Chapter Overview
In this chapter researcher presented conclusion and suggestions of the thesis study.
Finalized conclusion of the study made based on the findings of the study which was presented in Chapter IV. Suggestions for mining companies and practitioners were made based on the purposes and findings of the thesis study.
The main purpose of this study was to identify what is the role of expatriates on knowledge transfer process in mining companies of Mongolia, what kind of knowledge transferred by expatriates, what are the main factors and difficulties affecting knowledge transfer process. Research was conducted by qualitative approach, researcher designed framework based on the literature review and interview questions was designed according to framework.
Conclusions
Expatriate’s Role on Knowledge Transfer
Findings of the study indicate that beside main professional duties all the expatriates play role as an advisor, mentor, leader and director. Expatriates fully recognize their role as knowledge transferor. Education background and profound professional experience in the related field makes expatriates valuable source of new knowledge and experience for Mongolians mining companies. Additionally to education background and experience personal willingness plays major role in knowledge transfer process. As we can see from findings all the expatriates have willingness and desire to share and transfer their knowledge and experience. Therefore based on the findings of the study researcher concluded that expatriates who are assigned to Mongolian mining companies play an advisor, mentor, guide, leader and director roles. Through those roles knowledge and experience becomes transferable. All the participated expatriates have necessary characteristics and requirements for knowledge transferor.
62 Types of Knowledge Transferred by Expatriates
Interview participants homogenously expressed that Mongolian professionals especially professionals in geology have good performance and skill. Mainly Mongolian employees and professionals‟ lack of hands on experience in administrative, management tasks and in new technology in terms of mining equipment exploitation. Expatriates introduce new technology and international business methods like: documentation, financial issue, planning. Therefore researcher concluded that expatriates mostly transfer to Mongolian employees‟ management and technology related knowledge. Company policy and business strategy was not mentioned by any expatriates.
Factors and Obstacles Affecting Knowledge Transfer Process
Researcher considered following factors as a most influential to knowledge transfer process: Leadership, Information Communication Technology, Team/Co-Workers, Rewards and Incentives. Interview questions were designed to reveal how those factors affect expatriates on knowledge transfer process. Based on the research findings researcher concluded that Mongolian mining company‟s leaders are very supportive about knowledge transfer. They make lot of effort to find capable and sufficient expatriate who will share their knowledge and experience with Mongolian employees. As we can see from the findings all interview participants/expatriates have good education background and diverse experiences to their related fields. Almost all the expatriates were exposed internationally and had a knowledge sharing experience in different countries. Therefore researcher concluded that leadership in Mongolian mining companies encourage and support knowledge transfer between expatriates and Mongolian employees. They emphasize and do their best to bring competent expatriates. In order to be more cheerful and supportive leaders in Mongolian mining companies must give feedback and a comment as knowledge transfer successfully occurs. Because as we can see from findings only two expatriates expressed that they do receive feedback and comments rest did not receive deserved or wanted feedback from their leadership.
Without sufficient information communication technology it is impossible to connect with people and transfer knowledge with them. Finding of the study shows that all the expatriates
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have necessary ICT equipment in their working environment. None of expatriates expressed that they have difficulty accessing ICT equipment. Therefore researcher concluded that Mongolian mining companies equipped very well have all the necessary modern technology and equipment to support knowledge transfer.
Third factor which was considered by researcher as important is co- workers attitude.
Findings revealed that younger employees are very enthusiastic and keen towards new knowledge and experience. They appreciate and value new knowledge and experience transferred by expatriates. Unfortunately all the expatriates expressed that elder employees are passive and reluctant towards new knowledge and experience. It takes time and patience from expatriates in order to transfer new knowledge and experience. Beside that expatriates stated that most of Mongolian employees have some hesitance and fear to challenge expatriates or come up with questions. Especially it comes up when they need a help. According to expatriates it takes time to nurture open and free, two way communication between expatriates and Mongolian employees. Therefore researcher concluded that Mongolian employees‟ especially young employees have willingness and desire to absorb new knowledge and experience. Elder or senior positioned employees lack of enthusiasm and willingness towards new knowledge and experience. Hesitance and fear to interact with expatriates slows down the knowledge transfer process.
Knowledge transfer literature mentioned that rewards and incentives as one of the most important factors which affect successful knowledge transfer. Findings of the study reveal that none of expatriates received rewards or incentives while they were working in Mongolia. None of them expressed that they expect rewards and incentives for their knowledge sharing. They responsibly understand that main purpose of their assignment is to transfer knowledge and experience to Mongolian employees. Expatriates homogeneously answered that they should not be rewarded for their knowledge sharing. Living far from their home and family most of expatriates count appreciation, friendship, acceptance and respect as reward. Lifelong friendship and acceptance is most valued by expatriates more that any rewards. Therefore researcher concluded that rewards and incentives are not much important for expatriates who assigned in Mongolian mining companies as it mentioned in literature review.
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Researcher considered following factors as difficulties: fear to lose power and superiority, co-workers ability and culture difference. Findings of the study revealed that all the expatriates are comfortable when they share knowledge and experience with local co-workers. They don‟t regret about effort and time that they spend for knowledge sharing. All of them are very enthusiastic and active towards to developing knowledge sharing environment in the organization. About fear to lose power and superiority expatriates understand that main purpose of their assignment is developing Mongolian employee through sharing their knowledge and experience. They don‟t have a fear to lose power and superiority. They agree that it is inevitable that after certain years Mongolians will be capable to manage and lead Mongolian mining sector by Mongolian professionals. Therefore researcher concluded that expatriates don‟t have fear to lose their superiority and privileges all of them recognize benefits of the knowledge management and especially knowledge transfer.
