(1) Expatriate Failure in International Assignments:
In spite of the fact that the Coca cola Company is the largest soft drink manufacturer in the world and they are entitled with well-planned staffing approaches, the company still suffers from the risk of expatriate failure. (slideshare.net)
Coca cola use expatriates due to various reasons such as to get foreign experience for business operations, to enhance their business skills, to fill positions as well as to use the ability to control business operations as per headquarters’ willingness. As stated by the HR department of Coca cola, the main problems faced by the expats during their assignments can be identified as below.
• Technical competence
• Lack of local acceptance
• Adoptability …show more content…
Some of the expatriates are less sensitive and lack of cognitive skills where they would not be able to adjust with the new environment. That will eventually lead to the expatriate premature return. Another main issue that most of the expatriates of Coca cola encounter regarding adoptability is the inability of the family members to adopt to the new environment. Moreover, family concern is the main reason of premature expatriate return of Coca cola. At Coca cola, the spouse of the expatriate is not interviewed during the selection process by which eventually the expatriate failure is caused by the incapability of the spouse to adjust. Furthermore, some expatriates face problems in the host country while carrying out the assignment such as cultural shock, high level of stress as well as issues related with the host country’s rules and regulations. The expatriates fail in the assignment due to these various factors occurs in host country. …show more content…
Redeployment is the practice of moving people within the organization and from units where there are surplus employees to the divisions where there is shortage. And when it comes to the company Coca-Cola, they decided to hire new managers and senior officers, which is employee deployment during their reformation and used employee redeployment in order to certify the new 10,000 employees fetched from merger were being used efficiently and
In spite of the fact that the Coca cola Company is the largest soft drink manufacturer in the world and they are entitled with well-planned staffing approaches, the company still suffers from the risk of expatriate failure. (slideshare.net)
Coca cola use expatriates due to various reasons such as to get foreign experience for business operations, to enhance their business skills, to fill positions as well as to use the ability to control business operations as per headquarters’ willingness. As stated by the HR department of Coca cola, the main problems faced by the expats during their assignments can be identified as below.
• Technical competence
• Lack of local acceptance
• Adoptability …show more content…
Some of the expatriates are less sensitive and lack of cognitive skills where they would not be able to adjust with the new environment. That will eventually lead to the expatriate premature return. Another main issue that most of the expatriates of Coca cola encounter regarding adoptability is the inability of the family members to adopt to the new environment. Moreover, family concern is the main reason of premature expatriate return of Coca cola. At Coca cola, the spouse of the expatriate is not interviewed during the selection process by which eventually the expatriate failure is caused by the incapability of the spouse to adjust. Furthermore, some expatriates face problems in the host country while carrying out the assignment such as cultural shock, high level of stress as well as issues related with the host country’s rules and regulations. The expatriates fail in the assignment due to these various factors occurs in host country. …show more content…
Redeployment is the practice of moving people within the organization and from units where there are surplus employees to the divisions where there is shortage. And when it comes to the company Coca-Cola, they decided to hire new managers and senior officers, which is employee deployment during their reformation and used employee redeployment in order to certify the new 10,000 employees fetched from merger were being used efficiently and