BUS 325 WEEK 5 REPLY POST BY J’SHAN ROBINSON

PLEASE REVIEW THESE INSTRUCTIONS VERY CLOSE….

THIS IS ONLY FOR A REPLY TO A DISCUSSION POST ONLY BY A CLASSMATE

IT HAS TO BE AT LEAST 6 SENTENCES LONG, THE DISCUSSION POST IS LISTED BELOW…..

THE INSTRUCTION FOR THE POST IS LISTED ALONG WITH THE POST BY ONE OF THE CLASSMATES, PLEASE BE SURE TO ADDRESS THE DISCUSSION POST FROM THE STUDENT ONLY…..

INSTRUCTIONS FOR REPLY TO POST BELOW….

Please respond to the following:

When considering performance management practice for expatriate managers, what are the major factors that must be addressed? Do these differ for expatriate staff? How can you ensure that you are treating both groups equitably?

Be sure to respond to at least one of your classmates posts.

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Greetings Class and Dr. Winters,

Performance management practice for expatriate managers come with many factors as the instructions tell us. However, the important ones that should be addressed are creating the corporate culture. You must identify the company’s philosophy and purpose in order to be successful. Make sure the goals at hand are clear and concise, so that the employees will understand. Coach and review your employees as well. Constructive criticism, reflection and implementation is key! Another very important factor is to make sure that each management team within the company is being trained on how to handle their operations. Everyone should be on one accord within corporates guidelines. These factors do not differ for expatriate staff. That’s why one of the factors emphasizes the employee understanding. When hiring expatriate staff you have to consider translation, English knowledge, adaptability, and a few more. With that being said everyone should already be on one accord from experiencing the same training. As long as everyone follows the guidelines no one should be handled differently.