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How to Find Work Abroad
Sometimes, the travel bug bites and you simply want to take off and wander or live in another part of the world. You’ll still have to eat and take care of yourself, so you’ll need to find a job overseas. Listed below are ways you can find work abroad.
Ask Your Office for a Transfer
If you work for a company that has offices in other parts of the world, find out where those offices are and see if there’s one that appeals to you. Once you find one, reach out to department heads and your human resources department to find out if the company offers transfer opportunities. If so, find out if your position can be transferred, and what steps you’ll need to take to make that happen. Before you know it, you could be on your way.
Find a Job Teaching English
One of the easiest and most popular jobs for people looking to work overseas is teaching English. This could involve teaching English to children or adults, and the jobs are usually located in countries where the cost of living is really low compared to the U.S. Don’t worry if you don’t know how to speak the local language, as many of the English-teaching programs are set up so that even people who don’t speak the native language of a country are able to teach its citizens how to speak English. They’re more concerned with helping people learn Western English.
Do Virtual/Freelance Work
Thanks to the virtual and digital nature of so many jobs today, it has become much easier to do remote or virtual work while living overseas. This could involve anything from writing and coding to practicing psychotherapy. In many cases, all you need is a Wi-Fi connection in order to get up and running. This option is especially good for people who are looking to live in areas where there’s a lower cost of living, yet still retain their current remote working status.
Check Out Moving Abroad Forums and Websites
Many people have the same ideas you do when it comes to living and working overseas. These people often visit forums and websites dedicated to advice about overseas work. Sites like Lonely Planet and expat forms are filled with people who are looking for different ways to live out their travel dreams. The good thing about following these forums is that you’ll be able to learn from other people’s good choices and bad choices.
Check the Visa Requirements of the Countries You’re Interested In
Before you buy your ticket, make sure you understand the travel and work visa requirements of the country that you’re interested in working in. Some countries have very lenient visa requirements and rules, while others have extremely strict requirements that can get you thrown out for a single infraction. People from overseas who want to work in USA companies have to jump through a lot of hoops. Make sure you have all your paperwork in order so that you don’t get an unpleasant surprise after landing in the country of your choice.
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Three Keys to Getting an Overseas Assignment Right
- Mark Alan Clouse and Michael D. Watkins
How to tackle a management role in a new cultural and regulatory environment.
Reprint: R0910N
The mergers that thrive postrecession will be those that focus not just on the numbers but on integrating and motivating employees. To extract lessons on how to manage the human side of M&A, Harvard Business School’s Kanter studied a dozen deals that overcame the usual barriers to success: employee shock, protests, and anxiety, all of which can fuel supplier unrest, government disapproval, and customer defections.
Procter & Gamble, for instance, faced the prospect of “blood on the floor” in its ranks when it bought Gillette, because headhunters went after Gillette managers. Yet P&G managed to retain a large percentage of them, and it enlisted employees in keeping suppliers, distributors, and customers happy. The company met cost and revenue targets within the first year, incorporated Gillette’s superior go-to-market processes, and continued to position itself for growth even as the current recession loomed.
Kanter highlights the key strategies behind effective integration by describing practices at P&G and two other companies: CEMEX, which needed to transfer know-how to acquired employees so they could absorb its processes quickly and meet global standards, and Publicis Groupe, which treated its mergers like reverse takeovers, allowing acquired talent to take the lead in building new capabilities.
The Idea in Brief
• International experience is as valuable as ever—particularly in today’s global organizations.
• But the personal challenges of an overseas assignment are also as daunting as they’ve ever been.
• Settling your family, adapting your communication style, and understanding the new regulatory environment are critical for transitioning successfully, the authors say.
Assuming a new leadership role is hard even in the best of circumstances: relationships are undefined, routines are unfamiliar, and expectations are often unclear. Now imagine yourself heading up a new unit or project in a corporate and national culture radically different from your own. To strengthen their CVs, many ambitious executives willingly learn new languages, uproot their families, and puzzle over local laws and customs.
But an international management assignment can be a harrowing journey of sorts. Indeed, if they’ve never made an international move before, emerging leaders can fall into common traps that severely stress their family bonds, negatively affect their performance at work, damage their businesses, and even derail their careers.
That’s what it was like for a leader we’ll call Oscar Barrow. Six months into a new assignment in China, he had made several serious missteps with employees, the plant he’d been charged with turning around quickly was still struggling, and his tough corporate-lawyer wife was in meltdown mode. What happened?
Change Is Good—or Is It?
Oscar had worked for 10 years at a U.S.–based pharmaceuticals firm, moving relatively quickly from an entry-level position in manufacturing all the way up to a post as general manager in one of the company’s biggest domestic plants. The next logical step, he knew, was a trip overseas. That path would dovetail with his wife’s decision to leave her job as a partner at a leading law firm to spend more time caring for their two toddlers. The pharmaceuticals company boasted multiple operations in China, and he eagerly anticipated the challenge of living and working thousands of miles from his native New Jersey.
Oscar moved to China six weeks ahead of Jennifer and their children. Away from the family, he had time to digest all the available data on the plant’s performance, and he spent a lot of time on the factory floor studying operations. Told by his boss, who had fired the previous GM, that he needed to turn things around, Oscar questioned employees vigorously about problems at the facility and their root causes. He came away confident that he understood exactly what needed to be done.
As the weeks passed, Oscar became less and less sure of himself. Many of his new team members spoke English poorly. Additionally, they were used to following orders, so it was hard for Oscar to have a dialogue with them (his preferred style of communication) about what needed to happen. Still, turning the plant around would require clear, top-down mandates for change, so he presented an aggressive plan—which included shutting down a production line, reconfiguring two support groups, and laying off about 5% of the workforce—to the senior managers and expected them to fall in line. They listened politely but said little and did less, and the plan went nowhere.
