WOMEN EXPATRIATE

Women Expatriate

Women Expatriate

Introduction

One of the most significant features of the global labour market in the last half twentieth century has been the increased participation of women, however, there remains a significant disparity between the number of women manager and men managers in the countries of origin and this difference is greater in the female and male expatriates. In many multinationals, the assigned foreign nations are a springboard to higher-level management (Wennersten, 2008, pp. 121-130). Although, women in their countries of origin have been reach middle management positions, showing capacity, education and experience and even more, with studies in international management, the difficulty to be appointed to international positions multinationals in developed countries is very large. In U.K., women have been increasingly assuming positions directions in the private sector (Shortland, 2011, pp. 271-275). 

Discussion

Gender, Training and Work

According to documents to the ILO on "Gender, training and work", from 25 to 35% of the as-cough managers are held by women in U.K. companies. These figures reveal a real success for women, since ten years ago this would have been unthinkable. In this sense, U.K. has continued tenure that occurs in regions more developed and United States America and Western Europe, where women in positions reaching 37% and even 25% respectively. To this is added the sustained participation of women in the political sphere (Kraiger, 2006, pp. 824-28). Its presence in the legislature grew 100 percent since 1990, when her representative ranged between 8 and 16 percent. It is clearly visible so that U.K. women are overcoming obstacles traditional politics, government, and the corporate world in general and professional.

 No figures have been found the percentage of female expatriates of companies at U.K. Multinational the unknown number and proportion of expatriate women in senior management and what has been your experience to become named in posts abroad, and what has been your experience in office in the country which were designated and in those cases where women have returned to their country of origin if or not in higher positions in the same companies that sent them abroad. Given the lack of theoretical and empirical rich on the situation of women expatriate in U.K. (Chao, 2006, pp. 597-603). multinationals gray hair, do a theoretical analysis of the empires sediments and success of female expatriates in developed countries like the U.S., Europe and Asia, which help to hypothesize in future empirical work in U.K. multinational companies in relation to management positions of female expatriates. 

Myths

Myths about the work of the Women as executives in the outside conducted an investigation into whether companies United States and Canada could send women management and executive positions in Asia and if the same would succeed, or whether to limit these jobs only to men.

The research was conducted with 52 women who were in managerial and executive positions. The conclusion is that women had an overwhelming success in its work as senior managers. One the objectives of the study were to delve into the myths of MNEs in their head (Sinangil & Ones, 2001, pp. 425-432), making it difficult for women's access to the executive and management abroad and they are:

Myth 1: Women do not want jobs management abroad.

The study tested this myth by analysis of ...