As companies continue to grow, international experience is a critical component that needs to be taken into consideration. As the ever-changing systems and ways of doing business across the world, there is need to send talented employees to different target market sections of the society. The process can prove expensive for the world, but it is worth. International assignments are instrumental in developing local talents and thus become more rewarding in the long-run. P & G requires excellent international experience from its different shades of employees. That entails preparations to assist the workers to succeed in the said endeavor (Elnaga & Imran, 2013). The place of spouses and family is debatable and therefore cannot be underestimated.
What steps should P & G take to prepare employees for international assignments to help them succeed?
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P & G can take several steps to assist in preparing the employees for duties abroad. There is crucial need to offer cross-cultural training for the said foreign occupations. According to Deresky (2017), the initial step required is pre-departure. That got to start as soon as one is selected for the said position. The training should entail doing an orientation of the country the employee is to work. Language training is equally important. The lessons on language assist in familiarizing the employees with critical words and possible phrases that are spoken in the country. That aids in easing the transition. Lessons and sample training on the culture can be found on several websites, for instance, U.S embassy site for location an individual wants to go or the Department of state website, and training on business etiquette (Elnaga & Imran, 2013). The next type of training should be on-site training for the workers to undertake upon their arrival at the designated country. That should entail an additional cultural lesson that is specific to the local region. They need to be taught by an individual that has been in that country for quite a while (Deresky, 2017). Lastly, repatriation training should also be carried out. Repatriation training is vital in reversing cultural shock. That entails training on financial counseling and tax assistance. A re-orientation program on the change in company policies personnel, practices and strategies is also carried out. Such levels of training and orientations will make the employees of P & G companies more efficient on their international assignments. Once the cultural shock is broken, the work environment becomes favorable for operations thus leading to success in the companies objectives (Elnaga & Imran, 2013).
Should P&G also include spouses and family members in preparation for international assignments? Why or why not?
I agree that P & G should incorporate spouses and family members in preparation for the overseeing duties. That is precisely crucial in learning the culture and customs of the new country. The children, therefore, need to be incorporated in the discussions about the location of the host country and the things they can expect. Foreign context and culture can be more cumbersome for the accompanying family since they not part of the more guarded worksite environment. Elnaga and Imran (2013) confirmed that the family, therefore, requires suitable individual characteristics to address the rigors of international life efficiently. The employee’s family and spouse will, therefore, be present to provide mental and emotional support in the new country. The comfort that comes with spouse and family will make the worker feel more secure and thus provides them with the room to focus more on the new assignment. That further lessens the load of adjusting the workers family to the current country (Elnaga & Imran, 2013).
References
Deresky, H. (2017). International management: Managing across borders and cultures . Pearson Education India.
Elnaga, A., & Imran, A. (2013). The effect of training on employee performance. European Journal of Business and Management , 5 (4), 137-147.