Even when he tried to reinforce positive behavior among his staff members, Oscar found himself making mistakes. Two months into his transition, for instance, he decided to recognize the outstanding production forecasting model created by a plant analyst. He praised her contribution in a meeting of the plant supervisors and was shocked by their reaction. Everyone looked down while the analyst squirmed uncomfortably in her seat. Only later, in a conversation with the head of HR, did Oscar realize that his focus on individual achievement ran counter to Chinese culture and its elevation of the collective over the individual.
Making matters worse, Oscar had undercut his recent address to staffers about “doing business the right way” by endorsing a visa application for a group of local Chinese officials who wanted to travel to the U.S., without really understanding what the group would be doing, where it would be going, and so on. His employees now viewed him as someone who would OK all kinds of requests, appropriate or not.
Meanwhile, Jennifer and the children had arrived in Beijing and were off to a shaky start: The pollution was far worse than she had expected, few of her neighbors spoke English well, and Jennifer had difficulty finding child-care providers with whom she could communicate. Oscar and Jennifer had decided that if they were going to commit to living and working in China, they wanted to immerse themselves in the culture, so they had opted to live in a neighborhood favored by the Chinese middle managers at the plant rather than one inhabited primarily by expatriates. This left her isolated, as she tried to set up the house and figure out the basics of living in China. Just a few weeks after his family had arrived, Oscar came home one night to find Jennifer in tears. “Five months ago, I was telling top executives what to do,” she said with a sob. “Now I can’t even ask the store clerk where to find the laundry detergent!”
Oscar and Jennifer compounded their difficulties by choosing not to live in an expat community.
The International Assignment Challenge
Oscar’s story demonstrates the complexities of making a successful transition from a leadership position in a familiar setting to a position of similar or even greater responsibility overseas. Although the recession is forcing companies to be more selective about overseas relocations, major firms continue to send managerial talent to strategically important countries such as China, India, Brazil, and the UK. Counting on expansion overseas to drive profitable growth, these organizations recognize the critical need to develop a cadre of “global” leaders who have the intellect and experience to move fluidly among diverse markets and cultures, and who can transfer systems, processes, and technologies around the world.
For their part, executives who gain international experience early in their careers enjoy greater agility and adaptability over the course of their work lives. They generally deal with complex management issues more adroitly than their “domestic” peers do. They also open themselves up to a broader set of opportunities, particularly in today’s global and heavily matrixed organizations.
So how do companies and leaders make sure they reap these benefits? Through our studies of international moves like Oscar’s, we have identified several fundamental principles for tackling the inevitable challenges that come with personal and organizational change. These simple rules can make the difference between a successful leadership transition and a failed one. (For the complete list, see Your Next Move , Harvard Business Press, 2009.) Specifically, here are three principles for personal effectiveness in an overseas assignment.
Principle 1: Establish the Family Foundation First
You can’t be successful in your new role if your home life is in chaos. Some overseas assignments go to people without spouses or children; these managers need to set up support networks to combat feelings of isolation and dislocation. Here we’ll focus on the majority of expat leaders, who relocate to foreign cities with their families. It’s crucial to have in-depth, honest conversations about international assignments with your spouse—long before you make specific decisions about which opportunities you are (or are not) willing to pursue. You’ll both need to consider all the dimensions of change: the magnitude of the culture shift; the distance from home; the type of living situation you’ll be in; your spouse’s ability to find friendships, work, and other affiliations; and, if applicable, the schools your children will attend.
For Oscar and Jennifer, the move to China posed a greater challenge than they could fathom: According to a survey by Brookfield Global Replacement Services , China was the top destination for globally relocated executives in 2008, but it was also the location with the highest rate of assignment failure, because of the radical differences in living conditions and business environments. In discussing the move with his wife, Oscar glossed over things like dirty air and language barriers. He emphasized how good it would be for his career and for the children’s cognitive and social development. Also missing from that conversation was any acknowledgment of the big change Jennifer had just experienced—giving up a high-powered job to devote more time to the family.
If you minimize disruption for the family, you can increase the odds that everyone will thrive in the new setting. For children, you should try to time the move to coincide with a natural break in their schooling. You should also arrange for extra support for your spouse while you’re setting up shop. This in-between time can be stressful for everyone—Jennifer learned the hard way, as she worked solo to prepare the couple’s apartment for sale and pack and ship their belongings to China.
Oscar and Jennifer compounded their difficulties by choosing not to live with other expats in a community designed to meet their needs. The impulse to live “with the people” is laudable and can certainly be rewarding. But for most managers, such a choice is inadvisable, particularly when the culture change is significant and when you’ve never relocated to another country. A crucial factor in making a smooth transition is to retain as much of the familiar as possible.
With that in mind, even before you step foot on a plane, identify the resources (spousal support networks and career and other counseling services for expatriates) that can help in your new location. Establish e-mail relationships with future colleagues so that from day one members of your family know people in country. If you have children, try to connect with other expats who have children the same age or attending the same school. Maintain regular communication with colleagues, friends, and family back home—invite them to visit, or even establish a blog that recounts the family’s adventures in your new home.
Principle 2: Build Credibility and Openness from the Start
New leaders tend to focus on the problems first—they try to fix what’s wrong, especially if the new role has been billed as a turnaround, as Oscar’s was. The risk is that they’ll send the message “There is no good here.” While this is a pitfall for every new leader, it’s particularly problematic when one is moving from the home office to an international assignment: Everyone in the organization may already be in a defensive mind-set; it takes only a little reinforcement to cast this in concrete.
Everyone may already be in a defensive mind-set; it takes only a little reinforcement to cast this in concrete.
To avoid this trap, ask people lots of questions instead of making statements—even if, like Oscar, you’re pretty sure you know what the central issues are. Let colleagues and employees validate (or disprove) your theories, and avoid focusing exclusively on what’s wrong rather than what works, or on the data you don’t have versus the information you do. Setting up your office can wait. Go to the front lines right away, wherever they are, and really listen. If you start reaching out on day one, word will quickly spread across the organization.
