International business assignment on Expatriates’ job satisfaction in a Cross-cultural environment in Korean-based Company (IAL)

Question

Task: You are supposed to work on an actual management problem, preferably in cooperation with an existing firm. You are expected to focus on an international business problem when designing your international business assignment. This can concern e.g. export plans, international marketing strategies, M&A, entering new markets, international staffing, international supply chain management, or international cooperation networks.

Answer

Chapter 1: Introduction
1.1 Research background of the international business assignment
Globalization has resulted in economic maturation which caused the stabilization of world business and financial marketplaces. Most of the marketplaces are planning to conduct business internationally. In addition, the goals of the most famous multinational companies are to face competition on international levels and to set up foreign subsidiaries. As per the international business assignment businesses that are being globally operated want to attract employees from different parts of the world.

IAL or Ingensoma Arbitrage Pte Ltd is a South Korean company that handles trading operations and it is a famous game player in financial markets. The operations of IAL are mostly held in the markets of Asia and Europe. With an aim to increase opportunities, the company is planning to relocate its headquarters to Singapore. The present international business assignmentresearch investigates the important factors that can affect the satisfaction levels of Korean expatriates working in Singapore.

1.2 Research problem of the international business assignment
Well-focused research problems facilitate a strong foundation of academic research. Researchers need to address a specific difficulty or gap in the research. Researchers have identified the international business assignmentproblem of the research by studying reports of previous research and taking interviews. In light of the challenges and opportunities of Korean expatriates working in Singapore (Nery-Kjerfve and Wang, 2019). The reports included that the promotions and the elevated positions of the expatriates, their unrealistic expectations regarding relocation and their problems in managing work-life and personal life have influenced negatively their job satisfaction. To manage these difficulties IAL must improve its organizational efficiency and invest more in upskilling them so that they can feel valued when they face a new corporate culture (Shaikhet al., 2020). The fusion of two completely different organizational cultures of Korea and Singapore needs to be studied closely in the international business assignmentand the researchers must find the factors that are hindering the job satisfaction of the expatriates.

1.3 Research aims of the international business assignment
The difficulties of dissatisfaction of Korean expatriates have pushed the companies like IAL to face severe challenges in financial markets. The main focus of the researchers in this international business assignment would be to understand the reasons behind such difficulties and to advise the company with some measures that can reduce the avenues of disharmony.

1.4 Research Objectives of the international business assignment
To identify the opportunities and challenges of globalization for expatriates in international locations.
To determine the operations of expatriates who are employed by Korean subsidiaries in Singapore.
To understand the fusion of the corporate cultures of Korea and Singapore.
To discuss the levels of job satisfaction and disaffection of the IAL expatriates due to the difference in corporate cultures.
To recommend some ideas for the enhancement of the job satisfaction of the expatriates working in IAL.

1.5 Research questions of the international business assignment
What are the opportunities and challenges of globalization for expatriates in international locations
What are the operations of the expatriates employed by Korean Subsidiaries in Singapore
What are the features of the fusion of the two corporate cultures of Korea and Singapore
What are the levels of job satisfaction and disaffection of the IAL expatriates due to the differences in corporate cultures
What ideas can be recommended to IAL so that they can enhance the job satisfaction of the expatriates

1.6 Research rationale behind the international business assignment
Lack of satisfaction among expatriates due to the change in corporate culture has been identified as one of the primary causes of employee turnover (Akhmad, Suryadi and Rajiani, 2020). It has been noticed in the international business assignmentthat the number of employees who are sent to another country to work has significantly increased after globalization. The companies like IAL aim to receive international attention and hire employees from different parts of the world. But the expatriates of South Korea, who are moved to Singapore face difficulties in accepting cultural differences (Romani et al., 2018). According to the reports, almost 40-45% of the South Korean Community live in Singapore and 30% of them are generally expatriates.

The present international business assignment sought to explore the levels of satisfaction and dissatisfaction with the help of interviews that were held among the expatriates who moved to Singapore from South Korea. They are mostly sent abroad by companies like IAL to perform some higher-level duties. But dissatisfaction of the expatriates while handling international projects can cause loss of business both in tangible and intangible ways. There has been a significant increase in cross-cultural management research in the last few decades (Långstedt, 2018). The reported turnover of the expatriates was because of increased dissatisfaction with the new corporate culture in Singapore. The challenges of the expatriates are not about accommodating technological competencies but about managing non-work factors which include issues of family, personal and cross-cultural. South Korean companies like IAL recruiting and sending employees mostly in management positions in Singapore are more likely to return early because of difficulties they face in a foreign country.

1.7 Research significance and scope of the international business assignment
The research on the job satisfaction of expatriates in cross-cultural environments in a Korean company named IGA serves prime significance in the modern context. The international business assignmentdissertation examines the features of the corporate cultures of Korea and Singapore. As these two are Asian countries, it can be easily assumed that the blending of two corporate cultures would be easy but in reality, they are completely different. The expatriates of Korea face a cultural shock when they are moved to a new, uncertain, and unpredictable environment of corporate culture in Singapore (Loh, Thorsteinsson and Loi, 2021). These reasons provide the opportunity for the researchers of the international business assignmentto clarify the factors that lead to the dissatisfaction of expatriates.

1.8 Research structure for the international business assignment
Chapter 1 Introduction: This is the first chapter of the international business
assignmentdissertation which gives the overall idea of the topic. The sections of this chapter include the background of the research, research problem, aims and objectives, research questions, research rationale and significance of the research.

Chapter 2 Literature Review: This chapter includes different theories of job satisfaction and cross-cultural corporate environment and the adaptations of the expatriates regarding the changes in the corporate culture.

Chapter 3: This chapter discusses various parameters of research methodology of the international business assignmentlike research outline, research design, research approach, research strategy, research philosophy, sampling and data collection methods, data analysis, ethical considerations and reliability and validity of the research.

Chapter 4 Data presentation, evidence and discussion: This chapter of the international business assignmentdissertation analyzes the interview questions and tries to Identify the potential outcomes from the discussion of relevant topics.

