Andrew robinson goes to taiwan by kishlay raj
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Andrew robinson goes to taiwan by kishlay raj






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    Andrew robinson goes to taiwan by kishlay raj Andrew robinson goes to taiwan by kishlay raj Presentation Transcript

    • Andrew Robinson
      goes to Taiwan
      Kishlay Raj
    • Case overview
      Culture of countries
      Case Background
      Expatriate performance
      Cost of Failure
      Causes of Failure
    • Cultural differences
    • Andrew Robinson goes to Taiwan
    • The journey begins….
    • Case Background
      1.Telequip is a multinational telecommunications equipment supplier in Sydney, Australia
      2.They sell their first “world” product to Taicom, a company in Taipei, Taiwan
      3.The equipment is estimated to take 6 months to set up the equipment with software programmers working from Sydney, one flying to Taipei and TCNs from India will also be brought in to work on the set up
    • Case Background
      • Andrew returns to Australia
      • Buys home with wife
      • Andrew is asked to take short term assignment in Taipei
      • Negotiates short term expatriate contract with Telequip Australia
      • Andrew Robinson: experienced software programmer at Telequip in Sydney, Australia.
      March - June
      • Andrew is rushed to Taipei
      • Expected to find apartment and work 24/7
      • Wife has to move into new home alone
      • Found an apartment
      • Started learning Chinese on his own
      • Andrew is sent to Taipei for 4 weeks
      • Has to personal credit card and max it out = very upset wife
    • Case Background (cont)
      • Andrew goes home for 10 days
      • Wife has a million things for him to do
      • Personnel at Telequip tell him that the need to scale back his expatriate allowances and that he may need to pay tax in Taiwan
      • Project and company morale is low
      • Team members sent to different divisions of Telequip
      • Telequip Australia change to a domestic rather than international focus
      July - August
      • Andrew goes back to Taipei
      • Australian work colleagues still detached from culture and country
      • Taicom very dissatisfied with product
      • Taicom cancels project
      • Andrew flies back to Sydney
    • Expatriate performance
      Taicom cancelled the project
      Premature return
    • Cost of Failure
      Direct Costs
      Relocation expenses
      Indirect Costs
      Loss of market share
      Damaged relationships with customers
      Strained relationship with wife
      Low morale among the staff
      Loss of opportunity for international expansion
    • Factors Moderating Performance
      Length of Assignment
      2 month stay turned into a 4 month assignment
      Willingness to Move
      Reluctant to continue because of increased tensions with his wife
    • Work-Environment Related Factors
      Poor planning and execution of expatriate assignment
      Poor communication between the offices
      Employment Relationships
      Relational contract
      Transactional contract
    • Major issues
    • Housing in Taipei
      Andrew wanted to move into an apartment for his short term assignment
      Apartments hard to find in English
      Hard to find shorter than one year lease
      No help from Telequip to find an agent
    • solution
      Telequip should have
      • Offered corporate housing
      • Real estate agents
      • General housing info should have been shared:
      • Apartments 1/3 smaller in Taipei
      • No ovens
      • Mostly 2 or 3 bdr places
    • Language
    • Telequip should have
      Used the affective training approach
      Since Andrew was sent to Taipei last minute
      training in Taipei should have been offered to all
      Telequip staff going to Taipei
      A large reason Telequip was unsuccessful
      with Taicom was due to the lack of:
      Cultural understanding
      Mandarin speaking team members
    • Food
    • Elements for a successful expatriation and repatriation
      Role of family
      Cross-cultural perspectives on managing diversity
      Performance appraisal in organization control
      Health and Security
    • Role of family
      • Difference in culture view of work-family
      • Family Impact on expatriate adaptation,
      performance, and retention
      • Family conflict
      • IHRM policies and support services
    • Cross-Cultural Perspective on Managing Diversity
      • Communication
      • Between expatriates
      • Between home-country headquarter
      and host country
      • With host country workers
      • IHRM policies and support services
    • Performance Appraisal in Organization Control
      Improving performance appraisal system
      Goal setting
      Measurement validity
    • Health & Security
      Health issues
      Natural disaster
      IHRM policies and support service
    • Andrew’s Compensation Package
      • Initial Visit
      • Andrew used his personal card and submitted an expense report upon his return
      • While in Taipei the card maxed and his wife had to use cash until his return
      • First Short Term Assignment
      • Offered financial incentive to take assignment
      • Receive salary from Telequip Australia
      • Additional daily per diem – Andrew would still use his credit card and get a monthly reimbursement
      • Second Short Term Assignment
      • Telequip Australia told Andrew the per diem allowance was much higher then normal guidelines and it would scaled back
      • Told Andrew it was his job to check on his tax liability in Taipei
      • Taxation Approach
      • Telequip Australia used the laissez-faire approach to expatriate taxation
      • Telequip should have:
      • Used the knowledge of the Telequip office in Taiwan to develop a Tax Equalization approach
    • Presentation Summary
      We have analyzed the case background and expatriate performance (a failure expatriation experience).
      We compared the two distinctive countries, Australia and Taiwan in perspectives of their culture.
      We looked at the expatriate compensation package and other costs associated to the expatriation.
      We examined the elements that impact the success of expatriation: role of family, managing diversity, performance appraisal, health and security
    • If any…
    • Thank you !!