurial mindset and creativity in business success

Business Assignment Sample Essay

In the next section of the article, you will find a sample business management essay to help you understand how to structure and write a successful business assignment. Read through it carefully and take notes on the techniques used.

Further Academic Help

Are you struggling to come up with an assignment on management topic? Let us help you! Our online assignment writing service provides a comprehensive list of essay titles across various subjects to choose from, whether it's topics of business management or history assignment.

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Annie Lambert

specializes in creating authoritative content on marketing, business, and finance, with a versatile ability to handle any essay type and dissertations. With a Master’s degree in Business Administration and a passion for social issues, her writing not only educates but also inspires action. On EssayPro blog, Annie delivers detailed guides and thought-provoking discussions on pressing economic and social topics. When not writing, she’s a guest speaker at various business seminars.

is an expert in nursing and healthcare, with a strong background in history, law, and literature. Holding advanced degrees in nursing and public health, his analytical approach and comprehensive knowledge help students navigate complex topics. On EssayPro blog, Adam provides insightful articles on everything from historical analysis to the intricacies of healthcare policies. In his downtime, he enjoys historical documentaries and volunteering at local clinics.

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Is An International Business Degree Worth It In 2024?

With the globalization era gaining steam now more than ever, businesses and employment are no longer confined to a local region. You now have an opportunity to work internationally, navigate through various markets, and collaborate with professionals from around the globe.

All these fantastic benefits may be why you should study international business management. However, there's more to this than meets the eye, so you must dig deeper into this degree before you take that step.

In this article, we’ll explore everything you need to know about a degree in international business management, including potential career opportunities and benefits and its negative implications for your personal and professional life to help you make an informed decision about your career.

Is An International Business Degree Worth It?

Deciding to take an international business degree is a challenging feat. To determine if this is your best next step, you must familiarize yourself with the potential pros and cons of taking this degree, which we've listed below.

What are the benefits of studying an international business degree program?

An international business program offers all the obvious benefits of an advanced business degree : high earning potential, improved employability, and diversified transferable skills.

But wait, there’s more.

An International Business Management program is not merely a degree; it’s a life-changing journey that will introduce you to the global and international market and take your career to a whole new level.

An international business degree helps professionals cultivate a global business perspective, allowing them to:

become eligible for multinational and international companies

work in diverse settings and with different kinds of people

learn the must-have soft skills (cultural sensitivity and cross-cultural communication) that will help them navigate the intricacies and overcome the challenges that come with globalization,

have access to more and better career paths and opportunities

All these benefits will give business professionals a competitive edge, allowing them to quickly adapt and thrive in the rapidly changing and always-evolving business landscape.

What are the drawbacks of studying for an international business degree program?

While it does come with plenty of benefits, most professionals are reconsidering undertaking this degree because of the following potential disadvantages:

Taking an MBA can get too expensive. Aside from the already hefty 5 to 6-figure tuition fees, you also have to take into account additional expenses for books, supplies, fares, and other miscellaneous fees.

Opportunity Cost

These programs are also time-consuming, making it difficult for students in this major to balance work and school. Because of this, most students have to make financial and professional sacrifices, like reducing their workload or resigning from their current positions.

Big Commitment

The time, effort, and mental upkeep needed to complete the program can interfere with your personal and professional responsibilities and significantly affect your relationships, professional career, and mental, emotional, and physical health.

The excellent news is that Nexford offers MBA and BBA programs designed to solve these concerns. Their affordable tuition fees (only $135 to $220/ month) can help you save money. At the same time, the program's online, flexible, and self-paced nature allows you to save time, ensuring that earning these degrees will be worthwhile.

Considerations before applying for a degree in international business

Here are some of the things you need to consider to determine if taking a degree in international business is the right step for you:

Your Career Goals

The first step is to identify your career plans. Consider the industries and regions you plan to work in and the roles you wish to achieve, and determine if the degree can help you achieve these goals.

Please review the program's curriculum to ensure that it will give you well-rounded business knowledge and a solid business foundation for your career.

With that said, the coursework must include topics like:

International Finance and Marketing

Global Market Analysis and Supply Chain Management

International Trade Law

Global Business Strategy

Cross-cultural Communication and Management

Check the university or program provider's reputation and accreditation to ensure that the education you'll receive aligns with industry standards.

Assess the program's total cost, including the tuition fee, living expenses, fare, allowances, other potential expenses, and lost income for full-time programs.

Exploring available financial aid options, such as grants and scholarships, is essential to help you cover costs.

Schedule and Duration

Look into how much time you need to invest in the program by checking how many units it has and how long it will take to complete them (usually a year or two of full-time study). In this way, you can determine if you’re ready to take on the time commitment the program requires.

Conclusion - Is a Degree In International Business Worth It?

There's no straightforward answer to this because whether studying for an international degree is worth it depends on your career goal, interests, and individual circumstances.

