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How to survive as an expatriate in China
Växjö University, Faculty of Humanities and Social Sciences, School of Management and Economics.
Växjö University, Faculty of Humanities and Social Sciences, School of Management and Economics.
Växjö University, Faculty of Humanities and Social Sciences, School of Management and Economics.
2006 (English)Independent thesis Advanced level (degree of Master (One Year)), 20 credits / 30 HE creditsStudent thesis
Abstract [en]

The increase of foreign direct investment in China has resulted in the presence of a number of Western expatriates working in Sino–foreign joint ventures. These expatriate managers have to make things work in absolutely new settings. Therefore, without cross-cultural trainings, they may have very stressful experience in China. Understanding of the Chinese culture and Chinese society may ultimately save much frustration and money. With our thesis therefore we would like to explore how companies manage training processes before sending expatriates to China, and prepare them for further knowledge transfer to the employees in China. This has lead us to the following research question: “How do the Western companies manage process of sending expatriates to China?”

The research is based on the experiences of three companies: IKEA, Texol Technical Solutions and NCR and demonstrates possible means that can be engaged by the companies to facilitate adjustment processes of their expatriates in China. The empirical data were gathered from interviews with managers from the mentioned companies. In order to analyze our empirical findings we present literature that was structured as follows: Training in the international context, training in the Chinese context and communication between expatriate and local employees. Both the literature review as well as our empirical data with analysis aspire to provide the reader with an in depth study of the importance of the selection of the right candidates and the provision of trainings, as it can help both to understand the unique Chinese cultural and business characteristics environment as well as effectively and efficiently to operate in China.

In our conclusions we present our findings regarding the following issues: support for the expatriates; training of the Chinese employees and importance of communication. Based on our analysis we introduce our recommendations for the three companies, including: Selection of the right candidates, presence of action plans, motivation and incentives, trainings, contact with the company and other expatriates during the assignment and importance of repatriation.

Place, publisher, year, edition, pages
2006.
Keywords [en]
expatriate, China
Identifiers
URN: urn:nbn:se:vxu:diva-1162OAI: oai:DiVA.org:vxu-1162DiVA, id: diva2:204951
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Examiners
Available from: 2007-03-06 Created: 2007-03-06 Last updated: 2010-03-10Bibliographically approved

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fulltext(596 kB)11145 downloads
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e29b8b6f7903e1a5b7b8fce3896eb319df2cc2b7a7a92cc841afcc47b278aeb6cb157b96
Type fulltextMimetype application/pdf

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CiteExportLink to record
Permanent link

Direct link
Cite
Citation style
  • apa
  • ieee
  • modern-language-association-8th-edition
  • vancouver
  • Other style
More styles
Language
  • de-DE
  • en-GB
  • en-US
  • fi-FI
  • nn-NO
  • nn-NB
  • sv-SE
  • Other locale
More languages
Output format
  • html
  • text
  • asciidoc
  • rtf