Expatriate learning: exploring how Japanese managers adapt in the United States

We present an exploratory study of how Japanese expatriates adapt to working in the United States over time. We view expatriate adaptation to a host culture through the lens of Experiential Learning Theory and learning style. Results of two studies, using quantitative and qualitative data, conducted in Japanese multinational corporations doing business in the USA reveal how learning style in Japanese expatriates changes over time and how Japanese managers differ from their US counterparts. Results suggested that Japanese managers become more concrete and more active in their learning styles over time spent in the USA. Results also revealed that the learning style of expatriates changes in response to cultural demands and that the patterns of change do not necessarily reflect that of US managers. We suggest that Japanese managers do not directly assimilate into US culture but develop specialized modes of adaptation to their host culture. Results of the study are generalized into eight propositions to guide future research on expatriate adaptation to a host culture.     

A comparative analysis of performance assessment: international joint venture managers versus regional headquarters managers

This paper examines a relatively unexplored dimension within the IHRM literature: whether JV CEOs and representatives of their foreign parents' regional headquarters differ in their evaluations of JV effectiveness. This study is based upon a sample of 153 JVs located in China. Existing theories suggest an alternate rationale detailing why the evaluations of JV managers and their foreign parent companies should differ and why they should be similar. Our investigation generally finds that evaluations are similar, with some differentiation occurring when our sample is divided by JV age and by JV industry. Overall, the results suggest that isomorphic forces may exist between managers of JVs and managers of their foreign parents in the JV system.     

Models for comparative analysis of culture: the case of Poland

This paper examines the main theoretical frameworks for analysis comparative cultural attitudes. A critical discussion of the work by Kluckhohn Strodtbeck, Hofstede and Trompenaars leads to a new theoretical approach for study the national cultural attitudes and norms of behaviour. A methodology based on research is designed to compare the 'internalized' norms of behaviour with 'perceived' norms. Two different but complementary techniques are applied to a sample of Polish students to investigate Polish cultural attitudes using Hofstede's dimensions. Significant discrepancy is found between what people perceive communicate in public as the 'national cultural norm', and what they have internalized cultural attitude and norm of behaviour. The findings from this exploratory research indicate that there are different levels of internalization of cultural attitudes, and respondents express different cultural values in response to different research tools.     

Japanese managers and British culture: a comparative case study

This paper examines the applicability of Japanese management practices in Britain within a socio-cultural perspective. Using a case study research in a Japanese multinational subsidiary in Britain, the paper argues that some management practices are incompatible with British societal and business cultural characteristics and are therefore not adopted by the Japanese managers working in this country. There are some practices which can more readily be adapted to local conditions and have successfully been implemented in Britain.     

Status Implications of the Employment of Married Women in the United States

Abstract: The working wife as a factor in the determination of family status has been universally ignored by students of stratification. In this plea for investigation, it is suggested that the employment or married women could affect the system of stratification in the following ways: (1) making possible greater access to symbols of status; (2) implying that the husband has been unsuccessful in his own career; (3) identifying the wife with a particular occupation; and (4) identifying certain occupations with wives of high status.     

An analysis of foreign takeovers in the United States

Using a sample of 96 US companies taken over by foreign companies during the period 1975-87, we assess foreign takeovers in two stages: pre-takeover and takeover. We find evidence that foreign firms target US firms whose operations are related to their own operations and that have low market-to-book ratios, suggesting foreign bidders acquire firms that provide a greater opportunity for market entry and synergistic gains. The synergistic gains appear to result from the foreign buyer using its own intangible assets (e.g. managerial skills) to improve the target. We also find that foreign takeover activity is aimed primarily at US industries that themselves make high levels of foreign direct investments, implying that the bidders use takeovers as a quick way to counteract rival firms' moves. We find evidence that foreign takeovers take place in relatively mature, low-growth industries and that foreign targets are, on average, smaller than the non-targets. The wealth effect on the announcement of a takeover is significantly higher for foreign takeovers than for takeovers by domestic firms. Also, we find that foreign bidders pay a slightly higher premium for targets whose operations are related to their own.     

Residential energy demand in the United States: A regional econometric analysis

A static equilibrium and a dynamic partial adjustment model of residential demand for electricity and natural gas are presented and estimated for the United States over a recent period characterized by sharply increasing energy prices. The static model is estimated using Ordinary Least Squares while the instrumental variables method is used for the dynamic partial adjustment model. The estimates of long-run elasticities suggest the residential demand for electricity and natural gas are price and income elastic. Intercept and slope dummies used in the models identify significant regional differences in demand functions.     

