Question

1.How is the management of employees’ performance in the domestic context different from performance management of international assignees in the international arena?

2.      Explain two reasons that account for the complexity of managing international assignees performance in the international arena?

3.      Performance management in international contexts primarily serves two purposes. Discuss.

4.      Drawing on the convergence-divergence hypothesis, discuss the influential loci of culture on performance management in the international arena.

Answer 1

1. Managing domestically based employee is different from international assignees because they have different cultures and inhibitions, different way of doing business, different time zones, high expatriation cost and compensation difference due to currency exchange rate.
2. Managing international assignees is comllex largely due to deviation in assessing them as two countries have different ways of talent assessment. Moreover complexity due to productivity and languages barriers arise as the communication gap leads to new challenges.
3. Performance management in international context serves purpose of ensuring diversity in teams and imbibe cross domain cross geographical experienced individual who can share global expertise.
4. Culture plays huge role influences the perception largely. Performance management can differ due to cultural shocks and cultural dissonance as different culture have varied ways of assessment of work performed and overall productivity and how employees interact with each other causing widespread challenges and deviation.

PLEASE UPVOTE INCASE YOU LIKED THE ANSWER WILL BE ENCOURAGING FOR US THANKYOU VERY MUCH ALL THE BEST IN FUTURE