Chapter 5 Conclusion and Recommendations: This is the final chapter of the international business assignmentdissertation which provides measures to IAL so that the company can make some improvements in its corporate culture.

Chapter 2: Literature review
2.0 Introduction
In this international business assignmentliterature review, the researcher has attempted to emphasise the significance of job satisfaction among Expatriates and has discussed The challenges and opportunities faced by individuals from other countries in the cross-cultural work environment. The chapter has focused on the way globalisation has encouraged multinational companies to set up foreign subsidiaries and participate in joint collaborations to overcome international competition and gather a competitive advantage in Global resources. Sub-branches of the companies are often operated in different regions. Globalisation has created opportunities for companies as well the employees, along with the opportunities there are several challenges faced by these employees. In this chapter of the international business assignment, the role of job satisfaction across cultural environments has been discussed.

2.1The concept of business expatriates
An expatriate employee as per the international business assignmentrefers to a person living or working in a different country other than his native country for lucrative employment opportunities. The expatriates often renounce their citizenship for better opportunities in their profession. In most cases, the expatriate employees are assigned on a temporary basis or for a period of one year in different countries(Dang et al.,2021). The expatriate employees are sent by their employers or companies abroad. These employees are skilled professionals in particular fields.
Often the senior managers are sent to abroad operations or for the purpose of setting up a new branch of the company in the foreign office. Most of the time the expatriate employees end up earning more than their native country and the local employees working in the same company(Chen 2019). Also, the demand for competitive managers in the international market is high especially for firms facing huge competition. As per the international business assignment expatriate employees are beneficial for a company in various ways these employees provide better parent control and area of expertise. International experience also provides them with a better understanding of foreign competitors. however, for some companies, expatriates can be very expensive many companies have also observed failure rates by the expatriates for lacking in adaptability. The current international business assignmentresearch has highlighted the challenges and opportunities faced by the expatriates working in Ingensoma (IAL) the international financial institutions, Singapore branch. As a result of the cross-cultural conflict between Korean corporate culture and the Singaporean work culture.

2.2 Role of job satisfaction among employees-
Job satisfaction as per the international business assignmentrefers to the positive response or emotions experienced by an employee while doing his job(Kour and Jyoti 2021). It is a term used to describe the emotions of employees and the way they feel engaged and complete in their work. Job satisfaction occurs when the employee feels the job is secure and safe. Job satisfaction is impacted by the work-life balance and career growth of the employees(Ai, Cui and Wang 2019). The jobs satisfaction can be determined by various elements such as the company's attitude towards its employees, the average period and the gap between promotions, and also if the employees are valued by the company, the work-life balance and the employee's relationship with their reporting heads and the fair policies by the company and the career growth and job security. The two levels of job satisfaction mentioned in the international business assignmentare- effective and cognitive job satisfaction. Effective job satisfaction is a state of the employee's emotional attachment and Holistic reaction towards the job whereas cognitive work satisfaction refers to the individual's attitude towards the income, working structure and work-life balance in his job provided by the company. The feeling of job satisfaction is beneficial for the company as well the satisfaction level of the employees can contribute to the satisfaction level of the clients and the customers(Ryan and Silvanto 2021). Also, job switching is less in companies where the employees are satisfied with the job as a satisfied employee is less likely to quit the job Also, the referrals made by the employees increase recruitment. It is found in the international business assignment that an employee satisfied with the job is more likely to recommend the company to other dissatisfied employees by disclosing the compensation benefits and perks provided by the company to its employees. It is also proven in the international business assignment, that in a positive working environment the employees are more productive and creative towards the work, which can bring innovative ideas for the company, it is also found that a lot of multinational companies focus on employee Wellness which directly brings job satisfaction and contributes to the productivity of an employee. Also, the companies are able to reduce their HR budgets in the long run

As a result of these benefits mentioned in the international business assignment, many organisations are taking job satisfaction initiatives for their employees. Communication between an organisation and an individual plays a significant role in retaining the satisfaction level of the employees, the ability to recommend and provide feedback on the workplace reduces fear among the employees(Bhardwaj, Mishra and Jain 2021). Also, companies with fair organisational cultures portray their values and ethics. Job dissatisfaction or satisfaction due to the different work cultures of Korea and Singapore among the expatriates of Ingensoma[IAL] working in Singapore employed by the Korean subsidiaries can impact the company negatively or positively based on the expatriate's experiences

2.3 Cross-cultural work environment discussed in the international business assignment
The Cross-cultural work environment in business is the company's ability to create an appropriate business environment for people of different backgrounds, countries or regions based on different cultures, values and religions(Riyanto, Endri and Herlisha 2021). With globalisation, companies have focused on cross-cultural awareness and it has become an essential factor in business. Most multinational companies as per the international business assignmenthave expanded their markets and businesses in different countries, cross-cultural awareness not only includes the language but also the cultural and social norms and the corporate values of the country. For instance -it is very essential for the expatriates of Ingensoma operating in Singapore To understand the culture of both the countries Singapore as well as Korea(Mira, Choong and Thim 2019). That includes the language social norms cultural values and corporate Ethics of the company also is important for expatriates to maintain a positive relationship with the local employees of Singapore in order to fit into the cross-cultural environment.

It is found in the international business assignment that a cross-cultural work environment has several beneficial aspects for the company and the expatriates. A cross-cultural working environment makes expatriates aware of different facts and information about their own culture and world views, the employees are able to learn about themselves as well. Also, the cross-cultural environment promotes confidence and empowerment among the individual which boosts the ability to face challenges at the workplace. As per the international business assignment findings, cross cultures have several prejudice and taboos and preconceived notions about different people, by learning about different cultures these conceptions are cleared. It can also boost trust and mutual understanding, resulting in a cooperative and productive workspace, By indulging in cross-cultural training expatriates are able to develop interpersonal skills that are beneficial on a daily basis it also helps to understand the behavioural aspects of their customers and clients a cross-cultural awareness develops listening ability which is the most effective method of transmitting Ideas. cross-cultural training enables the expatriate employees to be good listener which as a result make them good communicators as well. it builds a mutual understanding between both parties making them understand things from a mutual perspective. As per the international business assignment cross-cultural training can contribute to the career development of the employees and give the employees a competitive advantage in working in an international environment with a multicultural staff. However, there are various disadvantages of cross-cultural job environments experienced by the expatriates

