In this thesis the discourse on intercultural and language contact of German native speakers in the Czech Republic (so called "expatriates") is analysed in accordance with the Language Management Theory. Individual interactions on the discourse-based (micro) level are the source of data for the analysis of linguistic, communicative and socio-cultural language problems. Language problem is understood as a noted and negatively evaluated deviation from the expectation of the expatriates. Which language problems have been recognized by the German native speakers and which strategies to solve them have been chosen is examined in three domains "work domain", "leisure domain" and "daily life domain". The Czech language competence is the most mentioned language problem in the discourse. As a result of the discourse analysis it has been found out that Language Management cannot be seen as an objective process of solving language problems, as the expatriates possess diverse expectations according to their individual interests and further aspects (situation conditions or the issue of social power). Therefore it is not possible to give a general recommendation of how to solve the language problems. Key words: Expatriates, Discourse, Language Problem, Language Management, Language Management Theory, Adjustment...

Submitted by Luana Rodrigues (luana.rodrigues@fgv.br) on 2014-05-06T20:11:29Z No. of bitstreams: 1 Carucci_FGV_ Final Version.pdf: 1478311 bytes, checksum: bb0ece4b73b157e7305783121a1fb042 (MD5) / Approved for entry into archive by Luana Rodrigues (luana.rodrigues@fgv.br) on 2014-05-06T20:11:51Z (GMT) No. of bitstreams: 1 Carucci_FGV_ Final Version.pdf: 1478311 bytes, checksum: bb0ece4b73b157e7305783121a1fb042 (MD5) / Made available in DSpace on 2014-05-06T20:17:44Z (GMT). No. of bitstreams: 1 Carucci_FGV_ Final Version.pdf: 1478311 bytes, checksum: bb0ece4b73b157e7305783121a1fb042 (MD5) Previous issue date: 2014-03-12 / Esta tese de mestrado tem por intenção entender quais são as mais importantes diferenças culturais para os expatriados Italianos que trabalham no Brasil e aprender as implicações práticas para o ambiente de trabalho. O método utilizado foi qualitativo, com 23 entrevistas em profundidade com expatriados italianos de nível médio ate top management, com experiência de trabalho no Brasil. Os resultados indicam que os expatriados Italianos experimentam dificuldades com as diferenças em termos de comunicação, distinção entre as esfera profissional e privada, distancia do poder e planejamento. Em contrapartida, outros fatores como a discriminação positiva para os estrangeiros, diferenças em geneder equality e masculinidade, assim como com a atitude positiva dos workplaces e uma economia em crescimento, todos influenciam de maneira positiva a experiência do expatriado. Enfim, algumas sugestões práticas sobre os efeitos das diferenças culturais e sobre a estruturação de um possível cross-cultural training são expostas.

