In this case study, the problem is with the pay of expatriates that work for the Chicago Food & Beverage Company (CFB). The company bases their salaries off of the senior and junior scale based on international experience. Paul Fierman, an expatriate manager for the Vietnam branch feels his pay is not what he expected it to be for a manager at that level. Paul Fierman has experience working inside the CFB, an excellent academic background, but lacks the international experience he needs to garner the salary in which he expects. Only time can fix the problem he has by attaining more experience or a sudden change in company policy, as it relates to their compensation packages.
The staffing framework which I see in the case study would be that of Ethnocentric. In the Ethnocentric framework centralized companies prefer this type of staffing as it supports command and control from the parent company. In the Ethnocentric staffing framework the Top Executives come from the parent company to perform the duties that the …show more content…
If CFB Company were to employ this staffing model, which works by placing people with the best skills despite their background, origin, or culture in to leadership positions. I would not recommend this model over the ethnocentric model, because it lacks the relationship of the company with the executive. This model could however produce better results because of the knowledge of the executive. The company would not have the same relationship, but profitability may increase under this staffing model. There is a possibility that production may also improve. The down side to this model is the cost of training, relocation, and compensation for an executive outside of the organization. The implementation of a geocentric staffing policy requires a Human Resources Department that is highly sophisticated to match personnel from around the world with attributes relating to the vacancies that need to be
The staffing framework which I see in the case study would be that of Ethnocentric. In the Ethnocentric framework centralized companies prefer this type of staffing as it supports command and control from the parent company. In the Ethnocentric staffing framework the Top Executives come from the parent company to perform the duties that the …show more content…
If CFB Company were to employ this staffing model, which works by placing people with the best skills despite their background, origin, or culture in to leadership positions. I would not recommend this model over the ethnocentric model, because it lacks the relationship of the company with the executive. This model could however produce better results because of the knowledge of the executive. The company would not have the same relationship, but profitability may increase under this staffing model. There is a possibility that production may also improve. The down side to this model is the cost of training, relocation, and compensation for an executive outside of the organization. The implementation of a geocentric staffing policy requires a Human Resources Department that is highly sophisticated to match personnel from around the world with attributes relating to the vacancies that need to be