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


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  • 1. Andrew Robinson
    goes to Taiwan
    Kishlay Raj
  • 2. Case overview
    Culture of countries
    Case Background
    Expatriate performance
    Cost of Failure
    Causes of Failure
  • 3. Cultural differences
  • 4.
  • 5.
  • 6.
  • 7.
  • 8. Andrew Robinson goes to Taiwan
  • 9. The journey begins….
  • 10. 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
  • 11. Case Background
    • Andrew returns to Australia
    • 12. Buys home with wife
    • 13. Andrew is asked to take short term assignment in Taipei
    • 14. Negotiates short term expatriate contract with Telequip Australia
    • 15. Andrew Robinson: experienced software programmer at Telequip in Sydney, Australia.
    March - June
    • Andrew is rushed to Taipei
    • 16. Expected to find apartment and work 24/7
    • 17. Wife has to move into new home alone
    • 18. Found an apartment
    • 19. Started learning Chinese on his own
    • 20. Andrew is sent to Taipei for 4 weeks
    • 21. Has to personal credit card and max it out = very upset wife
  • Case Background (cont)
    • Andrew goes home for 10 days
    • 22. Wife has a million things for him to do
    • 23. Personnel at Telequip tell him that the need to scale back his expatriate allowances and that he may need to pay tax in Taiwan
    • 24. Project and company morale is low
    • 25. Team members sent to different divisions of Telequip
    • 26. Telequip Australia change to a domestic rather than international focus
    July - August
    • Andrew goes back to Taipei
    • 27. Australian work colleagues still detached from culture and country
    • 28. Taicom very dissatisfied with product
    • 29. Taicom cancels project
    • 30. Andrew flies back to Sydney
  • Expatriate performance
    Taicom cancelled the project
    Premature return
  • 31. 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
  • 32. 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
  • 33. Work-Environment Related Factors
    Poor planning and execution of expatriate assignment
    Poor communication between the offices
    Employment Relationships
    Relational contract
    Transactional contract
  • 34. Major issues
  • 35. 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
  • 36. solution
    Telequip should have
    • Offered corporate housing
    • 37. Real estate agents
    • 38. General housing info should have been shared:
    • 39. Apartments 1/3 smaller in Taipei
    • 40. No ovens
    • 41. Mostly 2 or 3 bdr places
  • Language
  • 42. 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
  • 43. Food
  • 44. Elements for a successful expatriation and repatriation
    Role of family
    Cross-cultural perspectives on managing diversity
    Performance appraisal in organization control
    Health and Security
  • 45. Role of family
    • Difference in culture view of work-family
    • Family Impact on expatriate adaptation,
    performance, and retention
    • Family conflict
    • 46. IHRM policies and support services
  • Cross-Cultural Perspective on Managing Diversity
    • Communication
    • 47. Between expatriates
    • 48. Between home-country headquarter
    and host country
    • With host country workers
    • 49. IHRM policies and support services
  • Performance Appraisal in Organization Control
    Improving performance appraisal system
    Goal setting
    Measurement validity
  • 50. Health & Security
    Health issues
    Natural disaster
    IHRM policies and support service
  • 51. Andrew’s Compensation Package
    • Initial Visit
    • 52. Andrew used his personal card and submitted an expense report upon his return
    • 53. While in Taipei the card maxed and his wife had to use cash until his return
    • 54. First Short Term Assignment
    • 55. Offered financial incentive to take assignment
    • 56. Receive salary from Telequip Australia
    • 57. Additional daily per diem – Andrew would still use his credit card and get a monthly reimbursement
    • Second Short Term Assignment
    • 58. Telequip Australia told Andrew the per diem allowance was much higher then normal guidelines and it would scaled back
    • 59. Told Andrew it was his job to check on his tax liability in Taipei
    • 60. Taxation Approach
    • 61. Telequip Australia used the laissez-faire approach to expatriate taxation
    • 62. Telequip should have:
    • 63. 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
  • 64. If any…
  • 65. Thank you !!