How managers can support employees?


La expatriación es actualmente una práctica común para las empresas que quieren lograr la internacionalización o que lo han hecho. En el presente artículo se hace una revisión teórica de los elementos clave que deben considerar las empresas globales en cada una de las diferentes etapas del proceso de expatriación para llevarla a cabo con éxito. Se comienza con una fase previa o de inicio de la asignación internacional. A continuación, se aborda la fase de desarrollo, y el proceso concluye con la repatriación o retorno del trabajador a su país de origen. La revisión de la literatura es exhaustiva y sistemática. Para ello, se analizaron y sistematizaron los estudios más recientes publicados por diferentes instituciones de investigación. Estos estudios consideraron múltiples empresas transnacionales en diferentes industrias.

Considerando los altos costos económicos que representa para la organización una misión internacional fracasada, este proceso requiere una gestión profesional que facilite el aprovechamiento de todas sus ventajas y permita alcanzar los objetivos. Los expatriados son recursos humanos clave en el desarrollo de la firma, por lo que su dirección debe llevarse a cabo de manera diferenciada en comparación con el resto de los miembros de la organización. La empresa debe tomar conciencia de que gestiona un recurso valioso que juega un papel estratégico fuera de las fronteras de la oficina matriz; debido a ello, la gestión del proceso de expatriación se convierte en un factor de vital importancia y de ésta dependerá en gran medida el éxito de la asignación internacional.

DIAGRAM OF THE TREE ▪️How many of the managers of

Many people see corporate social responsibility as mere window dressing. A way of improving the company’s image to the outside world and, therefore, something that is basically more about marketing than about a sincere commitment of the company to society and the planet.

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It is therefore a policy that cuts across all the activities and bodies involved in a business. Moreover, according to many authors, it must be applied from the bottom up, starting with the human resources department, which, being responsible for managing the basic resource of any company, the employee, is called upon to become the catalyst of this policy. Human resources is the area responsible for ensuring that the CSR policy is extended to all areas of the business.

Therefore, explains Arroyo, “there must be close collaboration between the CSR and human resources departments, with joint definition of objectives and monitoring tools”.

CSR applied to the workplace goes beyond mere remuneration, promotion, flexible working hours or the reconciliation of work and family life. It also includes measures such as, for example, raising awareness and sensitizing employees to the importance of adopting a healthy lifestyle both inside and outside the workplace.

How to motivate a team

But despite the ability to choose where and when we want to work, we are still slaves to the routines established by previous generations of workers. For most, the “norm” is still to have a fixed job at a fixed location with fixed face-to-face hours. In return for coming to work and performing their assigned tasks, people are paid a salary, enjoy a range of social benefits and some degree of financial security. But this model is increasingly seen as unproductive, unsatisfactory for the employee and ineffective for the employer.

Today we have a generation of young people entering the workforce who have not known a world without the Internet. They take it for granted that they will be able to communicate with their colleagues wherever they are and whenever they want. They don’t understand the traditionally established boundaries between work and private life or the need to be tied to an office in order to work. They question the culture of long working hours and the “presence-based” work model inherited from previous generations. In addition, they value their personal freedom, so they expect to have the power to make decisions about the prevalence that work should have in their lives.

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In order to have a successful company, it is necessary to develop an organizational behavior that contributes to achieve a good performance at all levels, from managers to workers at the lowest level in the hierarchical scale.

Understanding these elements and their dynamic interrelationships can help business leaders achieve short- and long-term goals to improve employee productivity and success by informing training strategies, continuous development, collaboration and workforce processes.

Leadership is a rich topic of discussion and study within the field of organizational behavior. Leadership can be broad, focused, centralized or decentralized, decision-oriented, intrinsic to an individual’s personality, or simply the result of a position of authority.

There are countless tips for improving organizational climate, including motivating your employees through workplace improvements, recognition or incentives. This is a daily task that undoubtedly helps to create a positive work environment.

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