Co-workers ability is one of the most crucial factors which impact successful knowledge transfer. Although Mongolian employees are enthusiastic and keen towards to new knowledge, ability to absorb that knowledge determines whether if they receive transferred knowledge or not.
Findings reveal that most lacking ability in order to receive new knowledge and experience from expatriate is English language ability. Only two expatriates expressed that they don‟t have difficulties associated with language rest expressed that co-workers low fluency in English makes knowledge transfer process slow. None of expatriates expressed that country culture affect negatively to knowledge transfer. Therefore researcher concluded that poor English language ability of Mongolian employees is negatively impacting knowledge transfer between expatriates and Mongolian employee.
Suggestions
Purpose of this thesis study is to find out: What are the expatriate‟s role on knowledge transfer, what type of knowledge transferred from expatriates to Mongolian employee, what are the main factors and obstacles which are affecting knowledge transfer process. Suggestion were made according to the main purpose of the thesis study additionally researcher emphasized some
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suggestions which will help practitioners and future researcher to develop knowledge management in Mongolian mining organizations.
Expatriates agreed that main purpose of their assignment is to share and transfer knowledge to Mongolian employee. They have all required ability like: good education, diverse experience and personal willingness. Organizations and individuals must create friendly and welcoming environment in order to fully receive knowledge and experience that expatriates are bringing with them. Especially inside the organization co-workers must assist expatriates to adjust and understand Mongolian culture and life style. Better adjustment and better understating of the local life style and people will help expatriates interact with Mongolian employees more openly and it will reduce misunderstanding between expatriate and Mongolian employees.
Findings reveal that most of Mongolian employees have high professionalism. But they lack of hands on experience especially they lack of international methods in management and organizational skills. As we can see from finding young employees are keen and enthusiastic about knowledge transfer but hesitance and fear from seniors slows down knowledge transfer process. Therefore in order to learn and develop, young employee must nurture open communication with expatriates and senior employees. Additionally according to the highlighted interview respond we can see that most of Mongolian young professionals refuse and unlike to have practical experience most of them want to have high position right way. But without experiencing stages of the career path it is difficult to become skillful and successful professionals. Young graduates must have patience and passion to their profession if they really would like to become successful in the future. They must know all the different aspect of that field. Excellent academic achievements senior position right after graduation doesn‟t guarantee that he or she is successful. Only combination of high academic achievement and practical experience in mining site and in work environment will create real skillful professionals.
Mongolian employee especially young employees should not be scared of challenges they should understand that high professionalism comes with practical experience. Although it is difficult to work in remote mining site, this is the only way to gain practical knowledge and better understanding of the related field. Researcher suggests that young employee and future professionals must have practical experience while they are studying in university and institute.
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This is very possible to do during student summer break and vacations. Challenges are hard to handle but in end it will improve competitive advantage.
Second important issue about employee‟s attitude to consider is senior management and expert‟s passiveness towards new knowledge and experience from expatriates. Leadership support, expatriates effort and individual employee desire cannot assure successful knowledge transfer, because senior managers and experts play vital role in the organization. They link entire organizations without their support knowledge transfer will be lost and cannot result desired achievements. Therefore senior management must understand advantages of knowledge management and specially knowledge transfer. If senior management really would like to lead successful organization they must understand that new approach and new knowledge is the key to success.
All the organization must nurture friendly, open environment for all the members of the organization. Employees in all the level must understand that asking help is not negative thing they should not feel ashamed or feared because they don‟t know this or that thing. Pretend to understand or complete task insufficiently is worse that asking for help. Mongolians are very proud people in some case because of that they don‟t admit that they don‟t know instead they just pretend to know. This type of characters won‟t be beneficial to anyone. Therefore Mongolians must understand that by being enthusiastic and active in knowledge transfer process they can improve and develop.
Beside attitude crucial factor to consider is employee ability. All the expatriates expressed that Mongolian professionals in mining field doesn‟t have sufficient English language ability to interact. Mongolian professionals especially professionals in mining field must develop English language ability in order to receive all the knowledge and experience from expatriates.
Universities and institutes must provide English language course which must be specified by mining field. Because just knowing English language doesn‟t guarantee 100% understanding because this field has their own terminology and defined words to use. Additionally English is official business language in current days especially in terms of international mining business.
Therefore Mongolian professionals must consider English language as one of the most necessary skill. English language course must be mandatory in all the university and institute which prepare future mining professionals.
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Findings revealed that Mongolian mining company‟s leaders are very supportive about knowledge transfer. In order to improved they must trigger and create friendly environment for it.
Easiest and simplest way to encourage knowledge transfer is to know when to give positive feedbacks and comments.
For the future researcher there are many expatriate related studies which haven‟t been done before in Mongolia. Literature review related to expatriates topic almost not existing.
Researchers can make groundbreaking studies like expatriate adjustment in Mongolia, or difficulties of expatriates‟ adjustment in Mongolia and so on. This study reflected only expatriates perspective about knowledge transfer in Mongolian mining sector future studies can reflect host nationals/ Mongolian employee‟s perspective toward knowledge management using same framework and approach. Additionally it will be very useful to conduct the study about Mongolian business company culture, at moment Mongolia is facing mining boom lot of foreign companies comes up with investments and with their Western organization culture versus Mongolian business companies just learning and nurturing their own organizational culture.
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