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Discussion about necessary competencies of both expatriate managers and global managers has recently been lively, since the need for such managers with international careers is increasing due to the globalization of business (Richard 1991)
However, leaders will find cross-cultural teams and expatriates difficult to manage as many issues arise in global companies where leaders must treat their employees equitably, yet culturally appropriate manner (Francesco and Gold, 2005).
In this essay, the strategies related to leadership and training will be introduced that will help a cross-cultural team to enhance performance and successful adjustment of expatriates, by improving the leadership behaviours in a multinational company.
The research suggests that between 16 and 40 percent of all American employees sent to developing nations return home early and the cost of expatriate failure are remarkable high. (Richard 1991a)
Expatriates often play critical roles in MNCs and therefore, their performance must be managed well and efficiently. It has been noted that the future success of all multinational companies depends on the availability of globally competent managers. The literature review suggests that the need to develop globally competent managers has been widely recognised. (Eeva 2002).
Jung et al (2003) cites that one of the most important strategies in meeting today's customer's needs is to be innovative. Therefore, the first strategy is to enhance innovation by adopting transformational leadership behaviour.
In cross-cultural teams, the emphasis should be put on creativity and innovation as one of the advantages of having members from different cultures ari ...