The diverse culture and language barriers can bring a preconceived notion about different cultures resulting in conflict and disagreement of Ideas between the employees the cultural differences impact the individual's reaction to different situations it also affects their approach and attitude towards projects(Loan 2020). Expatriates also struggle to adapt to the geographical differences of the new country. As per the international business assignment analysis, the natural tendency to judge other cultures through our point of view is called ethnocentrism, which is the sole barrier to cross-cultural communication. It is also proven that the inability to perform in a competitive and cross-cultural environment creates a sense of inferiority complex among expatriates. As per the findings in the international business assignment it results from psychological traits such as lacking confidence because of language barriers and cultural differences and conflict in different work ethics between colleagues and higher authorities. Also, cross-cultural conflict can result in poor performance of the Expatriates

2.4 Adaptability
Adaptability plays an essential role for employees. It portrays the individuals' willingness to work in a cross-cultural work environment and to be satisfied with work (McLoughlin. and Priyadarshini 2021). The stronger willingness of the expatriates leads to higher cross-cultural adaptability among the expatriates. As per the international business assignment adaptability at the workplace is the most beneficial personality trait for an expatriate. The ability to adapt to changing circumstances and situations is called adaptability within the employees.

Also, employees that are able to function in challenging situations are valued by the companies. Adaptability often increases the productivity of expatriates. Being adaptable increases the leadership qualities among employees. It also enables an employee to work under pressure and face challenging situations at work.

According to the international business assignment the expatriates are often expected to manage challenging situations without any guidance therefore a strong adaptive mentality enables the expatriate to resolve such challenges. A strong adaptive mentality can be built by being sensitive and respectful towards the cross-cultures at the workplace. Also having an awareness towards the moral overview and a positive attitude towards diverse cultures can contribute to expatriate employees' adaptability in the cross-cultural workplace. A strong adaptable mentality of an employee consists of cross-cultural communication skills extraordinary interpersonal skills, the ability to think creatively and strategically Organisation skills and problem-solving mentality and the ability to work under pressure(Woo 2018). Also, it is important to acknowledge the diversified corporate cultures in different countries. For example in some countries calling the senior authorities by their first names is considered to be normal behaviour whereas in the work cultures of some countries this can be an offensive action. It is found in the international business assignment that the expatriate's adaptability can play a significant role in the establishment and operation of ( IAL) in Singapore. Also, it is stated in the Irish times(2015) that Singapore is the best place to work and live a balanced life as an expatriate(Ahn 2018). Also, the expatriates operating with( IAL) have passed their own skills and knowledge to their colleagues and customers, also the interaction between the employees and the customers was no longer limited to the Korean background and culture.

2.5 Factors affecting Job satisfaction or dissatisfaction faced by expatriates in the cross-cultural environment(in Singapore)
There are several factors as per the international business assignment that affects the feeling of job satisfaction or dissatisfaction among expatriates. The number of expatriates working in Singapore is relatively higher than in any other country being one of the most expensive cities in the world. The job opportunities are higher and health care and education are of standard quality. The benefits as per the international business assignmentthat the expatriates enjoy working in Singapore are of various degrees, for instance, Singapore offers budget accommodations for expatriates. The accommodations are located in developed areas such as supermarkets and schools. These accommodations are fully equipped with various facilities. The diversity of food is also appreciated by the working class. Another factor is the availability of efficient public transportation that is available for the working class. Also, the average pay packages of the expatriate employees have risen and the approximate cost of sending an expatriate to Singapore is increased by about USD 236258 according to the survey done by the MyExpatriate Market Pay Along with the packages the companies also focused on providing benefits to the expatriates including accommodation, international schools, utility, cars and Taxes.

Along with these benefits mentioned in the international business assignmentexpatriates are offered cross-cultural and language training. In most multinational companies and expatriate employees are considered special employees. Expatriates are in high demand and they also secure high positions in the company. International expertise adds value to the expatriate all these benefits results in job satisfaction for the expatriates in a cross-cultural environment. However, there are various reasons which cause dissatisfaction among the expatriates working in the IAL or Ingensoma Arbitrage Pte Ltd in Singapore.

Adapting to a new culture and language can be tough for expatriates also, the work culture varies in different countries. Language can be a barrier for expatriates as it may cause an inability to express their skills and experiences. It is found in the international business assignment that the expatriates often face cross-cultural discrimination. It becomes difficult for expatriate employees to socialise in a new country; they are often deprived of getting accepted in a new cultural environment. Most of the expatriate employees leave their families and feel isolated in a new country resulting in dissatisfaction among them Also job insecurity and fear of termination affect their mental health and lower their productivity of the expatriates. It is also found that expatriates belonging to a minority or backward social group often face discrimination at the workplace for instance an expatriate employee from Nigeria or Africa is more likely to face racial discrimination due to skin colour in other countries also working cultures may cause disagreements and conflicts among the employees(Pheng and Chua 2018). For example, in western countries as per the international business assignment, people can be friends with anyone they want while in Korea people can only become friends with a similar age group.

Also in Korean work culture, if a young person secures a higher position, they are often neglected by the senior employees for not being competitive according to them.

It is also normal in Korean culture to deny something multiple times for being polite, however, in western work cultures such as Singapore denying it for the first time will express the idea (Rynning 2021). As per the international business assignment data, since 74 percent of Singapore's population is Chinese, most of the companies working in Singapore follow Chinese work culture. They believe in collectivism and follow appropriate rules. Also, the work culture in Singapore is diverse as a result of multiple cultures working together.

2.6 Research gap
It is analysed in the current chapter of the international business assignmentthat the previous pieces of literature on similar topics have not elucidated the negative aspects faced by expatriates due to the cross-cultural working environment(Jassawalla, Truglia and Garvey 2004). The prior scholarly pieces of literature also lack the idea of the adaptability among the expatriate and its contribution to the productivity of employees as well as the way it contributes to a foreign company the current research has described the idea of job satisfaction and dissatisfaction among the expatriates this chapter has also analysed the crucial factors affecting the expatriates in a foreign country. The current chapter of the international business assignmenthas also answered the research questions about the opportunities for expatriates in Singapore. The difference in the work culture between Korea and Singapore has also been described in the current chapter.

