Page 89 - DMGT548_GLOBAL_HRM

Global HRM

Notes Myth #1: Overseas, local males treat American females very much like they treat local
females.
It is true that men in other cultures often deal with their own women in ways that many
Americans find objectionable, so it’s understandable that we wouldn’t want our own
women to endure such treatment. But intercultural training experts Cornelius Grove and
Willa Hallowell say that’s seldom a worry.
Writing in an article that appeared in Runzheimer Reports on Relocation, Grove and
Hallowell noted that, “Our research, like that of others, has found that in the preponderance
of cases, local males do not mentally classify a foreign woman in the same way as they
classify local women. In fact, expatriate professional females have an advantage in being
outside the locals’ normal classification system.”
Myth #2: Local male co-workers create performance barriers for the female expatriate.

Not so, say Grove and Hallowell. “Our interviews reveal an ironically different story. It
turns out that many women who encounter significant barriers are more likely to complain
about their fellow expat male co-workers.
These women tell us that, American males who have been on overseas assignments for
many years actually erect the highest barriers. The women also say that local co-workers
can be very supportive of female expatriates if their respect and goodwill is carefully
cultivated.

Single, Young and American . . .
Grove and Hallowell point to three attributes that is more likely to be a liability overseas
than being female – being single, being young, and being culturally American.

Being single is a liability because both local people and fellow expats often don’t know
how to comfortably fit a single person into their social lives. Regarding youth, let’s recall
that youthfulness is valued in American culture, whereas the tradition and wisdom
associated with age is more valued in other cultures, especially non-Western cultures.
Regarding the third point, any number of cultural experts have noted that traits associated
with success in the US business culture – task orientation, focus on time, competitiveness,
and directness – are consciously disapproved by some cultures.

In fact, the traits generally associated with females in the US – consensus building,
relationship orientation, greater sensitivity to non-verbal cues – are traits valued in many
non-Western cultures. And this, according to Grove and Hallowell, gives female assignees
a definite advantage.
Question

Discuss on the myths that lead to the germination of risks about female expatriates.
Source: http://www.overseasdigest.com/odarticles/females.htm

3. Family Considerations: Apart from the accompanying partner’s career, there are family
considerations that can cause a potential expatriate to decline the international assignment.
Disruption to children’s education is an important consideration, and the selected candidate
may reject the offered assignment on the grounds that a move at this particular stage in his
child’s life is inappropriate. The care of aging or invalid parents is another consideration.
4. Work Permit Refused: Some countries, such as the United States, are changing their
legislation to facilitate employment related immigration, which will make international
transfers some easier. The Social Charter allows for free movement of citizens of member

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