Expatriate Pay Differentials: The impact of externally competitive and internally equitable management for expatriate assignments (Dissertation Sample)

Expatriate Pay Differentials: The impact of externally competitive and internally equitable management for expatriate assignments
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Expatriate Pay Differentials: The impact of externally competitive and internally equitable management for expatriate assignments
The growth for the study of the international human resource management has gone high in this century. The influences of the global factors and the need for companies to increase their profits have lead to the proliferation of many companies operating in several countries. These companies need to train the locals in their production and what is expected of them so that they can be employed in the companies. Organizations can choose to take part of their staff from their country of origin to the host country, or they can choose to employ the locals and train them. Due to the nature of the production process of the organization and its policies on recruitment other organizations choose to employ expatriates in the country where they are moving. Internationally the usual perception is that expatriate employees should be highly paid, and even their allowances are not the same as the local employees. It leads to lack of balance and fairness in the employment as other employees will fell they are not treated fairly. Imbalance in salaries and allowances leads to the lack of employee morale. Lack of employee motivation to an expatriate or a local employee affects employee performance negatively. Poorly motivated employees lower their rate of production and eventually the profit that the company makes.