2.7 Chapter Summary
In this international business assignmentchapter, the whole concept of business expatriates has been explained. In chapter 2.1.The role of job satisfaction and the way it affects the employees' productivity are described in chapter 2.2. The introduction to the concept of a cross-cultural work environment has been described in chapter 2.3. 2.4 of the international business assignmenthas highlighted the concept of adaptability for an expatriate employee and the positive impact of being adaptable in business. In chapter 2.5 the factors responsible for job satisfaction and dissatisfaction among expatriate employees in a cross-cultural environment have been described. Also, the gaps in previous pieces of literature and the aim of this chapter have been described in 2.7. The whole conceptual framework for various degrees of job satisfaction among expatriates has been elucidated in the international business assignment.

Chapter 3: Methodology
3.1 Research outline
The methodology of this international business assignmentresearch represents the systematic development of the material and methods which are employed by the researcher for understanding the aims and objectives of the research as well as constructing a critical evaluation of the collected data for finding out the results of the research international business assignment. The research methodology for the international business assignmentconsists of a design, an approach, a strategy and a philosophy of the research along with the sampling method and the methods employed for collection as well as analysis of the data along with ethical consideration and the reliability as well as the validity of the research international business assignment.

3.2 Research design
The research design of the international business assignmentis considered to be one of the most important parts of a research international business assignment as it enables the researcher to develop a research method which leads to the explanation of the research rationale. It helps the researcher to select an appropriate data collection method as well as a sampling method for completing the research international business assignment. Different research designs are generally applied by the researchers such as explanatory, exploratory as well as descriptive designs (Pandey and Pandey, 2021). An exploratory research design has been employed by the researcher for this international business assignmentresearch considering the objectives of the current research for analysing the challenges as well as opportunities that are prominent for expatriates in global businesses.

3.3 Research approach for the international business assignment
The research approach refers to the theories as well as the strategies which are considered by the researcher for understanding the objectives as well as problems associated with the research topic in order to conclude obtaining the final result (Mohajan, 2018). The research approach helps the researcher to understand the problems as well as build a suitable strategy based on the issues and the strategy is considered to be helpful for resolving the assumptions of the research international business assignment. An inductive research approach is employed by the researcher for developing a theory based on the aim of the international business assignmentresearch. This approach involves the development of theories that are based on observations.

3.4 Research Strategy of the international business assignment
A research strategy is an illustrative action plan that helps the researcher to conduct research following a particular systematic procedure. The research strategies are generally adopted by the researcher for completing the entire research. Different types of research strategies are generally considered by the researchers for completing their research including experimental, interview, survey questionnaire as well as case international business assignment strategies (Newman and Gough, 2020). Each of these strategies directs the researcher to collect data from suitable sources. For the current international business assignmentresearch, the researcher has employed an interview strategy. This strategy has helped the researcher to gather quality information in the form of verbal opinions as well as nonverbal expressions within a particular time frame.

3.5 Research philosophy
Research philosophy deals with the theoretical as well as conceptual understanding of a subject and it helps the researcher to develop a conceptual framework for the entire research international business assignment. It enables the researcher to develop the research problems as well as lead toward the presentation of the outcomes. Two different types of research philosophies are generally considered by the researchers for developing their research structure which includes interpretivism as well as positivism philosophy (Rinjit, 2020). The selection of the research philosophy is dependent on the data collection method and it leads to the procedure of data analysis. For this international business assignmentresearch, a positivism research philosophy is selected by the researcher considering the aspects of job satisfaction as well as this satisfaction due to the differences present in corporate cultures.

3.6 Sampling
The sampling method helps the researcher to determine a specific size for data collection required for the research international business assignment. Two types of sampling methods are generally considered by the researcher for the research which includes probability sampling as well as non-probability sampling (Mishra and Alok, 2022). For this international business assignmentresearch, a probability sampling method is used by the researcher based on random selection. The sample size for the interview is considered to be 40 employees who are working at IGA and associated with the Korean business, operating in South Korea and the target group related to these employees can be defined as expatriates.

3.7 Data collection
The methodology used for data collection is considered to be the most important element of research as it enables the researcher to establish the framework of the entire research as well as estimate the approximate resources which are necessary for completing the data collection procedure (Cr, 2020). For this international business assignmentresearch, the collection of data is accomplished by conducting interviews with 40 participants using a set of questions consisting of 10 questions related to the research objectives. The interviews have been conducted in English and each of the interviews has been completed within 30 minutes.

3.8 Data analysis
Data analysis is one of the most crucial components of the research as it enables the researcher to draw conclusions as well as suggest recommendations based on the data obtained for the research. For this international business assignmentresearch, primary qualitative data has been extracted using interview questionnaires (Al-Ababneh, 2020). The extracted qualitative data has been analysed in the international business assignmentwith the help of document analysis for establishing the frameworks. The interview data has been transcribed as well as analysed for analysing the expatriates' job satisfaction in the context of a cross-cultural environment.

3.9 Ethical consideration
The ethical codes are very important for situations of research which involve the participation of human beings. For collecting the primary quantity data for the international business assignment, none of the participants have been forced to answer the questions. The original data which ate extract from the interviews are represented without being altered for maintaining the authenticity of the research (Patel and Patel, 2019). The data is used only for academic research purposes. The confidentiality of the participants has been maintained in the international business assignmentby not disclosing information about them to any third party.

3.10 Research reliability and validity
Research reliability along with the validity of the research is considered to be very crucial as it allows the researcher to complete the research international business assignment. The current international business assignmentresearch is based on the expatriates' job satisfaction in the context of cross-cultural environments in a Korea-based company and the project reliability has been maintained as the data is collected from authentic sources (Abutabenjeh and Jaradat, 2018). On the other hand, the research validity is maintained as the questions asked in the interviews are relevant to the topic.