While you’re still planning for your arrival, you may want to take stock of the stereotypes that might be associated with you, be they cultural, organizational, or even specific to your history with the company. Play against these stereotypes—using the local language, say, or demonstrating in meetings that you understand the strengths, problem areas, and idiosyncrasies of the organization you’re entering. Oscar’s failure to appreciate how Chinese culture differs from U.S. culture was apparent when he singled out the young plant analyst.
Oscar would have done well to identify some “cultural interpreters” inside and outside the company. Ideally, you will find at least two: an expatriate who has a lot of experience working in the culture you’re moving to, and a native who has a lot of experience working with expatriates. They can help you translate and deliver your intentions and ideas in context-appropriate ways. Even a leader with strong emotional intelligence in his home country can make grave miscalculations in a new culture.
Finally, if you have time, you should develop a written plan for your entry into the company. (For guidelines on how to do this, see “ Creating Your Entry Plan.”) Share it with your new direct reports, regional HR staffers, and your boss, so that they’ll understand how you intend to lead change at the organization.
Creating Your Entry Plan
Executives can personally prepare themselves for an international assignment. Here’s a suggested to-do list.
Before You Move to a New Country
The days, weeks, and months leading up to your new assignment are crucial—and potentially maddening as you sort out the personal and professional challenges you’ve taken on.
Read as much as you can, gathering internal and external perspectives on the market and consumers. You won’t become an expert, so don’t even try. It’s awareness you’re looking for.
Identify local consultants who can brief you on the state of the market and the competitive environment. Set up meetings ahead of your arrival, and follow through when you’re in country.
Start learning the language. You may never become fluent, but your attempts will demonstrate respect.
Develop hypotheses about the situation you are entering: Is the organization in turnaround, realignment, or some other life-cycle stage? What’s the overall climate within the company? How deep is the talent pool?
Consult with your new boss, talk to critical stakeholders, and review any available performance data to gather insight and begin testing your hypotheses—but keep your views to yourself at this stage.
After You’ve Moved to a New Country
Without a good idea of what you’ll say and do in the first 24 hours, the first week, and the first month, you risk getting caught up in crisis management—reacting to each organizational flare-up rather than moving your own strategic agenda forward. You need to create and carry out a four-phase plan.
Diagnose the situation and align the leadership team around some early priorities—but don’t focus only on what’s wrong.
Establish strategic direction and align the organization around it.
Fix important systems and processes and strive for consistent execution.
Encourage the development of local talent in anticipation of your eventual exit.
Principle 3: Get Serious About Compliance
Business standards and the “rules of the game” can change dramatically when you move from one corporate and cultural climate to another. Local perspectives on what’s appropriate for business (and what isn’t) won’t necessarily match yours or those of the home office; sometimes that’s fine, but sometimes it’s fatal. The reality is that local auditing and other compliance systems may not fully protect you and your reputation.
It’s critical for transitioning international executives to consider, identify, and manage compliance issues. Indeed, they need to take on the unofficial role of chief compliance officer, systematically asking people on the front lines detailed questions about their actions, and moving quickly once problems arise. Most important, you must be able to differentiate between serious compliance lapses and unfamiliar but acceptable ways of doing business. This is especially important for leaders who are responsible for sales and operations; the risk factors here might include questionable deal-making practices (in sales) and poor quality control or contaminated raw materials (in operations). Any perceived lapses in a manager’s judgment can cast a long shadow—as Oscar learned the hard way. By approving the travel visas, he considerably weakened his credibility within the organization. Here again, cultural interpreters can be invaluable. Imagine if Oscar had tapped a trusted adviser, someone with years of experience on the ground in China—someone who might have steered the transitioning leader away from picking up that pen. • • •
The journey can be unpredictable, and the pitfalls many, but an international assignment can be among the most exciting and challenging transitions an aspiring leader can undertake. With the right planning and attitudes, these leadership roles can stretch capabilities, challenge assumptions, and steer both people and profits in a positive direction.
- MC Mark Alan Clouse is the managing director of Kraft Foods Brazil. He was previously managing director of Kraft in greater China. Michael D. Watkins ([email protected]) is the chairman of Genesis Advisers, a Newton, Massachusetts–based leadership development firm. He is the author of The First 90 Days: Critical Success Strategies for New Leaders at All Levels (Harvard Business Press, 2003). His new book is Your Next Move (Harvard Business Press, 2009).
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Post date:07-03-23 Last date: 22-03-23
130 comments
I am plumbing Team leader But I want plumbing mentainance job. Thank you
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I’m Saravanan from Chennai i have Singapore exprians for piping fitter at work 9 years.
Dear Sir/Madam
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Sir I am Rakesh Kumar Yadav mobile crane operator warming India 12year experience and uae licence ok
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Hii. Good morning sir I am Mohan for a shipyard safety supervisor and site manager I have 5years experience in Singapore jobs in any gulf country.i have more than 5 years of exp in same field. Kindly inform me if any recruitment comes for the above posts. Thanks
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Wall paintrs 8 year experience in India 3year gulf experience mb. 8884091862
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i am looking job of web developer HTML, CSS, SQL, BASIC JQUERY. i have 6 month experience. if you have come any vacancy for web developer in UAE plz contact me 8851518586
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Name kamare alam Trade draftsman civil Auto CAD 2d-3d
Dear sir, my name is Afzalur Rahman I have nine years experience of project administration in oil & Gas if anything please let me know
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Hi sir I’m a HVAC technician sir o have no gulf experience but I’m working in India Please give me one opportunity sir
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hello dear sir or madam am shakeel ahmad , i am b ‘ tech holder of civil engineering
i have also 3 years experience of gulf ,, i have 2 years experience of dubai
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if u have any job related for me so please contect me
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I am Dinesh kumar my work machenical structur charj hand my gluf expriance in 9 year 7541842526 mo. No.
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Im : Aruna 21/10/2022
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Fortune: Should You Take an Overseas Job Assignment?
