Improve the success rate of US managers in foreign assignments

US Managers in Foreign Assignments
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Abstract
The aim of this paper is to explore some of the strategies that can be implemented to improve the success rate of US managers in foreign assignments. This essay paper highlights four main strategies, which include careful and thorough recruitment of the overseas managers and obtaining of knowledge on the cross-cultural and organizational changes that can arise in other foreign co tires. Additionally, the essay explains how managers can also set up time for the reintegration process, which can occur before assignment completion. Lastly, the essay also highlights the strategy of ensuring employees are given a platform, which enables them to share with others on skills, knowledge, and experience gained upon completing the foreign tasks. This essay used research based on an article by Roger & Allan (2014). By exploring these strategies, the paper educates managers on ways to complete foreign tasks as expected; hence meeting the expectations of the clients.
Keywords: Managers, cross-cultural knowledge, recruitment, reintegration

US Managers in Foreign Assignments
Successful managers in foreign assignments ensure there is the efficient completion of tasks assigned. Managers have a role to ensure that work is completed and delivered at the expected quality and time. To improve the success rate of these managers, a firm’s human resource department should carefully recruit the overseas managers (Roger & Allan, 2014).

For the multinational corporations, the HR department should first examine the personal characteristics of each candidate to determine if they align with the company’s corporate goals. This strategy is potent in ensuring that the right and qualified managers are selected for given tasks.
Additionally, improving their success rate can occur by managers gaining adequate knowledge on the cross-cultural and organizational changes that are likely to arise abroad. In most cases, different regions have various cultural dimensions and practice that foreign managers should familiarize with before accepting the role of an expatriate (Roger & Allan, 2014). The tactic will ensure that managers are sensitive to the adjustments required as a result of the cultural distance between the host and home country.
Managers can also make a plan for reintegration by ensuring communication occurs some months before the assignment completion (Roger & Allan, 2014). This strategy will make sure managers have set time for discussing the reintegration process. During this period, the managers will analyze the skills and insights accomplished throughout the assignment. Lastly, managers can also ensure success by coming up with ways of disseminating knowledge gained from the experience of the assignee. Precisely they should give employees the opportunity to share the lessons learned, for example, by writing blogs about their experiences. The assignees will also talk about the skills acquired during completion of the assignment. Implementing these strategies will help to improve the success rate of US managers in foreign assignments.
Reference
Roger, L. D., & Allan, B. (2014). Preparing Managers for Foreign Assignment: The Expatriate Profile Program. Journal of Management Development, 11(7), pp.58-66.