Differences Between Demand-Driven and Learning-Driven Purpose in International Assignments
Overview
This paper examines the distinctions between demand-driven and learning-driven purposes for international assignees sent abroad by multinational enterprises. The paper argues that demand-driven assignments leverage existing expertise to fulfill specific organizational needs, while learning-driven assignments focus on knowledge acquisition and transfer. Real-world examples from the technology sector illustrate how each approach serves different strategic objectives.
What this essay covers
- Introduction defining demand-driven and learning-driven purposes and their fundamental differences
- Analysis of demand-driven purpose with emphasis on skilled personnel requirements and the US-India technology sector example
- Analysis of learning-driven purpose using M-Pesa technology adoption in Kenya and Uganda as case example
Preview
Differences Between Demand-Driven and Learning-Driven Purpose
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Differences Between Demand-Driven and Learning-Driven Purpose
Demand-driven and learning-driven purposes differ significantly, particularly in sending assignees overseas. The demand-driven purpose implies that a worker possesses the right qualifications or expertise to fulfill specific obligations that arise in a specific nation or multinational enterprise. Therefore, through the demand-driven purpose, the workers have high educational attainments and work experience that offer them the right skills or abilities to address the challenges in the new country (Stahl et al., 2009). Moreover, their experience and skills allow them to adapt faster to the culture of the overseas station.
On the other hand, the learning-driven purpose is implemented when an international assignee is sent to an overseas station to learn about novel procedures and operations utilized by a multinational enterprise. The main goal of the learning-driven purpose is to enhance knowledge sharing and bring important information to the company's headquarters. This is crucial in ensuring that proper recommendations on enhancing efficiency and improving the company's practices are implemented. Through learning-driven purpose, international assignees give more knowledge on organizational expansion by offering a stable foundation for investing in specific services or areas (Collings & Scullion, 2006). For demand-driven and learning-driven purposes, it is important to ensure that language, traditions, and business culture play an important role in the country where the international assignee is sent.
The demand-driven purpose is applied in sectors that require skilled personnel to implement specific goals or objectives.