In a recent study by Delhi based research firm, Credence Research and Analytics (CRA), on behalf of Ikan Relocations, Country'sbiggest relocation service Provider, findings suggest that expatriate managers are more likely to bring in cultural harmony and promote innovations at the new age workplaces.

Expatriate managers have an above par degree of adaptability and empathy for cultural variances. They were more likely to be patient with their peers than Indian managers. Expat managers showed a better degree of transparency and individual accountability when it came to business aspects. Expat leaders showed preference for strong individuals and creativity and as against popular perceptions, also exhibited a greater degree of respect for hierarchy and seniority irrespective of business deliverances.

Expat managers were also more vocal and exemplified what they preached. At one of the leading MNC’s office in India, expatriate managers actually walked faster to give the perception of being busy, enjoying work and displaying their steadfast commitment to corporate goals.

And the study suggested that expatriate managers viewed Indian stereotypes with disdain and cases abound wherein expats have taken up the cudgels on behalf of their Indian counterparts and tried to shake the popular perception.

The key respondents included HR managers, functional heads and executives at all levels.

The expatriate managers have ushered in an era where risk-taking, creative thinking and innovation in team management have become the new buzzwords in the Indian office.

The study was conducted across the key cities of New Delhi, Gurgaon, Mumbai, Hyderabad and Bangalore. Leading MNC’s were a part of the sample base.

The study was commissioned by IKAN Relocation Services Pvt Ltd, a leading expatriate relocation firm and the owners of ‘Expat’, the cultural magazine for the expatriate community.

Expatriate managers have turned out to be the proverbial ‘wind’ beneath the wings of the Indian corporate sector. And it’s not without reason.

The expatriate managers have ushered in an era where risk-taking, creative thinking and innovation in team management have become the new buzzwords in the Indian office.

Who can forget the Japanese influence in management styles and systems that laid the roadmap to success for Maruti in the early 80’s? Or the recent success of Delhi Metro Rail Corporation, which has catapulted Indian management practices in the global league?

India has traditionally been receptive to outsiders and the basic culture is of mutual acceptance and adoption. Further it is of significance to realise that India is not a singular culture in itself but a combination of multiple cultures, traditions and sects.

Taking a cue from history, It is said that when the ‘Parsi’ community fled Persia and landed in India, they chose the shores of Gujarat, a powerful and rich state in India. The language barriers threatened any semblance of a fruitful dialogue between the Indian ruler and the leader of the Parsi community. The intent and purpose of the guests were not clear and possible plans to attack the Indian state were suspected. The Indian ruler tried to communicate through symbolism and sent a glass filled with milk to the brim to communicate that there was no place for the Parsi’s. Upon receiving this unique gift, the leader of the foreign community reacted by taking a handful of sugar and put the same in the glass and returned the same. The gesture was so well taken that the Indian ruler welcomed the Parsi’s and ever since the Parsi’s have been a part of the fabric of the Indian society.

While the Parsi’s are stringent about their traditions and only worship in their Sun temples and do not marry outside their community, over the centuries their generations have made a deep and lasting impact on the nations growth. The legendry Jamshedji Tata, a Parsi, set up the first large scale private corporate in the nation. This initiative lead to a city, Jamshedpur being set up in his name besides having laid the foundation of the now global TATA Group.

Truly, ‘change is the only constant’ and ‘adoption and adaptation coupled with diligent tailor cut leadership’ is the secret for geography specific success.

ADAPTATION, A KEYSTONE TO CROSS BORDER SUCCESS

Expats have certain naturalized advantages when it comes to working in a global environment which includes a range of skill sets:

1. Understanding global economies and work environments comes as a natural gift

2. Developing a person driven and friendly work place a globally accepted critical success factor

3. Strong adherence to corporate governance ethics which an essential trait to establish a corporate empire

4. Transparency and individual accountability which includes traits of self appraisal and 360 degree feedbacks

The expatriate manager believes in teams and would go a long way in ensuring a team that works together, stays together. Expat managers re-enforced the concepts of brand design and brand nurturing. This is often seen on the shop-floors as well.

In GE’s office in India, Indian Managers actually walk faster to give the perception of being busy, enjoying work and displaying their steadfast commitment to corporate goals.

In nut shell…

The key features that keeps the expat managers wide and a class apart …

• More Assertiveness
• Visionary leadership
• More Candour
• ‘Keep it simple’- their essence is on simplicity and effective communication, not in loads of paper work and fancy file structure.
• Process driven and objective oriented.
• Preference to structures defined by processes and responsibility, no hierarchical Shackles.
• Work hard , Play harder (brought in the concept of Fun@work )
• Espirit d’ Corps- team oriented, more approachable, more communicative, better Networking.

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Company: Relocation Service Provider.

Services; Relocation services and Employee Mobility Management