Chapter 4: Data presentation, evidence, analysis and discussion
4.1 Primary data analysis in the international business assignment
Survey

1. Are you satisfied with the job role

2. Do you think culture is important for the working environment

3. Is this suitable for cross-cultural environments

4. Is current management style suitable for cross-cultural environments

5. How can you handle work in an organization and work-life balance

6. Do you agree work-life balance is important in international assignment

7. Do you think IGA suffering from the problem of cultural issues for current employees and will affect decision of relocation assignment

8. Do you think that job satisfaction is important for the company’s culture development

Interview question analysis for the international business assignment
What are your suggestions for mitigating the issues of job satisfaction in the organization

Question no. 1: Are you satisfied with the job role
1st Interviewee: "Yes, I am happy and stable in my job here in Singapore because there is already a presence of a Korean Expat community that makes me feel right at home."
2nd Interviewee: "The company has provided all the amenities to make me feel comfortable and my job role is well-paid and respected in the work culture of this country."
12th Interviewee: "Yes I always wanted to be in the trading market and become a professional, and the company has provided me with this opportunity in a different country with better pay and diversified workspace."
34th Interviewee: "Everyone else will agree with me that the Senior Derivatives Trader as an expat has a secure and reliable position in Ingensoma (IGA), and the workload is also divided among us separately. So I would say I am satisfied."
Question no. 2: Why are you not satisfied with the job role in the organization
9th Interviewee: "According to me, the company should also provide other allowances for Renting and Commutation. It's not easy to find good rooms to rent in Singapore."
25th Interviewee: "It was a bad decision by the company to appoint me in the Singapore branch. The expats replacing the native employees are not exactly welcome."
Question no. 3: What do you think culture is important for the working environment
38th Interviewee: "For me, work culture is the identity of the company through its employees. The attitude and conduct of it can be realised from the culture as defined by the workers in that environment."
22nd Interviewee: "Work culture is very significant for my performance and my colleagues. If it is not work-friendly, there will never be a specific achievement without disruption."
6th Interviewee: "Employees are the fuel of the company. If the work culture is not healthy and respectful, they might not want to work diligently for achieving company goals."
17th Interviewee: "Like IGA, the culture sets its expectations for the employees. I think it is important because the company can indirectly connect every one of us through its collaborative culture."

Question no. 4: How will you describe the workplace environment of your organization
5th Interviewee: "Like the previous company office back in South Korea, the culture of this regional office is challenging in nature. The climate is highly competitive and triggers excitement in traders."
7th Interviewee: "Speaking of the environment, I need to point out that our company is able to operate smoothly because of the intensity of competition among co-workers and strict regulations by our managers."
20th Interviewee: "Well, our job is basically based on quantitative and other kinds of research. Our superiors create a healthy atmosphere of competition and promote innovative approaches given in group discussions."
32nd Interviewee: "The environment of our workplace is better than other firms as we value the achievements and celebrate the success of reaching targets. The values and morale is kept constantly high by IGA itself."
Question no. 5: What management style is included in the organization Is this suitable for cross-cultural environments
10th Interviewee: "IGA works on Autocratic leadership of the upper management. Here, they delegate all the tasks to the middle and lower management and control all the prevailing operations." 29th Interviewee: "Our management and leadership structure helps the company to take quick decisions and get out of crises or unfavourable situations. The company has an Autocratic structure of command and management."

36th Interviewee: "If you ask me, the management style is not perfect to our advantage, because we do not have a say in the decisions of the company. Our participation is limited to producing ideas and following policies."
39th Interviewee: "The present style provides all the power to the senior teams and executives of the company. Problems and complaints arising from cross-cultural space may not be able to reach them as they already have so much workload."
What strategies will you suggest to implement and bring a sustainable organizational culture for employees
Question no. 6: What is the value you gained from the organizational culture
19th Interviewee: "According to me, my company has a collaborative culture which taught me to work together and reach solutions to client problems at a faster pace. It has the same features as the parent company in Korea."
23rd Interviewee: "The values of the regional office in Singapore helped me grasp the importance of the work I was assigned here, and improved my own performance after settlement."
30th Interviewee: "The present culture in this branch of IGA appreciates my work and recognises my extraordinary actions that led to more profits. Hence, I am more determined than ever to work for it." 40th Interviewee: "The constant involvement and support of managers and the office environment have made me more competent and trained to take on complicated tasks with a focus on solutions."

Question no. 7: How can you handle work in an organization and work-life balance
16th Interviewee: "If you ask me, proper scheduling and time management is the answer. Designating work and prioritising them according to importance has led me to increase efficiency in work and completion of my targets on the given deadlines.
28th Interviewee: "I believe that mentorship has a major role in bringing balance between work and normal life. I have good superiors who not only help me at work but also advise me on matters at home or others."
14th Interviewee: "Well, if there is no personal stake in what work I am doing, bringing balance between work and home seems impossible to me. I think a proper commitment to both can achieve the stability needed.”
Question no. 8: What do you think of your organization suffering from the problem of cultural issues 3rd Interviewee: "This is an important part to be addressed because all of us expats are facing the language barrier greatly in this office of IGA. Most of us have problems in communication and expression with our own colleagues, who are the regional people of the city."
13th Interviewee: "The official language policy of our company is not that strict and except for staff meetings, regular communication is not frequently held in English. I have trouble giving directions or asking questions to my peers about the arising problems that are troublesome and hindering my performance."

15th Interviewee: "I have heard that expats are not exactly welcome by the regional people of the company. They are said to have the notion of foreigners or outsiders stealing their jobs and not respecting their norms and culture, which is absolutely not true."

Question no. 9: What are your suggestions for mitigating the issues of job satisfaction in the organization
35th Interviewee: "I think that IGA needs to establish a positive environment to satisfy the needs of us, employees. Continuous motivation and understanding by the managers can really help some of my colleagues gain confidence."