By Anne Fisher, contributor
An overseas job assignment:
Dear Annie: I am an engineer by training, currently running a big chunk of North American manufacturing for a global Fortune 500 company. Recently, the head of my division has been sounding me out about moving either to Spain, to tackle some productivity issues at a couple of plants we have there, or else to one of several Latin American countries where we are starting up new ventures. (I assume that these particular options are on the table because I’m of Hispanic extraction and already speak fluent Spanish.) I’m having trouble deciding whether to jump at either of these offers, and if so, which one. Moving overseas for a year or two would certainly be challenging and interesting. But friends of mine, who took similar assignments and later regretted doing so, warn me that I’d be “out of sight, out of mind” back at headquarters and that this would ultimately trip up my career. What do you think? — Not Packing Yet
Dear Not Packing: No question about it, this is a complicated decision, and one that more and more managers are facing. The number of employees sent abroad rose last year for the first time since 2006, says a study from Brookfield Global Relocation Services called the Global Relocation Trends 2011 Survey Report. According to the study, a record-setting 61% of companies around the world expect to ship more managers to foreign shores in 2011.
Those globetrotting managers may have an edge over their stay-at-home peers. International experience is “more frequently becoming a prerequisite” for top-level executive jobs, notes Mansour Javidan, dean of research at international business school Thunderbird’s Global Mindset Institute.
Recent studies suggest he’s right. Executive development consultants Healthy Companies International, whose clients include Intel (INTC), Northrop Grumman (NOC), Johnson & Johnson (JNJ), and Boeing (BA), examined the career paths of C-level managers at Fortune 100 companies and found that more than 7 out of 10 have held management jobs in foreign climes. That’s up from fewer than 5 in 10 a decade ago.
“In many big companies now, you need at least one substantial international assignment if you want to climb the executive ladder,” says Bruce Raines , CEO of New York City executive search firm Raines International.
Before you start packing, however, consider a couple of important caveats. First, not everyone is cut out to thrive in an unfamiliar place. The Global Mindset Institute has identified three main traits that successful expats share (and a quiz that companies can use to determine whether overseas candidates have them).
The three predictors of effectiveness in a foreign assignment: Solid knowledge of the workings of international business and a capacity to quickly absorb information; openness to different cultures and a knack for adapting to new customs and mores; and “social capital,” defined as the ability to bring people together, create alliances, and influence others who are culturally or politically different.
Without all three of these skills, says Mansour Javidan, “people come home before their contracted time, or they don’t achieve their goals. Business is lost, and professional and personal relationships can be damaged.” So can a manager’s career.
Before you accept an overseas gig, make an honest inventory of your strengths and weaknesses in those three areas, and don’t hesitate to ask HR if training is available to help you prepare for your new role. At most big global companies these days, it is.
The fact that you already speak Spanish should give you a big leg up. “All managers who take an overseas assignment must learn the language and study the culture,” says Bruce Raines. “I can’t stress that enough, and Americans in general tend to be slower off the mark in this regard than managers from other countries.”
As for your fear that you’ll be “out of sight, out of mind” at headquarters, Raines says you needn’t worry too much: “Before the Internet, people sent overseas were isolated. Now, with Skype, videoconferencing, and all the other technology that’s available, you’re never really out of touch.”
That’s not to say that going abroad poses no risks to your career. You say that your division head has mentioned sending you abroad for “a year or two.” Raines says one hazard he has often seen arises when that year or two turns into five or six.
“This happens a lot,” he says. “By the time you do get back, after a long stint abroad, the organization has changed so that there’s no comparable job for you. So you either take a step down or leave the company.” Gulp.
To be on the safe side, Raines urges you not to take an overseas assignment “unless it is one that will help your career even if you end up leaving your current employer.”
Raines recommends that you try to gain direct responsibility for the company’s bottom line in as large a region as possible because you can transfer those skills to other companies.
Choosing whether to go to Spain or to Latin America, Raines adds, largely depends on your feelings about risk.
“If you’re very entrepreneurial, emerging markets — including Brazil, the rest of South America, Viet Nam, Moscow, China — are the frontier. You can build a huge reputation as a sharpshooter and move up quickly.”
If you’re more conservative and risk-averse, on the other hand, “you may do better in Europe or another established market, where there are already established procedures and a track record.”
One more thing: If you do decide to make the leap, check out Expat Info Desk, a site run by seasoned expatriate George Eves that offers a wealth of wisdom on everything from relocating your pets to hammering out a workable expat employment contract.
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Are You Suited to an Overseas Assignment?
It takes more than technical expertise to succeed abroad. Being chosen by your company to handle an overseas assignment can be an exciting, rewarding experience. Unless, of course, you get sent to the "wrong" country.
It takes more than technical expertise in both your job and a foreign language to succeed at a new job abroad. Expatriates swap horror stories about talented American managers being groomed for the top who fail miserably in unfamiliar settings. Yet in many of these cases, it wasn't the executives' fault. The company failed to determine if the manages had the right personalities for the particular assignments.
One quality control engineer for a U.S. aircraft maintenance company is a good example of a bad match. At home, he was a modest, hard-working manager who made friends easily. But as the new technical expert for a production plant in Indonesia, it didn't take long for problems to develop.
In most developing countries, U.S. technical experts are respected and treated in a formal manner. In return, the experts are expected to solve production problems as they arise. The quality control engineer, however, was often unsure of what step to take when faced with a manufacturing problem, prompting him to ask others for their suggestions. In most cases, he eventually contacted his home office for assistance, which isn't unusual in a large production plant. Yet his participatory approach and outward uncertainty caused the Indonesians to lose confidence in him quickly. He was forced to leave after only a few months.
"If he had been more formal and said that he would provide the answer to each problem in a day or two, his expertise wouldn't have been questioned," says Michael F. Tucker, president of Tucker International in Boulder, Colorado. "This was a case of someone who was sent overseas based on the job's requirements, not on his ability to adapt to a Third World factory environment."
To help employees and their companies determine who is best suited for temporary overseas positions, Mr. Tucker, an industrial psychologist, has developed what he calls the "14 predictors of success on foreign assignment." Each predictor covers an area where a manager's personality can make the difference between success and failure.
