Full-text resources of CEJSH and other databases are now available in the new Library of Science.
Visit https://bibliotekanauki.pl

Results found: 2

first rewind previous Page / 1 next fast forward last

Search results

Search:
in the keywords:  EXPATRIATE
help Sort By:

help Limit search:
first rewind previous Page / 1 next fast forward last
1
Publication available in full text mode
Content available

GROWTH IN EXPATRIATE EFFICIENCY: OVERCOMING DIFFICULTIES

100%
Szwiec P.
Zarządzanie Zasobami Ludzkimi
|
2009
|
issue 5(70)
27-38
EN
In our globalizing world, the matter of international worker management is becoming more and more important. An international worker is a person who is sent to work in an organization that is located abroad, where that person spends at least one year. Such people come up against many problems connected with cultural differences in the new workplace. Management practice mainly uses selection oriented at attracting people with qualities facilitating cultural adaptation and cross-cultural training in order to limit these problems. The article discusses application of these two practices. Specifically, problems relating to individual traits useful in efficient work by international workers, cultural adaptation, and various kinds of cross-cultural training and its methods are described.
2

Ekspatriacja jako problem jednostki – indywidualne motywy, oczekiwania, oceny

100%
Purgał-Popiela J.
Zeszyty Naukowe Uniwersytetu Ekonomicznego w Krakowie
|
2012
|
issue 891
53-68
EN
Expatriation remains the key challenge for managers and HR professionals in organisations undertaking or continuing their international expansion. Despite the appreciation of its importance in the development of international activities, it may be noted that the impact of expatriation on a delegated employee (in the sphere of their professional and private life) is relatively less well recognised. Therefore, the problem of expatriation in this article is analysed through the prism of individual expectations. This point of view reflects the need to better understand the individual’s motivation to undertake international assignment and the reasons for refusal. The purpose of this article, then, is to identify the main motives and expectations of employees associated with initiating and continuing the foreign mission and to define the main factors influencing their willingness to expatriate. The article also highlights the different perceptions of individual motives and divergence of mutual expectations between employees and their organisations.
first rewind previous Page / 1 next fast forward last
JavaScript is turned off in your web browser. Turn it on to take full advantage of this site, then refresh the page.