8th Interviewee: "Even though our seniors respond to problems outside work, I think that our company has the capability to launch work-life balance programs and agree to flexible shifts for us. "
18th Interviewee: "I need one favour from the company. That is to include the opinions and suggestions of employees from the middle and lower levels. Honesty, we also believe to contribute to the company we are working for and it can bring satisfaction to us too."
31st Interviewee: "There are certain ways that IGA can measure the levels and analyse job satisfaction in its organisational structure. They can deploy surveys, rating charts, feedback, and other tools that can be measurable and steps can be taken for them.
Question no. 10:Do you think that job satisfaction is important for the company’s culture development 27th Interviewee: "Yes, I definitely believe that job satisfaction is very much essential for the culture of the organisation. Relations between company and employee remain healthy if the employees are satisfied with the work they are doing and its outcomes.
33rd Interviewee: "Today's world is rigged with social and economic problems which promote tension, constant anxiety, and depression. If the employees do not even have job satisfaction after all this, the work culture and positive environment shall collapse in an instant."
4th Interviewee: "I think that organisations play a major role in the physical and mental health of their employees. If not regulated properly, employee engagement and a positive workplace environment would not be possible."
26th Interviewee: "To my belief, job satisfaction is the embodiment of personal feelings and attitude for an employee towards his job. Even leaders should be involved to make our lives in the office better, or else it is not possible to achieve the organisational objectives without it."

Question no. 11:What strategies will you implement to bring a sustainable organizational culture for employees
11th Interviewee: "Senior management must become role models to their existing employees."
21st Interviewee: "IGA must also consider the decisions of their employees."
24th Interviewee: "To promote sustainable culture, the company must remove language and other communication barriers."
37th Interviewee: "The HR teams must also be engaged in improving the company culture to make it more sustainable and efficient."

4.2 Results and discussion
4.2.1 Identification of opportunities and challenges of globalization for expatriates in an international location
From the data gathered from the questionnaire mentioned in the international business assignment, it is evident that various job satisfactions are evaluated in the case of expatriate employees in IGA Singapore. From question number 1 which states whether the employees are satisfied in the job role or not some of the interviewees have provided positive answers and feedback. The 1st interviewee stated that the interviewee was happy and stable with the job that was offered in Singapore. The presence of the Korean expat community was also advantageous for the employee while working in IGA present in Singapore. Other than that the interviewees for the international business assignmentalso stated that the amenities that were provided by the company also made them feel much more satisfied with the job role. In addition to that, the work culture of the country also favored the growth of the employees. Other than that some employees also stated that they had always wanted to be in the particular market while becoming professional and the company provided a huge opportunity. Most Importantly it was also the organization who provided better pay and also illustrated a diverse workspace (Singh et al., 2019). In addition to that, the 34th interviewee for the international business assignmentalso stated that the organization has a secure and reliable position in the market and the workload has also been divided accordingly which also increased satisfaction. However, from the interview, it is also clear that some of the employees are not satisfied with their job roles in the organization.

The 2nd question related to the investigation regarding why the employees were not satisfied with the job roles provided to them. The 9th and 10th interviewees provided a negative review of IGA. According to them, the company was not able to do a good job in providing an allowance for the process of renting and computation purposes. As per the international business assignment one of the main disadvantages of Singapore is that it is not that easy to find proper rooms for rent. Other than that the native employees were always not welcoming. According to Mockaitiset al., (2018), expatriates face various kinds of opportunities while working in Singapore. These people worked closely with overseas subsidiaries distributors and agents as well as joint ventures (Mockaitiset al., 2018). They also understand local needs and demands and try to deliver cultural diversity with the help of values, beliefs, attitudes, perceptions as well as experience which are needed in the team (Pate, and Scullion, 2018).

These people are also effective in creating value-based systems among international organizations which is why many of the firms try to appoint these people to distribute products in a proper cohesive way among the local people. As per the international business assignmentseveral other challenges are faced by expatriate employees while working in Singapore IGA. As they work in an unknown environment there is always a high risk of not fitting in. This also makes them feel unwanted and not a part of the team. This in turn can affect the work process and outcome in a negative way that not only affects the organisation but also their career. Housing and money management also take a toll on employee motivation. This can also create barriers against the culturally cohesive atmosphere that is needed in IGA Singapore. Besides that, language barriers are also a huge problem that is faced by expatriate employees. As they are not in their surroundings they also cannot relate to the needed strategies in a particular situation (Meyer, Li, and Schotter, 2020). It is found in the international business assignment that self-efficacy, cross-cultural risks, and cultural sensitivity are also huge barriers for expatriate employees. If the job experience is not satisfactory there can always be a risk of self-efficacy and hindrance in the aspect of growth.

4.2.2 Determination of opportunities for expatriates who are employed by the Korean subsidiaries in Singapore
Interview question 3 in the international business assignmentrelates to the importance of work culture that is necessary for the working environment. In addition to that, question number 4 also describes the type of work culture that is present in IGA Singapore. The 38th interviewee elaborated on the fact that work culture is the identity of the company through its employees. The attitude and conduct can only be realized from the culture as defined by workers in the particular organization (Froese, and Peltokorpi, 2020). The 22nd interviewee also answered about the aspect of the developed overall relationships with colleagues. It is also stated in the international business assignmentthat if the atmosphere is not work-friendly there will not be a proper attitude and conduct. The 17th interviewee highlighted the factor that one of the most important opportunities that have been covered by IGA is a proper work environment. Along with that, it has also provided a proactive work culture that has helped employees deal with everyday work processes. According to the 5th interviewee just like the previous office in South Korea, the culture of the particular organization is also much beneficial for the development of employee retention. In the company, the work culture is challenging in nature. This also provides competition and triggers excitement in the traders. In addition to that, the 7th interviewee for the international business assignmentalso highlighted the factor that the company operates smoothly because of the intense competition among coworkers. Besides that, the company also highlights proper healthy competition and the promotion of innovative approaches. According to the 23rd interviewee, their job is based on quantitative and other kinds of research. Their superior also creates a healthy atmosphere of competition.