"Many companies mistakenly select people to go overseas using the same criteria they would use for domestic positions, instead of using a systematic approach to find out who will do well in a certain country and who won't," says Mr. Tucker.
For example, an aggressive manager may succeed in Germany, where business assertiveness is valued, but he will find great resistance among fellow managers in Mexico or China, where personal relationships are developed before business is discussed, Mr. Tucker says.
A bad match usually causes two types of problems. The executive typically returns to the U.S. under an air of suspicion. Even though he wasn't properly prepared for the foreign post, the fact that he failed is enough to damage his self-confidence and his reputation among fellow managers. The other problem emerges when a company is unable to recognize its mistake. Instead of recalling the manager from a bad assignment, the firm often allows the executive to serve out his assignment even though he is ineffective.
"Although the dollar loss incurred by (poorly chosen U.S. managers working abroad) is hidden, the detriment to the efficiency of overseas operations, as well as the personal anguish suffered by the employees and their families, makes this a very serious problem," says Mr. Tucker.
Are You Well-Suited?
Before accepting an overseas transfer, or beginning a job search aimed at employment abroad , examine the following predictors of success developed by Mr. Tucker and compare them with your personality. Perhaps you're better suited for a post in New York than New Delhi.
What do you expect life and work to be like in the new location? What are the likely difficulties and possible benefits? People who have positive expectations, but are unrealistic about the challenges, probably won't succeed. If you expect to do well and have a history of doing well in similar assignments, your chances for success improve greatly.
You must be receptive to different beliefs and ideas without feeling as though your own are being challenged or threatened. People who suffer from ethnocentrism – the attitude that your country's way of doing things is inherently superior – can expect to fail.
This predictor is specifically concerned with your ability to be nonjudgmental of other people's religious and political beliefs. Your willingness to demonstrate respect is important when trying to establish a meaningful intellectual relationship.
"The opposite of this predictor is proselytism, which we see occasionally," says Mr. Tucker. He cites an example of a high-tech manufacturing supervisor and his wife who were sent to Saudi Arabia to oversee a construction project. "They were strong-minded about their religious beliefs, to the extent that they posted signs in public places for prayer meetings which they held," Mr. Tucker says. "They had to be reassigned after about eight months because they were too openly conversant about their convictions, which isn't acceptable in Saudi culture," he says.
You need to believe that people in general are friendly and trustworthy. "This is a tough one in these days of terrorism, but despite what's going on, you must be willing to trust the people you work and live with," Mr. Tucker says. Otherwise, he says, professional and personal relationships will never develop.
Are you capable and willing to endure the unfamiliar? "This predictor concerns living conditions and surroundings and your ability to leave the GPS – among other luxuries – at home," says Mr. Tucker. "The foreign city may be more crowded, hotter, colder or less developed than what you and your family can endure happily. This is something you must determine before you accept the assignment," he says.
Do you have the sense that you control your future? People who believe things happen to them because of luck or fate won't easily adjust to a new environment. They will feel helpless and will take the attitude that "it's out of my hands."
You must be willing to consider and respond to ideas and opinions that conflict with your own. "Flexibility is a way of approaching problems," says Mr. Tucker. "It's the philosophy that there's always more than one way to handle the situation."
You cannot become frustrated with unexpected delays. Understand the "sense of time" in the country where you are assigned. Otherwise, you will never adapt well enough to see a project through to fruition.
A loner or someone who feels most comfortable among a tight group of friends isn't suited for an overseas post. You must be able to socialize comfortably with new people in a new place, and be able to move quickly from one social situation to another.
Self-starters tend to accomplish goals and establish friendships quickly and with great ease. Without this initiative, you probably will spend too much time waiting for others to put your plans into action.
"This is the most overlooked ability," Mr. Tucker says. "Jokester-types aren't appreciated. But someone who takes things lightly and can inject humor into a difficult situation can ease tension and will facilitate further communication," he says.
A people person who is genuinely interested in others will have a great advantage in adjusting to a new culture. This human element often is critical when dealing with others for the first time.
Can you maintain smooth relationships and mediate difficulties among others? "Someone who looks for disagreements and spends time proving that they're right" won't succeed, Mr. Tucker says. A marketing executive in London, for example, had a strong-willed spouse who insisted on accompanying him on business trips throughout Europe. She enjoyed arguing with others about small points of disagreement, says Mr. Tucker, which caused more than a few headaches. The couple eventually was sent home.
There must be a great deal of communication among all family members before an assignment is accepted. "Troubled couples sometimes think that a change of scene will help their marriages, but that never happens," says Mr. Tucker. "Pressures crash in on the family, often destroying it." Conversely, strong relationships tend to get stronger in a foreign country as the couple faces problems and enjoys triumphs together.
- Expectations
- Open-mindedness
- Respect for others' beliefs
- Trust in Others
- Personal Control
- Flexibility
- Social Adaptability
- Self-Confidence
- Sense of Humor
- Interpersonal Interest
- Interpersonal Harmony
- Spouse/Family Communications
"The only way to assure a successful assignment is to discuss and examine each of these predictors before the assignment is made," Mr. Tucker says. "Even the best manager at home can fail aboard, especially if he isn't prepared for what awaits him."
Tony Lee is the Publisher of CareerCast.com and JobsRated.com
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Post date:07-03-23 Last date: 21-03-23
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Dear Madam/Sir, Have a good day!
i Mohammed Azhar for the post of Architectural Interior Designer
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Iam a Millwright technician,my experience 13years,3years Gulf. My mobile no-+919609688733,+918172068637 Please call me.
Dear Sir I have experiences in heavy equipment mechanic 11years 9month with 6years gulf experiences. Mail id: [email protected] Mb:-+918884278783.
I am civil charghand i know palaster block gypsium pelanal suspended cyling work
9737095728 please call
i am a mechanical Engg.(Fresher) any jobs related with my qualification.