The increase in globalisation has led many organisations world-wide and in South African to send more employees on international assignments than ever before, with every indication that the use of expatriates will continue to expand into the 21st century. Expatriate assignments are important to the success of multinational companies because they can help build the level of global competence within the organisation, and expatriates often fill critical positions in host countries (e.g. new market development, technology transfer, joint venture negotiations and subsidiary management). Given the strategic importance multinational companies attach to global assignments, the harm an unsuccessful expatriate may cause in the host country can be detrimental to the multinational company's future global business. Implications of poor expatriate cross-cultural adjustment include inadequate performance, psychological stress, premature termination of the assignment, negative effects on the expatriates' families and the long-term career repercussions upon repatriation after failed expatriate assignments. Thus, in order to remain competitive in today's global marketplace, multinational companies have recognised that the attraction, selection, development and retention of employees who can live and work effectively outside their own national borders are crucial to their success. This study proposed that personality dispositions, coping, stress and expatriates' motivation for accepting the assignment can predict three criteria of expatriate success, namely (a) the desire to terminate the assignment, (b) performance, and (c) the cross-cultural adjustment of expatriates. The study population consisted of 95 expatriates from eight multi-national organisations. The research method for each of the three articles consists of a brief literature review and an empirical study. A cross-sectional survey design was used to achieve the research objectives. Descriptive statistics ( e g means, standard deviations, skewness and kurtosis) were used to vii analyse the data. Cronbach alpha coefficients and exploratory factor analysis were used to assess the reliability and validity of the measuring instruments, and multiple regression analyses was conducted to determine the percentage of the variance in the dependent variables that is predicted by the independent variables. The Neo-Personality Inventory Revised, Work Locus of Control Scale, Expatriate Stress Inventory, a biographical questionnaire, which included expatriates' motivation for accepting the assignment (independent variables) and expatriates' cross-cultural adjustment. their desire to terminate the assignment and their performance (dependent variables) were administered. The results showed that external locus of control is related to avoidance. Avoidance coping of expatriates' was best predicted by an external locus of control and approach coping of expatriates' was best predicted by an internal locus of control. The results showed that expatriates' desire to terminate the assignment is related to their cross-cultural adjustment and that personality dimensions are related to their cross-cultural adjustment and their desire to terminate the assignment. Personality dimensions explained 12% of the variance in expatriates' cross-cultural adjustment. Assertiveness and cross-cultural adjustment explained 17% of expatriates' desire to terminate the assignment. The results showed that cultural stress explained 17% of the variance in expatriates' cross-cultural adjustment. Assertiveness and cross-cultural adjustment explained 28% of expatriates' desire to terminate the assignment and extrinsic motivation explained 20% of expatriates' performance. Recommendations are made regarding future research and practical implications for expatriate management. / Thesis (Ph.D. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2005.

The purpose of this study was to investigate the relationship between narcissism, cultural adjustment, and leadership of expatriates. Specifically, it was predicted that cultural adjustment would partially mediate the relationship between narcissism and selfperceptions of leadership effectiveness such that narcissism would be negatively related to cultural adjustment, and cultural adjustment would be positively related to selfperceptions of leadership effectiveness. It was also predicted that cultural adjustment would partially mediate the relationship between narcissism and LMX perceptions such that narcissism would be negatively related to cultural adjustment, and cultural adjustment would be positively related to LMX perceptions. Fifty-three participants completed an online survey through Qualtrics. Participants consisted of individuals who were teaching abroad for an extended period of time. Results indicated support for the mediating role of cultural adjustment in the relationship between narcissism and perceived leadership effectiveness, but not in the relationship between narcissism and LMX perceptions. Results also indicated positive correlations between narcissism and cultural adjustment. The implications and limitations of these findings are discussed, and multiple directions for future research are suggested.

