Die internationale Auslandsentsendung von Fach- und Führungskräften: Vorbereitung auf den Karriereknick? (German Edition) Book PDF, ePub eBook

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Book Descriptions:
Diplomarbeit aus dem Jahr 2003 im Fachbereich BWL - Personal und Organisation, Note: 1,5, Hamburger Fern-Hochschule (Betriebswirtschaft), Sprache: Deutsch, Abstract: „Wahrnehmung von Zukunftschancen bedeutet .. unweigerlich Internationalisierung“ (SCHREMPP 2002, V).

Therefore „an increasing number of German corporations are realizing that their long term performance depends upon a successful international presence“ (KÜHLMANN 2001, 57). Right now „German corporations are generating an average of 60 percent of their sales outside of Germany” (KÜHLMANN 2001, 57) and besides trade Germany is the world’s third-largest investor abroad, after the United States and Great Britain (vgl. KÜHLMANN 2001, 57).

„How can a firm now compete successfully out there in the world marketplace?” Bekannte amerikanische Wirtschaftsautoren sind der Meinung, „people are the key, people design and build organizational structures; people invent and utilize technology“ (BLACK u.a. 1999, 1). This means that „.. having the right people in the right place at the right time is the key to a company’s international growth“ (DOWLING u.a. 1999, 2).

Mit der fortschreitenden Internationalisierung der deutschen Unternehmen steigt die Anzahl der Auslandsentsendungen von Fach- und Führungskräften, die für ihr Unternehmen zeitlich befristet im Ausland tätig sind. (vgl. STAHL 2002, 277). Im Rahmen der Auslandsentsendung wird den Fach- und Führungskräften ein besonderer Stellenwert zuteil. Sie nehmen zentrale Aufgabenstellungen bei der Steuerung von grenzüberschreitenden Unternehmensaktivitäten wahr und in den Auslandsgesellschaften kostenintensive Schlüsselpositionen (vgl. STAHL 1998, 1). Für ein Unternehmen ist „an international assignment .. the single most powerful experience in shaping the perspective and capabilities of effective global leaders“ and „it also happens to be the single most expensive per-person investment that a company makes in globalizing their people“ (BLACK u. a. 1999, 2). „In the best-case scenario, multinational firms send their people on global assignments to accomplish strategic objectives such as executive development, coordination and control, or transfer of information and technology” (BLACK u. a. 1999, 252).
Demgegenüber hoffen entsandte Fach- und Führungskräfte, dass sich der Aus-landseinsatz für ihre Karriere im eigenen Unternehmen auszahlt und dieser einen wichtigen persönlichen Entwicklungsschritt darstellt, der ihre Chancen auf dem Arbeitsmarkt erhöht (vgl. STAHL u.a. 2000, 334). [...]

Die internationale Auslandsentsendung von Fach- und Führungskräften: Vorbereitung auf den Karriereknick? (German Edition) by Berit Stephan

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