Hi, I’m premchand kr. Mahto, have passed iti 2years of electrical trade and I’ve 2months gulf expriance & india’s 3years.So please contact me at m.no. 7320053453
Iam lookin civil site engineer job i have 5years exprience in high rise appartments projects…..contact me+919916034891
i am hsse engineer with 16 years experience different project oil and gas, infrastructure, high rise building, road
Gis engineer job I have 7 year experience
Dear respected sir myself Mohammed Yaseen sharif BE in Industrial Mechanical Engineer have 18 years in Erection Commisning Operation and Maintenance in Power cement Oil and gas HVAC my qualifications detail as follows BE in Industrial Mechanical Engineer, Diploma in industrial Mechanical Engineer Fire and Safety Boiler attended Second and First classes ITI Welder Trade my mobile numbers are +919989358613 +917981272143 my date of birth is 05.03.1973 age 44 years I have valid passport till 2025 my mail I’d [email protected] my mobile number +919989358613 +917981272143 my native place po Devapur didn’t Mechanical Telangana state regards Mohammed Yaseen sharif
I am looking for job In Procurement/Operation Filed in any gulf country as i do have experience in gulf countries. Kindly let me know if any vacancy related to my filed.
I am MBA with 37years old experience in procurement gulf jobs ( oil and gas industry) my contact number is 7759916960 email address is [email protected]
i m power plant electrician having 12 years exp in power sector,31 years old,phone no +919439692890&mil [email protected]
Interested in purchasing job…please let me know if have any suitable openings…having more than 10 years of experience.. please do share your email so that I can forward my resume for your reference…thank you
Hii I am Akash mechanical engineering diploma fresher job in gulf my contact number is 8600636553 and E-mail is [email protected]
hello sir, Iam Amol Shimpi 6yrs exp in electrical and management MBS,PGDBM,MBA,DEE,ISO, looking for job in gulf or overseas if having any suitable vacancy please consider my profile from linkdin,monster or mail for cv
[email protected]
Mohammed afzal I’m looking for block machine supervisor job I’m hvg 5 year experience. right nw I’m in saudi.
I AM PRASANTA BANERJEE HAVING 9 YEARS OF RICH EXPERIENCE IN IT INFRASTRUCTURE SUPPORT. PROFILE:- In present organisation, I am looking after entire IT Infrastructure PAN India branches with total IT setup, Backup Solution, Remote Support, IT Asset Inventory PAN India, Procurement of different IT Gadgets, Negotiations with Vendors for items, Licenses, Agreement etc.
Attached is my CV. As you can see, I am an Master of Computer Application with 8 years of experience in IT Infrastructure Support. I have a wide range of experience in administrative assistance and am skilled in the use of Outlook, Backup solution, Storage, Active Directory, File Server, Domain Server, DR, BCP operation support, Email Solution in Google Vault, Messenger, Conference Bridge solution, BCP DR Activity. Maintaining review of IT Policy, User Acceptance Policy(IT UAP),Different Software/Hardware Licensing Renewal, IT Asset Control, IT Asset Disposal, Vendor Management, Support in Board Meeting, Activity in IT/System Audit. I thrive in busy environments where I am expected to learn new skills quickly and take direction while taking initiative. Though I am working in the Finance and IT industries, I would work diligently to make sure that I learned what I needed to as efficiently as possible. 9038914231
hai this is zameer karmala, pursuing graduate and have no experience, but i need a job in gulf like Qatar, saudi Arabia, Dubai, canyou please call back and send me details how to approach
Im sorab sheikh im chaines Cook I have 9yers exp.
sir ,i am manikannan iam a cnc machine operator vmc ,hmc and i know mastercam programing,setting in 3years experiencs, iam interst in forine job.
My self Sahil Nair. I am undergraduate from Mumbai. I have good knowledge of computer. And I am fluent in speaking English and writing. Ivan ready to do any kind of job.
I am Satendra kumar singh,work pipe fitter 4years reliance industries jamnagar, contact-9924964313 ,gulf job
Hiiii…..i m irfan ali .i need a civil engineer job .i have 4 yr experience…i m dubai return…if u have any vacancy then contact me pls…mobile no…9166348905
Hai I m Ramesh. I m looking job in gulf. I had 5years of experience in oil and gas shut down and maintenance project. I have Api 570 certification. If any vacancy kindly consider me. My contact details E mail: [email protected] Mobile/WhatsApp no:+918056736735. Regards Ramesh
Hiii sir i am bandenawaz shaikh i am mobile crane operator ..i need job in gulf country live in pune my contact no is: 9923228245
Hi I’m shahid I need a job of autocad draftsman I have 4 years of experience that I can get a job use Kuwait my contact no 8969845906
SER.JOB.GULF.CUNTRY. WHAT SUP.NO.+918417947225
I SANT KUMAR 7 YEAR EXPERIANCE IN FERROUS AND NON FERROUS FOUNDRY WORK WITH KIRLOSKAR BROTHERS LIMITED, Have any opportunities suited my profile please contact my mobile 08005054560
Dear sir mr ch.neelakantham my sabejet is excavator operator contact number 919542273875 and saudai llc experience 18ten years experience contact with me
Dear sir Iam structure foreman,supervisor need job in gulf country live in Mumbai my contact no is: 8169170153
Dear Sir im scurity gread im from punjab.so i have exprice singapur…and india…my cont number 9501136837..
Sir i have exprice pulmber iti. One yarr. Pls cont me
Dear sir.. Im heavy duty driver i have saudi and qatar licenc.i have 6yarr exprice.im now qatar.i want oman driver job.so my cont number +97474712716 My whatsapp number +97455124737
Dear Sir/ma”am
I am Deepak Dubey MBA(HR &MARKETING) with 3+experience in Store keeping in India. I am interested for overseas job so please give me a platform for career grouth. thanks
cont nu..+91 7355781137
SIR.I.AM.JOB.GULF.DUBAI. SIR.WHATSAPP.NO. 8417947225 THANK.
