In today's increasingly global economy, job opportunities with the U.S. subsidiaries of foreign-owned companies are likely to grow, and healthy payoffs may await employees who can cross cultural boundaries. U.S. nationals who work for foreign companies typically develop empathy for other cultures and an ability to interact professionally with people from around the world-- solid qualifications for higher-level jobs.
Just like international travel, though, working for a foreign company calls for a degree of tolerance. Be prepared to cope with cultural diversity and possible hurdles when trying to get ahead. It's helpful if you can manage stress well, particularly when misconceptions arise or decisions are made without you.
At Japanese companies, problems arise most frequently when the firm is managed almost exclusively by Japanese expatriates. Several of these subsidiaries have recently been the target of lawsuits by U.S. employees complaining of discrimination based sex and national origin. "Japanese management tends to disorient American workers," says Yoshi Tsurumi, a professor of international business at Baruch College, City University of New York. "They quit, start huffing and puffing, and naturally attribute their difficulty to Japanese-American discrimination."
To avoid misunderstandings and approach job opportunities with realistic expectations, tactfully investigate the following issues when deciding whether to accept an offer:
What responsibilities are you expected to handle? Are all commensurate with your experience level?
How important is your ability to speak a foreign language?
Who will be your boss, and how long is that person expected to stay in the United States
How many Americans now work in the U.S. office? How does this number compare with three years ago? (The numbers may provide a clue about whether the company is increasing or decreasing its staff of U.S. nationals.)
Who held this position last? Why did the job become available?
Has the firm been sued recently by a current or former employee? (Not a question to ask in interviews, but newspaper clippings are a good source of information.)
Are there any woman managers above the level of assistant vice president? (This will tell you a lot about the company's attitudes toward women, but asking directly probably won't get you the job. Instead, rely on networking to uncover relevant information.)
Will my office be expected to open early to conduct business in Europe, or stay open later to take advantage of the next business day in Asia?
Does the subsidiary receive its marching orders from headquarters, or are decisions made locally?
How well do the U.S. and international staffs interact, and is there much after-work socialization?
Does the company send American employees to visit or rotate through the home office? (Talk to someone who's worked under this arrangement.)
Deborah Jacobs, a business writer specializing in legal topics, regularly contributes to the New York Times, Wall Street Journal, Forbes and Newsweek. Write to her c/o Chronicle Features, 870 Market St., Suite 1011, San Francisco, Calif. 94102. Please include your name, address and telephone number.