American University China and US Climate Change Policy Discussion Humanities Assignment Help

Change managers play an active role in the way change occurs within the organization. There are specific foundational approaches associated with the change process and the coach and interpreter images. Evaluate and discuss the Organizational Development (OD) approach as associated with the coach image. Evaluate and discuss the sense making approach as associated with the interpreter image. Compare and contrast the steps of each evaluated framework.

Your paper should be three to four pages in length (excluding the title and reference pages). Your paper must be formatted according to APA style as outlined in the Ashford Writing Center, and it must include in-text citations and references for at least two scholarly sources from the Ashford University Library, in addition to the course text.

I’m working on a history discussion question and need a sample draft to help me understand better.

When finished with watching this video, please write a summary of at least 150 words, describing what happened and your thoughts on this video. Include in your summary the names of the ship and the four chaplains. Think about how this true story demonstrates the words of Jesus, “Greater love has no man than this, than a man would lay down his life for his friends.”Please watch the entire moving video including the poem at the end. This is a story that needs to be told and not about specific faith but the love and faith of four men who should be always remembered.

1. The Four Chaplains -WWII

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Class,

Tung asked a sample of multinational managers to indicate the reasons for the failure of his expatriates (Hill & Hult, 2017, pp. 561-566). For USA multinationals, the reasons, in order of significance, were (Hill & Hult, 2017, pp. 561-566):

• Spouse’s inability to adapt.
• Administrator’s inability to adapt.
• Other family problems.
• Personal or emotional immaturity of the administrator.
• Inability to handle greater responsibilities abroad.

The managers of European companies gave only one consistent reason for the failure of their expatriates, the inability of the spouse to adapt to a new environment (Hill & Hult, 2017, pp. 561-566). For Japanese companies, the reasons for the failure were (Hill & Hult, 2017, pp. 561-566):

• Inability to handle greater responsibilities abroad.
• Difficulties with the new environment.
• Personal or emotional problems.
• Lack of technical knowledge.
• Spouse’s inability to adapt.

The most noticeable difference between these lists is that the “inability of the spouse to adapt” was the main reason for the failure of the expatriates, in the cases of the US and European multinationals, but it ranks only fifth among the reasons of the Japanese multinationals (Hill & Hult, 2017, pp. 561-566). Tung explains that this difference is not unexpected, due to the role and condition to which the wife is traditionally relegated to Japanese society, and to the fact that most Japanese expatriate managers in the study were men (Hill & Hult, 2017, pp. 561-566).

GFS

Hill, C. W., & Hult, G. T. (2017). International Business (11e, Previous Editions 2015, 2013 and 2011 ed.). New York, NY, USA: McGraw Hill Education

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Good Evening Dr.,

Selection of a candidate has a formal procedure to follow and go through. Since cultural value can be different between headquarters and the host country (Dowling, Marion, & Allen, 2017) it is important to hire someone who is the right fit for the job. There is no perfect candidate to manage a project, but such candidate must be able to handle the challenges that international project management can have. Let us remember that employer branding can play a crucial role in the selection of a potential candidate where domestic or international positions have a certain fit in mind.

For example, ethnocentric, polycentric, regiocentric and geocentric staffing all serve a specific role. Multinationals should be concerned with expatriate failure because of the lingering effect it may have on the organization. Failure can equal to loss of cost in training and developing, resulting in the loss of funding. The inability for an expatriate’s family to accustom to a foreign country is an imbalance of work life and family life that should raise the concerns of multinationals.

Local policy of a host country can change because of the failure of an expatriate in relation to their families. IT is noteworthy to recognize that the families of expatriates are forced to get creative to understand how daily life is conducted in certain countries (Cangià & Zittoun, 2018). Culture shock and language barriers are some challenges faced when training expatriate managers. For example, female expatriates may face cultural challenges that does not allow them to travel alone due to their gender and marital status (Shortland, 2018).

Works Cited

Cangià, Flavia, and Tania Zittoun. “EDITORIAL: When “expatriation” Is a Matter of Family. Opportunities, Barriers and Intimacies in International Mobility.” Migration Letters; Luton 15.1 (2018): 1-16. Web. 29 Jan. 2021.

Dowling, Peter J., Marion Festing, and Allen D. Engle. International Human Resource Management. Australia: Cengage Learning, 2017. Print.

Shortland, Susan. “Female Expatriates’ Motivations and Challenges: The Case of Oil and Gas.” Gender in Management: An International Journal 33.1 (2018): 50-65. Web. 29 Jan. 2021

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-Good Evening Professor and classmates

What are the mist important factors involved in the selection decision?
Ans: All organizations expect productivity and positive performance from their staff and employees. To find and retain talented employees that can provide the necessary skill set, an organization must focus on their recruitment and selection process. According to our text, International Human Resource Management (Dowling et al, 2019). Selection is the process of gathering information for the purpose of evaluating and deciding who should be employed in particular jobs. There are certain factors that take importance in this process to give an organization the best chances for effective selection. These factors are technical ability, cross-cultural suitability, family requirements, country/cultural requirement, the requirements of the multinational organizations and language skills.

Should multinationals be concerned about expatriate failure ? Why or why not.

Ans: Expatriate failure is defined as a premature return of the expatriate. Meaning that the expatriate returned from their assignment prior to its completion. If factors were not efficiently considered, the assignment can be too overwhelming for that expatriate. Yes, this should be a concern for multinationals. While international assignments are critical to global success, expatriates sometimes fail to achieve company objectives and these failed assignments are extremely costly and can severely affect an organizations bottom line (Miluwi & Rashid, 2012). It ranges around one million to assign an expatriate to an assignment. If that expatriate fails, that is an expense that the organization suffers.

Summarize the challenges faced in training expatriate managers.

Ans: One main challenge in training expatriates as managers is the differentiation of culture for each respective country. Cross-cultural training must include cultural sensitivity, cultural awareness, knowledge of the culture’s social norms and values as wells as language skills. An expatriate manager must have a global mindset to acknowledge the need for this training and be receptive to it. The challenge to enable people to work effectively across cultures in a global economy has forced multinational companies to provide their expatriates with adequate cross-cultural training (Bassu & Wood, 2010).

References

Bassu, M. & Wood, E. (2010) Cross-cultural training of European and American managers in Morocco. Journal of European Industrial Training.
Bradford. Vol 34, Iss. 4.

Dowling, P., Festing, M. & Engle, A. (2019) International Human Resource Management. 7th Edition. Cengage Learning.

Miluwi, J. & Rashid, H. (2012) Expatriate Management:The role of self-efficacy and motivation. Management Prudence. New Delhi. Vol 3. Iss. 2.

Compose a cover letter for an imaginary job or internship that you are interested in at an actual company, educational institution, or governmental agency (city, county, state, federal). Put the correct address of the job at the top of your letter (see the model cover letter by Julia Kim for an example).

Next, prepare an updated resume that is tailored for this imaginary job or internship. Your resume can follow any approved format. If you are unsure of which format to use, adapt the one used by Julia Kim.

Last, compose a pretend “thank you” letter to the HR department of where you applied. The letter will be rather short; a half page is sufficient.

Send me all three documents as one file.