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Managing inpatriates: Building a global core competency

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  • Harvey, Michael G.
  • Buckley, M. Ronald

Abstract

The core competency of an organization is a unique signature composed of tangible and intangible assets that are used to differentiate a company from its competitors. As organization has moved into the global marketplace, many have attempted to simply extend their domestic core competency to compete with global competitors. The cultural imprint of the core competency is a western, United States orientation. To effectively differentiate U.S. M.N.Cs in the global competitive arena, these organizations must become more multicultural. One means of accomplishing this diversity of strategic perspective is to inpatriate foreign managers into the domestic management team to a permanent basis. The purpose of this paper is to outline the need for inpatriation while presenting the issues which will arise in the inpatriation process. A step-by-step process to accomplish inpatriation is also presented. While this process is not free of difficulties, It may be a cost-effective way of globalizing the core competency of an organization in a permanent way.

Suggested Citation

  • Harvey, Michael G. & Buckley, M. Ronald, 1997. "Managing inpatriates: Building a global core competency," Journal of World Business, Elsevier, vol. 32(1), pages 35-52, April.
    • Handle: RePEc:eee:worbus:v:32:y:1997:i:1:p:35-52
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    References listed on IDEAS

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    1. Hofstede, Geert, 1994. "The business of international business is culture," International Business Review, Elsevier, vol. 3(1), pages 1-14, March.
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    Cited by:

    1. Joonghak Lee & Steven B Kim & Chungil Chae & Jaeeun Lee, 2019. "Career Growth Opportunity on Turnover Intention: The Mediating Role of Organizational Commitment in Multinational Corporations," International Journal of Human Resource Studies, Macrothink Institute, vol. 9(4), pages 1-18, December.
    2. Harvey, Michael & Novicevic, Milorad M. & Buckley, M. Ronald & Fung, Helen, 2005. "Reducing inpatriate managers' 'Liability of Foreignness' by addressing stigmatization and stereotype threats," Journal of World Business, Elsevier, vol. 40(3), pages 267-280, August.
    3. Hari Bapuji & Snehanjali Chrispal & Balagopal Vissa & Gokhan Ertug, 2023. "Local, yet global: Implications of caste for MNEs and international business," Journal of International Business Policy, Palgrave Macmillan, vol. 6(2), pages 201-234, June.
    4. Collings, David G., 2014. "Integrating global mobility and global talent management: Exploring the challenges and strategic opportunities," Journal of World Business, Elsevier, vol. 49(2), pages 253-261.
    5. Mendenhall, Mark E. & Reiche, B. Sebastian & Bird, Allan & Osland, Joyce S., 2012. "Defining the “global” in global leadership," Journal of World Business, Elsevier, vol. 47(4), pages 493-503.
    6. Kiessling, Timothy & Maley, Jane Frances & Moeller, Miriam & Dabić, Marina, 2023. "Managing global knowledge transfer: Inpatriate manager embeddedness and firm innovation," International Business Review, Elsevier, vol. 32(2).
    7. Denice Welch & Ingmar Björkman, 2015. "The Place of International Human Resource Management in International Business," Management International Review, Springer, vol. 55(3), pages 303-322, June.
    8. Griffith, David A. & Yalcinkaya, Goksel & Calantone, Roger J., 2010. "Do marketing capabilities consistently mediate effects of firm intangible capital on performance across institutional environments?," Journal of World Business, Elsevier, vol. 45(3), pages 217-227, July.
    9. Griffith, David A. & Zhang, Chun & Cavusgil, S. Tamer, 2006. "Attributions of noncooperative incidents and response strategies: The role of national character," Journal of World Business, Elsevier, vol. 41(4), pages 356-367, December.
    10. Peterson, Richard B., 2003. "The use of expatriates and inpatriates in Central and Eastern Europe since the Wall came down," Journal of World Business, Elsevier, vol. 38(1), pages 55-69, February.
    11. Kostova, Tatiana & Marano, Valentina & Tallman, Stephen, 2016. "Headquarters–subsidiary relationships in MNCs: Fifty years of evolving research," Journal of World Business, Elsevier, vol. 51(1), pages 176-184.
    12. Heejin Kim & B. Sebastian Reiche & Anne-Wil Harzing, 2022. "How does successive inpatriation contribute to subsidiary capability building and subsidiary evolution? An organizational knowledge creation perspective," Journal of International Business Studies, Palgrave Macmillan;Academy of International Business, vol. 53(7), pages 1394-1419, September.
    13. Tomoki Sekiguchi & Norihiko Takeuchi & Tomokazu Takeuchi & Shiho Nakamura & Azusa Ebisuya, 2019. "How Inpatriates Internalize Corporate Values at Headquarters: The Role of Developmental Job Assignments and Psychosocial Mentoring," Management International Review, Springer, vol. 59(5), pages 825-853, October.
    14. Harvey, Michael & Reiche, B. Sebastian & Moeller, Miriam, 2011. "Developing effective global relationships through staffing with inpatriate managers: The role of interpersonal trust," Journal of International Management, Elsevier, vol. 17(2), pages 150-161, June.
    15. Griffith, David A. & Harvey, Michael G., 2004. "The influence of individual and firm level social capital of marketing managers in a firm's global network," Journal of World Business, Elsevier, vol. 39(3), pages 244-254, August.

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