unique staffing choices. In this lesson, you’ll learn about ethnocentric staffing, regiocentric staffing and geocentric staffing. A short quiz follows. Ethnocentrism is pre- dominantly a home country orientation. Ethnocentric Polycentric Regiocentric Geocentric Management orientation. EPRG model, sometimes called also EPG model, is used in the international marketing. It was introduced by Perlmutter (). The strategy of.

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However, when it comes to better career progression, China topped the list with 73 per cent women expats choosing the country, followed by Hong Kong at 64 per cent, India at 62 per cent, Singapore at 60 per cent and Indonesia at 52 per cent, the survey revealed. Ethnocentric attitudes can be seen in the organizations communication process. The ethnocentric attitude is seen often when home nationals of various countries believe they are superior to, more trustworthy and more reliable than their foreign counterparts.

Also, the experience and knowledge that is possessed by the home country office may go to waste, since the emphasis will be placed on locals in branch offices. A truly international HR department would insist on hiring people from all over the world and place them throughout the international business operations of the organization.

Companies should evaluate all legs of the EPG model before implementing a strategy, ethnocentriic all companies differ in international strategy among industry and region. In contrast, polycentric organizations or managers see each country as unique, and consider that businesses are best run locally.

Ethnocentric Polycentric Geocentric Regiocentric

The geocentric approach regiocrntric Ihe best available managers for a business without regard for their country of origin. International recruitment methods 1. Since the HR operations are constrained by several factors like political and ethnical factors and government laws, it is difficult to adopt this approach. The main difference of geocentrism compared to ethno- and polycentrism [ disambiguation needed ] is that it does not show a bias to either home or host country preferences but rather spotlights the significance of doing whatever it takes to better serve the organization.

Ethnocentric polycentric geocentric regiocentric

It can be difficult for any organization to maintain its focus and direction, but that is especially true of firms that do business on an international level. However, large international companies generally adopt the geocentric strategy with considerable success. The top five countries in terms of work culture for women expats were Singapore 51 per centHong Kong 44 per centVietnam 43 per centIndonesia 39 per cent and China 36 per cent.

Polycentric management means that the head office places little control on the activities in each market, and there is little attempt to make use of any good ideas or best practices from other markets. Ethnocentric approach Countries with branches in foreign countries have to decide how to select management level employees.


When an organization grows to the point of having operations in more than one country, it will always run the risk of going off in too many different directions to be successful. Natives of European countries are used to manage the Italian subsidiary. More specifically, the focus of selection for international operations normally includes cultural adaptability, strong communication skills, technical competence, professional or technical expertise, global experience, country-specific experience, interpersonal skills, language skills, and family flexibility.

If Commonwealth Bank Australia decides to expand into China, they would employ staff from the China Labour Force to fill out positions at the lower end of the heirachical structure and bring Australian Staff from Australia Geocentric- It is when the business employs the best person for the job regardless of ethnicity and place of residence.

EPRG Framework – Management Study HQ

Even if there are plenty of branch offices in locations around the world, the company will default back to the ways of doing business in the U. Ethnocenttic there are many obstacles that will hinder a company’s ability to become geocentric, there are also a handful of forces which will drive them towards this. It is a natural tendency for people to act ethnocentrically because it is what they feel comfortable with.

In contrast to ethnocentrism, polycentrism defaults to the strategies, methods, and techniques of the ethnocenrric country when it comes to decision making for the organization.

Employers must verify work eligibility by completing Form I-9 along with required supporting documents. Positions of high position such as Senior management will be employed from the home country of the business. Polyecntric using this site, you agree to the Terms of Use and Privacy Policy. The most effective eyhnocentric to enforce geocentrism is with a formal reward system that encourages both subsidiary and headquarters managers to work for global goals rather than just defending home country values.

Regiocentric Approach The Geocentric Approach is one of the methods of international recruitment where the Multi National Companies recruit the most suitable employee for the job irrespective of their Nationality. Ethnocentric – It is polycetric a global business situated overseas, employs staff members from their home country of the global business.

What is accepted as a permissible way of treating employees in the United States, the home country, may not be acceptable to Chinese employees, in the host country.

IRCA also prohibits employers from discriminating in hiring, firing, recruiting, or referring on the basis of national origin or citizenship status. The idea behind ethnocentrism is the concept that the organization is going to default to the thinking, znd, and more of its home country. Finally, the best candidate is identified for foreign assignment and sent abroad with his consent.

Putting more emphasis on the local offices will create a situation gecentric which those offices are doing the same work that is being done in other parts of the world — causing costs to rise unnecessarily. Using the centralized approach can cause inefficient staffing problems in the organization, this is because the employed staff will incur high financial costs to the global business as they have to pay for the transfer costs of the staff coming from the home country to overseas.


The survey was done among 27, expats from countries and territories, including India, through an online questionnaire in March-April If Commonwealth Bank Australia decides to set up their operations in China.

Then the database is analysed for choosing the best and most suitable persons for global assignments and this process is called technical skills assessment. Natives of Australia manage the home office. However, such a strategy will be difficult to execute and will require significant resources such as human resources and other financial resources. Tripathi cites non-availability of local talent for critical roles as the reason for the increase in expat hiring. For your own organization, it will be important to think through these options before moving in the direction that best fits your needs.

Polycentrism can be defined as a host country orientation; which reflects host countries goals and objectives with respect “to different management strategies and planning procedures with regard to international operations. For women expats looking to find personal fulfilment at work, the best places in Asia were Singapore 56 per centChina 48 per centIndia 48 per centHong Kong 47 per cent and Indonesia 41 per cent. Because a strategy based mainly on one of the three elements can mean significantly different costs or benefits to the firm, it is necessary for a firm to carefully analyze how their firm is oriented and make appropriate decisions moving forward.

Also, if local branches are not trusted to make decisions in a manner that they see fit, those employees may look for other opportunities where they will be more valued as an asset to the business.

Self-selection involves the decision by the employee about his future course of action in the international arena. Tripathi cites non-availability of local talent for critical roles as the reason for the increase in expat hiring. The selection criteria for international jobs usually revolve around the five core areas of behaviour, attitudes, skills, motivation and personality. Normally, higher-level foreign positions are filled with expatriate employees from the parent country.

One shortcoming of the regiocentric approach is that managers from the region may not understand the view of the managers at headquarters.

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