Made available in DSpace on 2016-04-28T20:39:02Z (GMT). No. of bitstreams: 1 Anna Silvia Rosal de Rosal.pdf: 821872 bytes, checksum: 1e5289facf41ea963e93a4175c165b62 (MD5) Previous issue date: 2015-03-13 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / The economy globalization led to increased executives expatriation. For organizations, the international transfer is limited to actions that ensure increased competitiveness and, consequently, income. For the executives, this experience transcends the professional field because it involves relational aspects in his life. The number of expatriated married executives is higher than singles. Organizations believe that family is an important factor in intercultural adaptation. In this context, the objective of this research is to understand the experiences of the process of expatriation of male, Brazilian and single executives. The researcher, therefore, resorted to the method of qualitative research with a narrative approach. The results showed that both personal and professional lives are embedded in the expatriation process. Expatriation is said to be easier for singles. However, this experience is punctuated by the ambiguity of feelings arising from events that include gains, as personal development and career improvement, while entail losses, such as the exclusion from relational network, which is strongly reported by the participants. Friendships play a significant role in the lives of singles. Specificities were identified in individual and family life cycles, as well as gender issues. The experience of expatriation covers the executive's personal, family, professional and social life aspects, and points to the need to broaden the organizations perspectives on the issue, to absorb such experience in its many facets / A globalização da economia implicou aumento da expatriação de executivos. Para as organizações, a transferência internacional está circunscrita às ações que asseguram o aumento da competitividade e, consequentemente, dos resultados financeiros. Para o executivo, essa experiência transcende o campo profissional, pois envolve aspectos relacionais em sua vida. O número de executivos casados expatriados é superior ao de solteiros. As organizações acreditam ser a família importante fator na adaptação intercultural. Nesse contexto, o objetivo geral desta pesquisa é compreender a experiência decorrente do processo de expatriação de executivos homens, brasileiros e solteiros. Para tanto, recorre-se ao método de pesquisa qualitativa de abordagem narrativa. Os resultados apontam que vida pessoal e vida profissional estão imbricadas no processo de expatriação. A expatriação é referida como mais fácil aos solteiros. Contudo, tal experiência é pontuada pela ambiguidade de sentimentos decorrentes de acontecimentos que reúnem ganhos, como amadurecimento pessoal e crescimento para a carreira, ao mesmo tempo em que acarreta perdas, como o afastamento da rede relacional, vivamente relatado pelos participantes. Na vida dos solteiros, as amizades desempenham significativo papel. Foram identificadas especificidades nos ciclos vitais individuais e familiares, assim como questões de gênero. A experiência decorrente da expatriação envolve os diversos âmbitos da vida do executivo pessoal, familiar, profissional e social e remete à necessidade de ampliar o olhar das organizações sobre a questão, de forma a abranger tal experiência em suas inúmeras facetas

Contributing to the available literature on the cross-cultural management between China and the Czech Republic, this thesis is examining the factors influencing the performance and success of Czechs working and living in China. It firstly defines the cultural settings of China and the Czech Republic, their key aspects and cultural specifics. Secondly, it describes the desired qualities of a successful expatriate - the so called global mindset. Thirdly, the thesis focuses on the specifics of working in China and on the potential culture shock a Czech expatriate is likely to face after relocating there. In the practical part of the thesis, the methods and results of an original primary field research conducted among more than 30 Czech expatriates in China are outlined. Using correlations and content analysis, the final results are drawn and the prior hypotheses either confirmed or disproved. The summary of the thesis offers then a set of recommendations for an expatriate-to-be who is coming to China - an ancient land surrounded by mysteries even in our modern times.

Trenden visar på att expatriates världen över fortsätter att ökas och värderas mer. Ett allmänt problem i hanteringen av expatriates är att de slutar i förtid och att de kan känna sig hindrade av att prestera till sina fulla kapaciteter. Årets resultat i en omfattande undersökning av expatriates världen över, där man mäter hur lyckliga de är, visade på att Sverige är årets förlorare. Syftet med den här studien är att ta reda på vilka sätt det finns för HR-ansvariga att använda, för att sänka risken för expatriate-failures i Sverige. Utifrån syftet formulerades två frågeställningar som undersökningen baserades på, på vilka sätt kan man minska risken för att expatriate-failures ska ske i Sverige och är de etablerade tillvägagångssätten giltiga i Sverige. Metoden bestod av en enkätundersökning som undersökte vad anledningarna för övervägan att sluta i förtid var för expatsen i Sverige samt hur deras besittning av vissa attribut korrelerade till att ha en risk för expatriate-failure. Undersökningen visade på att kulturshockar var huvudanledningen för att expatriate-failures sker i Sverige och att besittning av eftertraktade attribut skulle minska risken för expatriate-failures. Resultatet visade då på att de etablerade tillvägagångssätten är giltiga i Sverige för att minska risken för expatriate-failure. Andra effektiva tillvägagångssätt gavs också som förslag för att motverka frekventa anledningarna som emprin visade på.