This in turn helps them to promote various innovations that are necessary for the company orientation. The 32nd interviewee for the international business assignmentalso added details on this aspect (Duttaet al., 2018). According to the interviewee, the environment of the workplace in IGA Singapore is also correlated with achievements when the employees meet their targets. The firm also adds value to the achievements of the employees and celebrates their success when they can mitigate risks and reach their targets. The values and morals are also kept at a higher place by the organization itself. Most importantly the management system in the organization is also an advantageous tool for expatriate employees. As per the international business assignment the company divides tasks among the various sections of the management and controls them in a much more prevalent way. This also is a huge advantage among the expatriate employees who work there. The management and leadership structure helps the company make quick decisions. As a result the employees working in the organization also get out of the crisis. The autocratic structure has also been fruitful for the structure of command and Management.

According to Chen, (2019), proper development in work culture and the work atmosphere is directly related to employee retention. This also makes the employee feel at home and included in the overall work process (Chen, 2019). It can also be stated in the international business assignmentthat if the work culture of a company is positive and competitive it also develops growth among the employees as they feel boosted to work for risk mitigation. In addition to that this can also help them meet various risks that are related to the company orientation and also state part in a healthy competitive atmosphere. This in turn can be beneficial for not only the employee growth in career but also the overall development of the company in the long run. Other than that, employee morale is one of the best tools that is used for boosting the employee motivation as per the international business assignmentthat is needed for the growth of the company and getting a competitive advantage in the market.

4.2.3 The fusion of the corporate culture of Korea and Singapore
Question number 5 of the international business assignmentinterrogates the type of management style that is included in IGA Singapore. It also inquires the interviewees whether the type of culture is suitable for a cross-cultural environment. In this particular aspect, the 10th interviewee highlights that the particular organization is focused on autocratic leadership of the upper management. The individual also stated that the organization delegates all the procedures to middle and lower-level management. They also control all the other prevailing operations similarly. The 29th employee stated in the international business assignment that the management system of the company along with autocratic leadership helps the company to mitigate risk and focus on strategies that can help the whole organization along with the expatriate employees who are working there (Kim et al., 2018).
Question number 6 for the international business assignmentasks the interviewees about the value they have gained from the organizational structure. In this particular backdrop, the 19th interviewee answered that the particular company has a collaborative culture.
This also taught them how to work together and reach needed solutions that can mitigate client risk at a proper speed. This is also related to the corporate culture present in the parent company in Korea. The 23rd interview for the international business assignmentalso elaborates on the fact that the value of the Regional Officer in Singapore also helps in grasping the importance of the work. This in turn helps the individual to improve their performance after settling there (Blazi, and Awolusi, 2020). The 30th employee for the international business assignmentalso states that the present culture that is present in the branch of IGA is helpful to the employees as it appreciates their work. Other than that the company also recognizes the elaborative actions which are required for more profit. In addition, the constant involvement and support from the managers in the office in Singapore have also helped the expatriate employees working there.

However, it is also highlighted by the 36th interviewees for the international business assignmentthat the management style and the culture are not related to the parent company. It is not perfect to their advantage because autocratic leadership does not allow them to have input in the decision-making aspects of the company. Their participation in the organization is also limited to only producing necessary ideas and implementing them according to the style of the policies in the company. The 39th employee also highlights in the international business assignmentthat the present style and culture are not related to the company in Korea as, in Singapore, all the powers are present only with the team seniors and executives. There also have been various problems related to the cross-cultural aspect. This is much disadvantageous to the organizational expatriates as the executive and seniors may already deal with the workload.

According to Gabel-Shemueliet al., (2019), corporate culture is needed in all organizations as it sets certain rules and regulations that have to be followed by the employees. A positive corporate culture is needed by organizations to highlight employee engagement (Gabel-Shemueliet al., 2019). As per the international business assignment this can help in building purpose and clear expectations. This also motivates and inspires expatriate staff to be more engaged in their day-to-day activities and work. In IGA it is highlighted that the organization supports and celebrates the small success of their employees. These also motivate employees and inspire them to be more dutiful in the organizational backdrop. It also gives a high level of workforce environment, and engagement and also drives productivity. Company culture is powerful as it impacts the sales profit recruiting an effort of the employee model. In respect to the particular company, it can be highlighted that companies like IGA provide proper culture while attracting people who want to do business with them. However, the autocratic aspect is inversely related to the maintenance of a healthy workplace culture. As per the international business assignment one of the main reasons is that autocratic leadership sometimes can lead to unhappy or unengaged staff members improper work standards and high staff turnover.

4.2.4 Discussion of the level of job satisfaction and dissatisfaction of the expatriates due to differences in corporate cultures
Question number 7 for the international business assignmentinquiries whether the employees can handle work-life balance as a result of corporate culture. In this particular scenario, the 16th interviewee answered that proper scheduling and time management has been effective in prioritizing work-life balance. This is also a matter of satisfaction faced by them (Banyongrakkul, and Clancy, 2018). As a result, the expatriates in IGA can correlate the aspect of target completion with given deadlines. The 28th interviewee reflects that proper mentorship is also effective and has a major role in bringing work-life balance and normal life. It is also highlighted that job satisfaction is also related to a proper and effective work-life balance. In this case, the individual also stated that the superiors are not only helpful but they also provide advice that is needed both in the career as well as personal life orientation. This is also a basic key for expats in building a proper cohesive work-life culture. In addition to that, the 14th interviewee for the international business assignmentstated that one of the most satisfying aspects that is available in the company is a personal touch. According to the individual if there is no personal stake in the work it is difficult to balance both the nearly impossible life. Other than that the issue of commitment is also needed for proper stability in job orientation (Hassan, Abdulkarim, and Ismael, 2021). However, the organization also suffers from cultural issues. Question number 8 for the international business assignmentreflects whether the employees thought that the organization was suffering from an aspect of cultural issues. In this case, the 3rd employee stated that there was a huge dissatisfaction and difference from the parent company. The individual cultural issue is an important part that has to be addressed because all the expats face a language barrier in the office of IGA. In addition to that this also is a huge factor that creates problems and communication limitations with their very own colleagues.

As a result, they are also not able to express and mingle with the regional people of Singapore. Moreover, the 13th interviewee of the international business assignmenthighlighted that the language policy is one of the major causes of the dissatisfaction of the expats. Only the staff meeting is particularly held in English. Regular communication is not that formal. This creates a problem in communicating with colleagues. There is also a case of trouble while providing direction for asking questions about the problems that they related to performance. In addition to that, the 15th interviewee for the international business assignmentalso stated that as a matter of fact, it is heard that the expats in Singapore are not exactly welcomed by the regional people in the organization. They also have a notion that foreigners steal their job while not respecting their norms and culture. This is a huge case of disadvantage and satisfaction that the expat employees face while working in Singapore.