With that said, earning a master’s or bachelor’s degree in international business is worth it if you:

are interested in working for government agencies, larger organizations, and international companies

want to learn about different cultures, laws, and histories and how these shape the way countries conduct business

wish to discover how to conduct business on a global scale and maintain international relations

dream of having an international travel and work experience

love to learn a foreign language or already know one

want to establish globally competitive businesses

enjoy learning about the global market and trade

are preparing for an internationally-based job

Suppose you've already figured out that studying for an international business degree is the right step, but you're hesitant to take the step due to the potential drawbacks. In that case, you should check out Nexford’s online BBA and MBA programs specializing in International Business.

These programs can be completed at your own pace at any time, so you can work around your schedule and complete them without having to quit your job. Not only that, these are also more affordable than traditional graduate programs because they have low tuition fees, and the online nature eliminates the need for additional expenses that you may incur when attending a brick-and-mortar university.

Here’s the best part: In collaboration with their local partner banks, Nexford also offers scholarships and loan programs to qualified Nigerian students, allowing them to enjoy all the benefits of an International Business degree with minimal risks.

FAQs - About How To Decide If It’s Right For You? 

What is an international business degree.

An international business degree helps students learn about the basics of managing businesses and organizations that cater to various markets and operate in different countries around the world.

Aside from basic management principles and business strategies, this degree also provides international business majors with additional information about each country, including its cultures, foreign languages, sociopolitical differences, economic, legal, and financial systems, and unique business policies.

What can you do with a degree in international business?

Earning a BBA in International Business is a gateway to better and more exciting career pathways. It increases your career options and makes you eligible for occupations that are highly in demand overseas.

With this degree, you can work in multinational companies in the finance, business, or technology industry, join international trade organizations, or build an import or export business.

Here are the most famous roles that International business degree holders can apply for:

Management Analyst

Finance Analyst

Policy Analyst

Digital Marketer

Import/ Export Compliance Specialist

Public Relations Specialist

Business Analyst

International Accountant

Recruitment Consultant

What can you do with a master’s in international business?

An MBA in International Business helps you build advanced specialized knowledge in a particular country or industry and demonstrates your commitment to professional growth, credibility, expertise, and authority, qualifying you for positions with higher responsibilities, prestige, and pay. 

You can use this higher business degree to transition from entry-level and intermediate-level positions to upper and executive management roles.

Below are the most common International business degree jobs you can get with this degree:

Human Resources Manager

Marketing Manager

Business Development Director

Supply Chain Manager

Corporate Investment Banker

Global Operations Manager

Director of Sales

Global Product Manager

Global Sourcing Manager

Is a master's in international business worth it?

A master’s in international business is worth it if you’re already a professional in the IB sector who:

wish to get a promotion in your current company

increase your earning potential

have a bachelor’s degree in international business and years of work experience

are aiming to advance to higher roles or more prestigious positions

want to gain access to a more influential business network

However, it's essential to consider that an MBA is more expensive and time-consuming than a BBA. That's why you should look for an online MBA program that will allow you to obtain higher learning most affordably and conveniently possible. 

With that said, you should check out Nexford’s learner-centric and affordable business programs, which you can complete in your own time and only for a fraction of the cost.

Not only that, but these programs are also DEAC accredited and provided by a highly reputable US-based university so that you can enjoy quality education with less stress and hassle.

Known for strategy and attention to detail

Joe has more than 10 years of marketing experience, working within the public sector, client-side, and agency side.

He is passionate about using data and customer insights to improve marketing performance.

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BUS210: Business Communication

The international assignment.

Read this section, which covers the challenges involved in taking on an international assignment, including the preparatory steps recommended to make acculturation more successful. After you read, try the exercises at the end of the section.

Learning Objectives

• Describe how to prepare for an international assignment.
• Discuss the acculturation process as an expatriate.
• Describe effective strategies for living and working abroad.

An efficient, effective manager in any country is desirable, but one with international experience even more so. You will represent your company and they will represent you, including a considerable financial investment, either by your employer (in the case of a professional assignment) or by whoever is financing your education (in the case of studying abroad). That investment should not be taken lightly. As many as 40 percent of foreign-assigned employees terminate their assignments early, at a considerable cost to their employers. Of those that remain, almost 50 percent are less than effective.

Preparation

• How flexible are you?
• Do you need everything spelled out or can you go with the flow?
• Can you adapt to new ways of doing business?
• Are you interested in the host culture and willing to dedicate the time and put forth the effort to learn more about it?
• What has been your experience to date working with people from distinct cultures?
• What are your language skills at present, and are you interested in learning a new language?
• Is your family supportive of the assignment?
• How will it affect your children's education? Your spouse's career? Your career?
• Will this assignment benefit your family?
• How long are you willing to commit to the assignment?
• What resources are available to help you prepare, move, and adjust?
• Can you stand being out of the loop, even if you are in daily written and oral communication with the home office?
• What is your relationship with your employer, and can it withstand the anticipated stress and tension that will result as not everything goes according to plan?
• Is the cultural framework of your assignment similar to - or unlike - your own, and how ready are you to adapt to differences in such areas as time horizon, masculinity versus femininity, or direct versus indirect styles of communication?

