International Staffing
Apa Format. At least 3 references. At least 10 sentences for each questions.
Read the Management Focus article about AstraZeneca (page 577) of the textbook (13th ed.), then answer the following questions in your discussion thread.
- What international staffing policy is AstraZeneca pursuing with regard to its “high-potential” employees?
- Why does AstraZeneca limit this policy to just high-potential employees? Can you see a drawback in doing this?
- What staffing policy is AstraZeneca adopting with regard to its subsidiaries in places such as China? Is this an appropriate policy?
- Do you think the company is doing enough to limit well-known risks and costs associated with high expatriate failure rates? Is there anything else it might do?
- What do you think about AstraZeneca’s efforts to increase employee diversity? How might this benefit the company?
Answer preview
It is good for the company to focus on high-potential employees when implementing its staffing policy, but there is a drawback in this approach. It is because the company is not transferring the full potential of the company’s knowledge and skills from the parent company to its different branches. According to Davcik and Grigoriou (2019), managers’ work facilitates the achievement of organizational goals by providing resources. Therefore, when the high-potential employees are transferred to other countries as managers, their responsibilities may not allow them to closely guide and collaborate with foreign employees in day-to-day activities. Hence, it would be better if the company could include other employees in the policy, who can work together with foreign employees at the operational level. This way, foreign employees can quickly learn from their colleagues.
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International Staffing
