Merits of Hiring Foreign Talent: What are the Positive Outcomes of Giving Foreigners Higher Standing Positions in a Company? (Essay Sample)

What are the Positive Outcomes of Giving Foreigners Higher Standing Positions in a Company?
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Merits of Hiring Foreign Talent
In an age where the global marketplace is characterized by cutthroat competition in the business sector, the majority of the business executives have been compelled to adapt, think, and function globally. Today, most businesses that cater to the local market are ever seeking ways and means to infiltrate foreign markets, to expand their brands beyond their regional boundaries. As a result, managers have been forced to broaden their hiring preferences and outsource employees with international perspectives (Kuptsch & Pang, 2006). Hiring foreign job candidates has its advantages as well as disadvantages. However, the former outweighs the latter in many aspects. Furthermore, appointing these foreigners into higher positions within the company has varied and wide-ranging benefits. The aim of this paper is to highlight some of the positive outcomes of giving foreigners higher standing positions in a corporation.
One of the major advantages of having a foreign employee run a top position in a company is his or her global mindset (Kuptsch & Pang, 2006). The experience attained from the exposure of different work culture from abroad can prove very beneficial. Such a foreigner can bring in fresh perspectives and new tactics of handling business in the company. In addition, having such a mindset helps stimulate other employees’ ways of thinking, sparking creativity, and resulting in more innovative problem-solving skills in the business. Besides, it also allows the employee to focus on how to integrate foreign concepts into the organization while still maintaining its local objectives and staying within international standards. By making a company or an organization adopt foreign practices, it undergoes an international renovation, which is one of the fundamental objectives of most businesses (Luo, 2001). However, it is still as important to ensure that it does not lose its value and worth locally. A global mindset helps the business effectively compete on the world market.
According to Guellec & Cervantes (2002), foreign employees inject cultural diversity into the workforce. By having different cultural backgrounds as compared to the other employees, they are forced to employ cross-cultural work ethics and dynamics to blend in with the rest of the workforce. This means that they have to have and practice excellent and efficient team playing skills. For the purpose of achieving set targets and team goals, they have to embrace new ideas and viewpoints from other employees, which they do so as a result of broadened horizons and patience obtained from their stints abroad. Additionally, such expatriates are always open to undertaking new challenges as proven by their aspirations to work in an abroad environment (Guellec & Cervantes, 2002). This further attests their commitment to their work and a company can be guaranteed that any new and special projects would be handled conscientiously.
Another advantage of having a foreigner run a top position in a firm is the opportunity to form an ext...