Date of Conferral
Doctor of Business Administration (D.B.A.)
Ineffective management strategies may limit the potential to improve the business performance of multinational corporations (MNCs). Leaders of MNCs who fail to adequately manage expatriates fail to expand business globally. Through the lens of the organizational cultural intelligence (OCQ) theory and global talent management (GTM) models, this qualitative multiple case study served the purpose of exploring successful strategies that leaders of MNCs apply to manage expatriates to improve business performance. The participants included 7 multinational business leaders, expatriates, and human resource managers who have experienced international assignments and the management of expatriates. Data were collected from semistructured interviews, company websites, industrial forums, and agency reports. Thematic analysis was used to analyze the data. Five themes emerged: being aware of expatriation and expatriate types, ensuring GTM and the alignment of personal goals and corporate mission, offering attractive compensation package, improving OCQ level, and leveraging perceived organizational support are essential. The implications for positive social change include the potential for business leaders to create the best strategies to manage expatriates to improve business performance. Globally expanding businesses will provide more employment opportunities in local communities and render more opportunities for prosperity for residents.