Dear Sir/ma”am
I am Thamilalagan with 3+experience in Quality Inspector in India. I am interested for overseas job so please give me a platform for career grouth. thanks
cont nu..+91 9578951353
i am civil engg exp 16 year Road and building line and pipe line gulf exp Abu dhabi cont no 98151-22762
Pipe fitter for Europ country
Dear Sir, Myself Sajjan I have 17.7 Years of Experience Worked in Saudi Arabia, Oman,UAE,in Building Construction,High Rise Building Construction, Waste Water Treatment plant, Refinery projects,Oil & Gas project.Transmission & Distribution project,Power plant. Kindly revert back if available anywhere. Regards, Sajjudas
Mr sajjan this is rakesh jain who have been worked at lots of place in india for long long time but now I m looking to work in abroad to make some money
dear sir/madam am azahar I have alreadyappointed in SaudiArabia in telecom company 2 year have completed but now don’t work there so even now I want to other gulf country so I rqst u that pls uae visa provide me.
Diploma Automobile 3year +2 sal experience service advisor.
Iam.looking for job civil estimator / quantity surveyor 14 years of Experienced in roads n buildings
i need a job in instrument tecnician
Respected Sir, I am sandeep shetty I have worked as a safety officer in gulf & india in oill & petrochemical projects . Totally 13 years experience Please I have any vacancy suitable for my experience callme my mobile no:08197311741
Respected Sir/Madam,
I have 10 Years experience in accounts for Hospital, Educational Institute, Construction field now am looking for abroad is there any vacancy let you know please…….
Hello, I am civil engineer with 23 year’s experience in executed High rise residential and commercial buildings in India and Africa.
I am looking plumbing supervisor job . Experience more then ten years.
I am electrical technician pls call 8318490919
I am a steel structural draughtsman , I am working on Tekla structure & Auto cad Software.
i have experience 9 years & I did job before in Gulf 2-places.
I have exp.In oil & Gas, Petrochemical equipment structure ,Hot oil Heater , like this work i did , ware house type steel building work.
& I have knowledge (above mension) site & shop.
my cell no- 91-9974 186 743
SIR.HAMKO.DUBAI.KA.JOB. MO.NO.8417947225
Hello, I am civil engineer with 01 year’s experience in executed High rise residential villa in India
I am Ramen Ranjan Biswas I have done in electrical engineering and i have 1 years experience in automobile fields.my contact number is9405336082
Sir, I am a graduate degree holder with 3yr experience in high rise buildings as a civil engineer execution. I am looking for a job opportunity in Gulf countries. Please find me a solution.
i am a graduate in economics.now i am working as manager hr in kerala,kannur. i am looking FOR a job in gulf countries
Basically I am a graduate. i have over all 25 years of experience in various fields. mainly in HR and admin my contact no,.9947676325/8304975688
Dear sir/madam,
I am Arun from India (Tamil Nadu ), I have five years experience in telecom field (NSN,HUWAEI and ERICSSON) computer operator and store keeper Saudi telecom company “(STC), Saudi Arabia. I have an Indian license Also and I drove the car in Saudi Arabia.
I will work in these fields:-
*Computer operator or (computer related jobs)
*Data entry
*Store keeper
*Office assistance & administration.
I need your help and kindness.
Best Regards, V Arun
Mobile&Whatspp : 91 9159831723
Email : [email protected]
This is Mohammad Asmar having 05 years and 3 months experience in Drafting for Electrical, in Electrical Division in Kingdom Saudi Arabia. Please find the attachment of my cv
Thanks & best regards
Mohammad Asmar Email- [email protected] Mob. +918090114309
Sir, I am Ram bahadur yadav web machine opretor newspaper forman. Experience 25 years in india Algiriya 2 years Libiya 2 years My contect no: 08446348735, 08788669084, 9766213466
Hi I’m ramroop Chauhan my electric ka kaam karta hoon do saal ka experience hai
I am joyal franklin…My field Industrial Electrician……and I know building wiring also….I have 2and half year experience in India same field…..and 3 months shutdown Saudi Arabia experience in this same field….If any job suitable for my profile….give me job..
ANIL KUMAR ELECTRONICS AND ELECTRICAL ENGINEERING ALL INDUSTRY TECHNICAL SERVICES ENGINEERING…9720879990
I have completed my diploma in mechanical engineering in 2014 and also i have completed my GRADUATION IN BSC in 2017 and i m just a fresher candidate, I am searching a job in GULF and any other also. Will any one plz help me in getting me the job PLZ….. 9545501867 MY NO. [email protected] MY MAIL ID
I am a piping for man and I have to 2 year exp in gas re injection plant in algiriea.n africa.and I have ten year exp in India .and I am intermediate from Bihar.and have basic knowledge of computer and I know proper English and little bit Frances language .
l am a office Assistant in construction line I have a 1 year experience in this work
hi sir this is abdurraheem khan i am searching job i have complete hardware networking. i have good knowledge internet ms office and back office job responsibilty sotre kiper data entry sales man .etc
your job https://goo.gl/qvfkko
I am mechanical commissning technician i have 14 year experience in gulf.
Please upload today’s assignment paper
Ravi giri Panting werk 5 years esprans Contact number 7897202277
I.am weldar 8 year experience
i have of vast of experience in all type of fabrication . machine shop and erection activities.[ vessel. tanks, structural, piping and etc]. Total experience — 24 years [ GULF – 7 YEARS. SINGAPORE-4 YEARS, INDIA -13 YEARS]
Qualification — DME [ ASNT LEVEL -2. AUTO CADD, CNC, ] AGE – 53 YEARS,
i am cnc opeartor
Dear sir, I am Muktadir Ali.I am B-Tech Electrical Site Engineer.I have 3 years Experience. But I am loocking for job at the Designation of Electrical site Engineer/Supervisor to Gulf and Europe. Thanks and Regards Muktadir Ali Mob: +919627846290 : +917906284305 Email Id: [email protected]
This is Chand Baha cad draughtsman I have 10 years gulf experience
I am looking autocad draughtsman civil thanks and regards. H.chand Basha. Mob.no 9384659056. Email. [email protected]
Respected sir, I have 10 years experience logistics & warehouse mob: +971505604415
Hello, I Have 3 yrs experience as System/IT administrator.Looking job for Gulf.Please suggest me.