Background: For companies operating globally, expatriates represent a knowledge resource. When different ways of thinking, different experiences and ideas meet, new ideas and knowledge are created. Managers who have lived and worked abroad make an essential addition to the range of ideas and experiences that a company can make use of. While going on an international assignment offers the opportunity to acquire knowledge, finishing one, and moving on, offers the opportunity to transfer this knowledge and utilize it in the organization. Purpose: The purpose of this study is to examine how a global corporation utilizes the knowledge its expatriates gain during international assignments. Realization: We have looked at utilization of expatriates’ knowledge at Tetra Pak from both the HR managers’ and the expatriates’ point of view. We conducted five interviews with HR managers and sent out questionnaires to 60 expatriates, of which 21 replied. Conclusion: Knowledge management is highly topical at Tetra Pak right now. To open up for learning and to spread knowledge are priorities. Utilization of expatriates’ knowledge can be looked at on two levels, the individual- and the organizational level. On the individual level, it is very much a question of career management. On the organizational level, it is a matter of knowledge transfer and sharing. Transfer of knowledge in general is very much intended at Tetra Pak, but there is no focus on expatriates’ knowledge. Knowledge sharing on the other hand, seems to more or less “just happen”, it is a matter of learning by accident rather than intent.

Immigration is not new to Ecuador. Beginning in the early 2000s, the amenities migration phenomenon gained popularity in Ecuador, especially in the UNESCO World Heritage Trust Site of Cuenca, located about five and a half hours south of Quito and four hours east of Guayaquil in the Andes Mountains. This study combines literary research on retirement migration and a case study on the retired expatriate community in Cuenca, Azuay, Ecuador. The limited case study includes twelve in-depth interviews with retired expatriates living in Cuenca and nine interviews with Cuencanos that interact with retired expatriates daily. According to the expatriates, the advantages of living in Cuenca include the cheaper lifestyle, year-round spring-like weather, and a slower pace of life. The disadvantages consist of the concept of “Ecuadorian time” and the indirectness of Cuencanos. Data suggest that Cuencanos value the presence of retired expatriates because they help stimulate the economy, but they resent the impenetrable language barrier and their cultural disengagement. The Cuencanos’ responses also indicate that a deeper understanding of the country and culture is necessary on behalf of the retired expatriates to facilitate their integration into the existing culture rather than trying to create an exclusive subculture within Cuenca.

Research on international work experiences has to a great extent focused on an international assignment as a single event, and on how to optimize it from the organization’s perspective. This thesis addresses individuals’ subjective experiences of international work experiences and focuses on individuals with global careers, who see working abroad as a major element of their careers, involving several international assignments or international work experiences. With the recognition that individuals will work abroad on their own initiative a differentiation is made between repeat expatriates; expatriates with at least two international assignments for the same company, and international itinerants; working abroad for at least two different companies. The main purpose of this thesis is to contribute to the understanding of global careers through applying an identity construction perspective on narratives of global careerists’ working lives. To address this purpose the global careerists’ identity construction processes are explored, and their career orientation, their identification with the organization and career, and country and culture are considered more directly. An important sub-purpose of this thesis is to make a comparison of repeat expatriates and international itinerants, in terms of their identity construction and identifications. An individual’s identity, or sense of self, is seen as constructed in social interaction, encompassing dualities such as both differentiation from and identification with others. This thesis addresses social identities as part of an individual’s identity construction in the transition in social, cultural and organizational context that an international work experience involves. The approach taken is that the increased understanding aimed for can be reached through narratives. Interviews were made with twenty Swedish global careerists. Each interview was constructed as a narrative and structured according to elements of narratives to construct aggregate narratives of repeat expatriates and international itinerants. The narratives were analyzed and comparison of repeat expatriates and international itinerants was made. The findings in this thesis show that all the global careerists in this study have experienced shifts in their identities and identity reconstruction in the course of their careers. External circumstances such as the type of location, the time abroad, and if the work abroad is perceived as temporary, is important to the global careerists’ identity construction.The findings illustrate that there are differences in repeat expatriates’ and international itinerants’ career orientations, in their identifications with the organizations they work for, with their careers and with what they do. The two types of global careerists differ in how they identify with their home country and culture and the countries and cultures they live in. The repeat expatriates and international itinerants also show different patterns in their identity construction.