Welcome to blogs.oregonstate.edu. Comparing Sweden and the United States on my future career.
I feel that being offered an international assignment in Sweden would feel like both an exciting and intimidating step when compared to the U.S. I can understand how this experience would differ from working from home, based on what I learned in Week 10 regarding international HRM, culture, and global staffing. Sweden has a low power distance and is extremely feminine; therefore, workplaces value equality, collaboration, and work-life balance above tight hierarchy or competitiveness (Holmberg & Åkerblom, 2018). Sweden’s approach is more human-centered than that of the United States, where long hours and performance pressure are common. Swedish workplace culture demonstrates that workers have high levels of autonomy, trust, and social support (Holmberg & Åkerblom, 2018).
I would have to carefully consider staffing systems, employment rights, remuneration structures, and performance goals from the perspective of HR planning. In contrast to the at-will system in the United States, Sweden has formal employment contracts and robust employee safeguards; thus, long-term planning and job security are far more important. Onboarding would probably be slower and more relational, with a stronger focus on cultural fit and teamwork rather than quick performance output, according to our Week 10 recruiting and integration teachings.
Personally, I would also weigh practical factors such as tax structure, cost of living, family policies, and language expectations (Clouse & Watkins, 2009). What would ultimately convince me to accept the assignment is Sweden’s commitment to employee well-being, strong labor protections, and an ethical work climate. I believe this environment would allow me to grow professionally without sacrificing long-term health or balance, something that feels increasingly important after working in fast-paced U.S. organizations.
References
Clouse, M. A., & Watkins, M. D. (2009). Three keys to getting an overseas assignment right. Harvard Business Review, 87(10), 115–119.
Holmberg, S., & Åkerblom, S. (2018). The Swedish way of leadership: Values, norms, and organizational behavior. Journal of World Business, 53(5), 593–604. https://doi.org/10.1016/j.jwb.2018.03.006