Posted: August 6th, 2022

When considering performance management practice for expatriate managers, what are the major factors that must be addressed?

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Please respond to the following separately:
1) When considering performance management practice for expatriate managers, what are the major factors that must be addressed? Do these differ for expatriate staff? How can you ensure that you are treating both groups equitably2)_
2) Be sure to respond to at least one of your classmates’ posts:
Hello,
The significant factors that must be considered in dealing with expatriate managers are the compensation package, the assignment or task, headquarters support, the environment, and cultural adjustment. I feel that the compensation package, assignment, and environment would be the only difference between expatriate staff and management. Managers are going to be offered more of a compensation package due to the assignment of management than regular staff would. Management is more intense and time-consuming. I believe that whether you are management or regular staffing you will still have the same support from headquarters if problems occur. The environment will be different because more eyes will be upon a manager and more expectations will be expected from management. The culture will be the same, the same rules should apply to any level of personnel. The culture adjustment may be easier for a single individual than for a person with a family but that also depends on the type of person you are and your strengths and weaknesses.

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