Women abroad: getting the best results from women managers

Abstract This study explores the work environment of expatriate women managers in American corporations and investigates the determinants of their job satisfaction. The strategic importance of global assignments has increased over the years. The real cost of unsuccessful expatriates extends beyond the monetary expenses. As the number of women managers working overseas increases, so does the importance of this topic. Additionally, because women in expatriate positions are relatively new, their needs for job satisfaction and career aspirations are not known to most organizations. This research intends to fill this gap. The study concentrates on four major areas that are considered important for obtaining job satisfaction: (1) the way in which organizations design their overseas jobs, (2) women's skills and characteristics, (3) international human resource policies of companies and (4) the cultural environment of host countries. The applied research covers two phases: a study of expatriate managers during their assignments overseas and the evaluation of overseas experience upon their return. The results indicate that women in overseas assignments are satisfied overall with their jobs. However, organizational variables are more strongly related to job satisfaction. The nature of job design in overseas postings has the greatest impact on women's job satisfaction. When the jobs are enriched, women gain intrinsic rewards and have high job satisfaction. Organizational support also contributes to the satisfaction of women expatriates. Training, mentoring and repatriation preparations have high impact on women's success and satisfaction. Women expatriates are more concerned with their repatriation and future advancement than their present assignments. The findings are important for theoretical and practical reasons. Theoretically, the achievement and satisfaction of women managers overseas cannot be simplified without taking into account organizational, personal and cultural factors. Practically, companies need to respond to the individual needs of expatriate women managers and then decide on their assignments and their repatriation accordingly.     

Shatter the glass ceiling: Women may make better managers

There is considerable evidence that women encounter a glass ceiling or barrier to advancement into the executive ranks of organizations. Although many expected this barrier to be obliterated with the large influx of women entering the work force over the last two decades, little change has actually occurred in the most senior ranks. In most sectors, women still comprise less than 5 percent of board directorships and corporate officerships. This article focuses on emerging evidence which indicates that the trend in U.S. corporations toward high-involvement work teams, consensus decision making, and empowerment may actually benefit the leadership styles that women already exhibit. Preliminary evidence is also provided which indicates that female managers are seen as more transformational than their male counterparts—a leadership style that has been shown to have a strong positive impact on individual, group, and organizational performance.     

Leadership ideologies among European managers: A comparative survey in a multinational company

Adopting a subjective culture approach, the present study focuses on managers' beliefs about ideal leadership behaviour in organizations (i.e. leadership ideologies). On the basis of reported cultural dimensions which distinguish countries from one another, it is expected that the national origin of European managers will significantly influence their ideologies. The findings provide support for this assumption, since significant differences appeared between countries in eight aspects of leadership. Finally, the findings are compared with existing knowledge of cultural variation between these countries.     

Perceptions of the mutual obligations between employees and employers: a comparative study of new generation IT professionals in China and the United States

This study examines the psychological contract from the perspective of new IT recruits that are located in the US and China. Psychological contract emphasizes the mutual exchange between employees and employers. Three hundred and ninety-five questionnaire responses from the graduating classes in the information technology discipline in the US and China (Shanghai and Beijing) were analysed. The results of this exploratory study reveal that new IT recruits from China and the US hold many similar beliefs on employer–employee obligations, such as employers' obligations to provide high pay, job autonomy, long-term job security, financial reward for obtaining IT certificates, exciting projects and opportunities to work on leading-edge technology, and employees' obligations to work extra hours when needed, to be loyal and to volunteer to do non-required tasks. Cross-cultural differences do exist however. US IT recruits as a whole place greater emphasis than their Chinese counterparts on rapid career advancement, having a motivating boss and completion of assignments on time, but less emphasis than their Chinese counterparts on receiving project milestone bonuses. Findings also suggest that, although employees can be from the same overarching culture such as the Chinese culture that emphasizes collectivism, there exist strong subculture differences even within the same country. New IT recruits in Shanghai tend to have beliefs that are at times closer to the US IT professionals than to their fellow IT new recruits in Beijing. The differences across cultures and subcultures are more extensive among female than male IT new recruits.     

在美国吃快餐

每天的午餐是美国人一日三餐中食品最简单、食量最少、最好对付的一餐,通常都是吃快餐.到了中午,美国的大街小巷上食客众多热闹异常.有一边看书报一边吃、一边听着音乐手舞足蹈一边吃的,有坐在车里吃、站在路边吃、蹲在树下吃的,甚至走在路上吃、连跑带吃的也随处可见.美国人追求效率效果,讲究省时省力,注重方便实惠,正是这一特点,使得作为美国餐饮文化特征的快餐渗透到美国社会的各个角落.