According to Tsegaye, Su, and Malik, (2019), organizational cohesion must be done in a particular way. In this case, cultural tolerance is a huge key to an effective work environment. In various situations, it is elaborated that the colleagues are not tolerant of the cultures that are followed by the other expat members (Tsegaye, Su, and Malik, 2019). As a result, this brings forward unwanted situations that can hamper the reputation of the company. The expat employees working in a particular organization can face loss of motivation, loss of the workforce, and also develop issues related to anxiety. In addition to that, it also seems that sometimes expats are not well received by their co-workers. It is found in the international business assignment that this may also create a difference among work attitudes that is not fit for cultural growth. In this case, IGA also faces the same threats. This can also reduce motivation and make the expats think that they are not part of the family. This is one of the reasons why companies like IGA have to focus on cultural parameters.

5: Conclusion and Recommendations
5.1 Conclusion
After concluding the results of the international business assignmentresearch, it is clearly evident that the Cross Cultural environment in the regional offices plays an important role in the Job satisfaction of the expatriates. The literature clearly extracts that expatriates have a hand in the success of the regional offices of International companies that set up businesses globally. Similarly, the company Ingensoma (IGA) has established its branch in Singapore to access its Derivatives market and expand its business. All the employees from Korea have been sent as expatriates to improve their performance. But there are some difficulties that they face because of cross-cultural issues and measures are required to mitigate them.

As per the international business assignment analysis the main cross-cultural barrier that expatriates face in this company is the problem of differences in language. They form a hurdle in communicating with colleagues and the expats need to overcome them to contribute to the growth of the regional office. From the interview analysis, it is clear that they also face problems because of accommodation and other factors that stop them from fitting in. They also disrupt the work-life balance that the expatriates have in mind and decrease the efficiency and quality of work they are here to offer.

In this international business assignment, the employees already working at the regional offices are also not able to communicate back to the expatriates for language and cultural barriers. From the interview, it is also clear that the expatriates are treated as outsiders and not exactly welcome in their cultural community of the office. IGA needs useful measures to settle such problems so that the expatriates can achieve job satisfaction and indirectly leading to more productivity and profits for the company. Some recommendations are presented below in the international business assignmentto work on these issues and create a positive work environment needed for expatriates to exercise adaptation and facilitate job satisfaction.

5.2 Recommendation
5.2.1 Training Expatriates before appointment to regional offices
Most of the workers in the main office are unaware of the environment of the regional offices and the surrounding communities. The company must provide proper training to deal with all the situations and also teach them about the country or economy they are going to settle for work (Venkataiah, 2022). It is recommended in the international business assignment that the company IGA must involve its expats in the training and development programs before sending them off to the regional derivatives trading office located in Singapore. Every little aspect like the culture, festivals, religions, communities, behaviour towards foreigners, and others must be included in these training sessions.

5.2.2 Steps to remove the Language Barrier
Language is the main theme revolving around the problems graced by the expats in this case. It is recommended in the international business assignment that the company needs to hold proper rules and guidelines that denote the use of common and acceptable languages like English. If this becomes a problem or the Singapore office rejects the idea, the expatriates must be given regular sessions to learn the local language used in the office environment altogether (Chen and Lin, 2019). In this case, the average learning classes must be provided to them in Malay before relocating to their workplace.

5.2.3 Career development training
After the appointment and proper delegation of work in the regional office, some development and training practices must be implemented by the upper management present there (Shortland and Porter, 2020). It is recommended in the international business assignment that these training sessions related to the career opportunities that the expatriates have from there and all the information and resources must be provided to retain the expats in their office. They can benefit greatly from such training, coaching, and mentoring. Certain individuals that the expatriate will be able to trust like previous expatriates present in the company belonging to the same country or origin. They can assist an individual to develop his skills and also help them solve all the problems related to career or workplace complications.

5.2.4 Providing Benefits
The foreigners, being unfamiliar with the environment, face different career and personal problems. These problems can arise due to various factors like accommodation, transportation, family members, and many others (Mane and Arora, 2018). It is recommended in the international business assignment that first of all, companies like IGA must provide them with good compensation which is the main factor to convince them to relocate. Following this, the company must be responsible to find them a good location near the regional office so that they do not have to face the problems of finding it. Additionally, the company must also provide allowances and contribute to factors like commuting, shifting costs, extra amenities if the family gets shifted with the expatriate, and others.

5.3 Research limitation
This international business assignmentresearch is conducted on a particular company of IGA that has its expatriates shifted to a new location in Singapore. Hence, the international business assignment is about the barriers to job satisfaction caused due to cross-cultural differences between two countries. Hence, the international business assignment lacks the views and incidents that happen between other communities and cultures in other parts of the world. It also does not capture the other problems faced by expatriates like finances, adjustment to business, building relationships, and others that are also as important as job satisfaction in a workplace.

5.4 Future implications of the research international business assignment
The scope of using this international business assignmentresearch in future projects is wide. It gives a great deal of insight into the foreigners who come to Singapore. It can help readers understand the culture of Singapore and the steps that various organizations need to take for improving the workplace environment to job satisfaction for their expatriates. Cross-cultural factors to be considered into important factors which impact employee skills, job roles as well as performance in international workplace scenario.

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Appendix
Interview questions
Are you satisfied with the job role
Why are you not satisfied with the job role in the organization
What do you think culture is important for the working environment
How will you describe the workplace environment of your organization
What management style is included in the organization Is this suitable for cross- cultural environments
What is the value you gained from the organizational culture
How can you handle work in an organization and work-life balance
What do you think your organization suffering from the problem of cultural issues
What are your suggestions for mitigating the issues of job satisfaction in the organization
Do you think that job satisfaction is important for the company’s culture development
What strategies will you implement to bring a sustainable organizational culture for employees

Appendix
Gantt Chart