MY contact no.7289913767
I’m jakki siva i have 3 years experience in agriculture teaching field, any job suitable for me kindly inform to me thankyou.
This is Chand Basha autocad draughtsman civil I have 12 years gulf experience presently I am working in Chennai i am searching job for gulf. Thanks and regards. H.chand basha mob no. ±91 9384659056. Email [email protected]
work electrical fitter ind/experience /4years overasea exp 1years PHONE NO 9565073523
Gerdar operator
I have more than 19 years working experience of MEP engineer inspection, site supervision, Testing & commissioning and installation of HVAC, Fire Fighting, Plumbing and Lilting small Power.
I am DEWA and FEWA approved Consultant Engineer.
I would be glad if you give me this opportunity.
Thanks and Regards Mohammad Waseem khan [email protected] Dubai 0554918308
very good website it is very useful for the job seeker, you are doing very good job
ELECTRICAL ENGINEER
9+ YEARS EXPERIENCE IN HIGH RISE BUILDING CONSTRUCTION
Nice article.
Thanks for giving us nice information free Requirements gulf job vacancy update keep it
i am looking for a job.
very good website it is very useful for the job seeker, you are doing very good job god bless you
please send a assignment time news paper in my email [email protected]
thank u sir
i am Giriesh raju i am looking for uae Safety professional with 13 years of experience. can you help me .
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What does a foreign assignment bring?
Just today, a friend of mine asked me, how Germany fits as a destination for living abroad. We discussed the pros and cons. That made me think of multiple expats that come for foreign assignments to different countries across the world. What does a foreign assignment bring? What can one expect to be wary of? What can one expect to learn? All these are questions that decide whether or not we take up these opportunities, or show us pointers to evaluate them. Today, we share insights from Christian Hacker, from Siemens in Germany, who talks about what he experienced on his “international exprience” in the US. Most specifically, we analyze the possibilities and find out, what does a foreign assignment bring to our careers.
When did you have your first abroad experience?
Christian Hacker : At 25, I was able to realize my childhood dream of living and working in the US. After gaining work experience here in Germany from the age of 19 as a part of my dual degree, in my first real job itself, I made some important contacts in the commercial departments abroad. For me, it seemed like the most logical step to shape my personal and professional profile through an experience in another culture. So, I decided to go to Chicago, US, as a member of the performance controlling branch of our business unit.
There used to be an “Information year” – an opportunity for young talent for a limited period of 10 months to gain experience abroad, a light experience package, if you may. This possibility was unfortunately already closed when I joined. My joining batch was the first one where a full-scale deployment for multiple years was initiated. At that time one had to explicitly state the desire for an international experience for a number of years before it was made possible. However, these days, our young professionals venture out of home earlier than ever.
What were the three most important things you learnt during your stay abroad?
Christian Hacker : Besides the most obvious points like more independence or the ability to organize things in a short span of time, the main points from my perspective were:
Understanding other cultures : I often hear stories from colleagues here in Germany, on how clear and even written communication sometimes fails to achieve the desired effect in departments across the globe. Every one seems to have different perceptions. This is where studying abroad, or international experiences help the most, especially to understand, why the communication though clear, may still be formulated from the “German point of view”. It is often understood differently abroad.
In these cases, it helps to pay close attention to explaining the reasons for a particular policy, or clearly explain what may already be known from a German perspective. The biggest misunderstandings occur due to the assumptions made by the information sender about the information receiver. A stay abroad, sharpens this communication issue by bringing it closely in relation to the language and the style in another culture.
Enriching one’s own personality and discovering new facets: Before my international experience, I had heard many colleagues being talked about by others in a strange manner. Things like: “Since he’s been abroad he’s a changed person’, or ‘colleagues who come back after international experiences, take a long time to acclimatize again.” Only after I went abroad, did I realize how these notions came about. Living abroad opens up one to completely diverse experiences.
With a constant barrage of new impressions and contact with people of multiple cultures, which is different from just being on a holiday, there’s a fundamental change. You tend to question things, take on new ideas that are not necessarily present in your usual “home” environment.
For me personally, a stay abroad meant, a significant change towards more open, more balanced people. Through the friendships I made, I was even more conscious of the areas that were of interest to me personally and what values I held in importance (across national borders). In hindsight, this can almost can be perceived as one’s second puberty.
What was your biggest challenge while working abroad? Can you share an anecdote?
Christian Hacker : The biggest challenge was clearly to get rid of or downscale well-known ways to work and think. My boss would often give me a big grin in situations where my German efficiency took center stage. “Ah, those Germans” was something I heard often with mischievous smiles in the backdrop .
Once in the department of Motor Vehicles, I had an incident which astonished some people because I returned a day after I got my driver’s license asking them to correct my height on the back of the license by a few centimeters. Professionally, there were some frustrations. It was not always easy to achieve success through the German work attitude.
I realized, especially in business, it is the results that count, and perhaps how you get there is less important . After I became aware of that, I stopped insisting so much on the German way, and a lot of things became easier. Today I would probably refrain from returning to the motor vehicles department just for the correction of a tiny detail on my driver’s license.
What’s the most important tip you’d like to give someone planning to work abroad?
Christian Hacker : Do not give up! The beginning is certainly not easy, and in the first few months, there are other things going on that you may not know or understand fully. However, once you’re over the initial uncertainty, it opens up endless possibilities and perspectives that can only be experienced through a multi- year stay. And they are definitely worth it.
Thank you Christian for your interesting insights. While the step of going through the initial few battles is never easy, we hope that all those wanting to get into new jobs abroad are able to see through those hurdles and create new possibilities for their careers.
About Christian Hacker:
Tagged: Expat learning , Expats , how to improve experience abroad , how to tackle foreign assignments , merit of foreign assignments , Working in the US
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