Sergeant and Frenkel (1998)

Management > Comparative Management > Lectures > Independent Research > Sergeant and Frenkel > Culture clash > Recruitment/training > Performance management

Performance management

Some problems and tips for expatriate managers in China:

1. Expatriate managers have experienced poor performance from employees in efficiency and quality. Firms are often terribly overstaffed and lots of people do not attend work. This is because morale is low. Morale must to be improved for work to begin. For example, the firing of some workers improved productivity in one case, although this has to be done discreetly, as "face" is on the line.

2. Until an expatriate develops personal relationships with the employees, they will not work as hard as they could. Guanxi is also a better way to improve productivity than the threat of dismissals.

3. Productivity very much depends on communications and clear instruction. Communications also means understanding the meaning behind the words and behaviours of the employees. For example, an expatriate can state that sales are good and everyone will agree, regardless of what they really think. Any criticisms need to be diffuse and not direct.

4. Problems were quite severe when expatriates are dealing with a joint venture with a former state enterprise, as they many are still "stuck in their ways".

5. Training and supervision can help improve productivity - people have to be monitored closely, but the situation may arise where a problem may occur, but no-one will be able to solve it without an expatriate.

6. It is good if an expatriate manager can have mentors look after employees, even beyond the job role. Helping people outside the job role is important for loyalty and hard work from employees.

7. It is essential and very challenging for an expatriate manager to design a reward system. Good rewards include non-wage benefits, like housing or the mentioned overseas training. For people to feel good about what they do in a job, the firm must be made to feel like a family. Other rewards can include thank you notes and some money on employees' birthdays.

Expatriate management relations