John Deere and Cisco are large corporations pioneering the practice of polycentric innovation out of India.

In Ethnocentric Approach, the key positions in the organization are filled with the employees of the parent country. All the managerial decisions viz. It is based on the rationale that, the staff of the parent country is best over the others, and also, they can better represent the interest of the headquarters.

Although it will recruit local people for low-level positions, an ethnocentric company will reserve skilled positions and managerial roles for employees from its home country. During the recruitment and selection process, an ethnocentric company risks imposing cultural norms from its home country.

Ethnocentric – The domestic markets values is the superior market, and so ignores the values of other countries/markets in which their product exists. General marketing reproduced overseas for their product and no adaptation of product to meet local needs. This approach is the direct opposite of ethnocentrism.

List of the Advantages of Ethnocentrism

• An ethnocentric perspective eliminates social order criticisms.
• It can increase the levels of devotion to a community, country, or society.
• Ethnocentrism can enhance solidarity in society.
• It can produce higher levels of self-esteem.

Definition: The Polycentric Approach is the international recruitment method wherein the HR recruits the personnel for the international businesses. In Polycentric Approach, the nationals of the host country are recruited for the managerial positions to carry out the operations of the subsidiary company.

The Meaning of Polycentric Marketing Take McDonald’s as an example. In India, where many people do not eat beef, McDonald’s offers the McAloo Tikki, a vegetable patty with characteristic Indian spices.

The advantages of the polycentric approach are: (1) Alleviates cultural myopia, and (2) It is inexpensive to implement. The disadvantages of the polycentric approach are: (1) Limits career mobility, and (2) Isolates headquarters from foreign subsidiaries.

geocentric policy approach

• No problems with language and culture.
• Reduced hiring costs.
• No work permits required.
• Continuity of management improves, since HCNs stay longer in positions.
• Govt. policy may force hiring of HCNs.
• Promotional opportunities not limited – so higher morale among HCNs.

International Staffing Problems and Solutions

• The Problem: Appropriate Compensation for International Staff. Financial incentives keep international employees, including expatriates, motivated.
• The Problem: Tax Rates.
• The Problem: Intellectual Property Protection.
• The Problem: Labor Laws, Agreements, and Contracts.

Host Country National – Permanent resident of the country where the operations of the company are located. Third Country National – Permanent Resident of a country other than the parent country and the host country.

The major staffing policies that global organizations should consider are given. The three types of staffing policies are, ethnocentric, polycentric and geocentric. These are all discussed.

These factors are – selection process, compensation, training/ development, and career management. These four groups of factors are supposed to scientifically affect staffing practices. However, for the situational factors, the individual staffing decisions might be taken in a non-expected way.

What are the skills that indicate candidate success with expatriate jobs?

• Mental and emotional stability.
• Willingness to change.
• Sensitivity to other cultures.
• Deep perspectives of business practices.
• Above average interpersonal skills.
• Ability to embrace new customs.
• Respect for diverse viewpoints.

8 Personality Traits Every Successful Expat Has

• Global Curiosity. Being interested in and excited about new cultures is essential.
• Emotional Intelligence.
• Extreme Organization.
• Cultural Adaptability.
• Language Skills.
• Flexibility.
• Leadership.
• Patience.

The authors found that family situation (adaptability of spouse and family, stable marriage, willingness of spouse to live abroad) and flexibility/ adaptability (tolerance of ambiguity, listening skills, ability to deal with stress) were perceived as the most important factors in the success of expatriates.

The study defines expatriate success in terms of five vital characteristics: adventurousness, cultural sensitivity, curiosity, flexibility, and open mindedness.

Expatriate failure is often caused by lack of practical support in the host country and/or disconnection with the home environment. It is crucial that relocation support does not end as soon as the employee has arrived at their new destination.

If you want to choose an expat to go into a new environment and be successful, he or she needs to be able to build effective working relationships quickly. Rothwell wrote in The Development of the International Manager about the need for expats to possess a “drive to communicate,” and a “broad-based sociability”.

The Right Way to Integrate and Manage Expats in Your Organization

1. Get Your Entire Team Involved in the Process.
2. Include the Entire Family in the Welcoming Program.
3. Include Home Trips as Benefits in the Salary Package.
4. Show Respect for their Religious and Ethnic Customs and Beliefs.
5. Include Repatriation Efforts in Your Deal.

Try watching this video on www.youtube.com, or enable JavaScript if it is disabled in your browser.

1. Invest in Learning the Local Language Early On.
2. Intercultural Training Helps to Make Sense of the Unknown.
3. Do Not Forget the Family.
4. Intercultural Training Helps Expats Perform As If They Were At Home.

Ten Tips on Managing a Successful Repatriation Program

1. Make sure you’re sending the right people abroad.
2. Clearly define the expat’s career goals before the overseas assignment begins and make sure the goals reflect your company’s overall objectives.
3. Discuss the challenges of repatriation before the employee leaves.
4. Create a mentor program.

There are many reasons why a company might send an expat rather than hire someone locally. You want your international offices to be able to work seamlessly with your local ones, and an expatriate can help to ensure the same culture and processes you use at home exist abroad.

• PROS.
• They uphold same practices. When you relocate your employees to international location, you can save up on time to train them about the company’s rules and regulations.
• They have better knowledge.
• They are motivated.
• CONS.
• They have high burnout rate.
• It can seem problematic and risky.

The six various roles of the expatriate are language node, boundary spanner, transfer of competence and knowledge, network builder, agent of socialization and an agent of direct control.

Expatriates are employees of organizations in one country who are assigned to work in other countries on long- or short-term business projects. They help their companies establish operations in other countries, enter overseas markets or transfer skills and knowledge to their companies’ business partners.

Here are some steps for companies to guarantee a successful expatriation assignment.

• Provide cultural training.
• Bring expats & local employees closer.
• Offer rewards.
• Include the whole family.
• Do not forget repatriation.