Successful expatriates are adaptable, open to learning new languages, cultures, and skilled at finding common ground for communication. Rather than responding with frustration, they learn the new customs and find the advantage to get the job done. They form relationships and are not afraid to ask for help when it is warranted or required. They feel secure in their place as explorer, and understand that mistakes are a given, even as they are unpredictable. Being a stranger is no easy task, but they welcome the challenge with energy and enthusiasm.

Acculturation Process

• Initial anxiety
• Initial elation
• Initial culture shock
• Superficial adjustment
• Depression-frustration
• Acceptance of host culture
• Return anxiety
• Return elation
• Reentry shock
• Reintegration

You may also begin to feel that the "grass is greener" in your host country, and long to return. Expatriates are often noted for "going native," or adopting the host culture's way of life, but even the most confirmed expats still gather to hear the familiar sound of their first language, and find community in people like themselves who have blended cultural boundaries on a personal level.

Living and Working Abroad

• Be open and creative. People will eat foods that seem strange or do things in a new way, and your openness and creativity can play a positive role in your adjustment. Staying close to your living quarters or surrounding yourself with similar expats can limit your exposure to and understanding of the local cultures. While the familiar may be comfortable, and the new setting may be uncomfortable, you will learn much more about your host culture and yourself if you make the effort to be open to new experiences. Being open involves getting out of your comfort zone.
• Be self-reliant. Things that were once easy or took little time may now be challenging or consume your whole day. Focus on your ability to resolve issues, learn new ways to get the job done, and be prepared to do new things.
• Keep a balanced perspective. Your host culture isn't perfect. Humans aren't perfect, and neither was your home culture. Each location and cultural community has strengths you can learn from if you are open to them.
• Be patient. Take your time, and know a silent period is normal. The textbook language classes only provide a base from which you will learn how people who live in the host country actually communicate. You didn't learn to walk in a day and won't learn to successfully navigate this culture overnight either.
• Be a student and a teacher. You are learning as the new member of the community, but as a full member of your culture, you can share your experiences as well.
• Be an explorer. Get out and go beyond your boundaries when you feel safe and secure. Traveling to surrounding villages, or across neighboring borders, can expand your perspective and help you learn.
• Protect yourself. Always keep all your essential documents, money, and medicines close to you, or where you know they will be safe. Trying to source a medicine in a country where you are not fluent in the language, or where the names of remedies are different, can be a challenge. Your passport is essential to your safety and you need to keep it safe. You may also consider vaccination records, birth certificates, or business documents in the same way, keeping them safe and accessible. You may want to consider a "bug-out bag," with all the essentials you need, including food, water, keys, and small tools, as an essential part of planning in case of emergency.

Key Takeaways

Preparation is key to a successful international assignment. Living and working abroad takes time, effort, and patience.

• Research one organization in a business or industry that relates to your major and has an international presence. Find a job announcement or similar document that discusses the business and its international activities. Share and compare with classmates.
• Conduct a search on expat networks including online forum. Briefly describe your findings and share with classmates.
• What would be the hardest part of an overseas assignment for you and why? What would be the easiest part of an overseas assignment for you and why?
• Find an advertisement for an international assignment. Note the qualifications, and share with classmates.
• Find an article or other first-person account of someone's experience on an international assignment. Share your results with your classmates.

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Google says it will rethink its plans for a big data center in Chile over water worries

FILE - Clouds hover over the Andes Mountains in Santiago, Chile, June 19, 2024. (AP Photo/Esteban Felix, File)

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SANTIAGO, Chile (AP) — Google on Tuesday said it would halt plans to develop a major $200 million data center in Chile to address environmental concerns, a decision reflecting growing worries about the impact of power-thirsty projects around the world.

The U.S. technology company first obtained permits in 2020 to construct the vast project in Chile’s capital, Santiago, as demand for the server farms skyrocketed across the globe, fueled by a surge in cloud-based technologies and a craze for generative AI .

But months after a Chilean court partially reversed the center’s authorization over water usage concerns, Google announced Tuesday that it would revise the project to comply with more stringent environmental requirements and change its water-intensive cooling system.

“A new process will start from scratch,” Google said in its statement. “Sustainability is at the heart of everything we do, and the way we design and manage our data centers is no exception.”

Community complaints in the drought-stricken South American nation over the air-conditioned computer farm’s energy and water usage sharpened government scrutiny and prompted a local court to temporarily revoke the project’s authorization in February.

The Santiago environmental court asked Google to respond to concerns that the data center could affect Santiago’s main aquifer.

The court said it was highly possible that cooling the heavy equipment — which creates the online storage for the data of millions — could pull from Chile’s water resources. The country is experiencing a crippling drought supercharged by climate change, a source of outrage among locals and Indigenous groups.

Google didn’t provide an updated timeline for the project and said that it would keep the location the same. It said developers had already notified Chile’s environmental regulator of the company’s decision to pause its permit application process and rethink its strategy.