Introduction
Multinational establishments are characterized by the presence of a controlling stake not in one country but in different ones. In Canada, multinational companies account for approximately one percent of all enterprises (TMF Group, 2017). Canadian corporations are actively hiring employees whom they search for outside the country (May, 2017). There are various types of assistance and provision of comfortable working conditions for employees who are not natives of Canada and who came to work from another company.
Multinational Companies in Canada
Canadian firms enable employees to adapt to a new place of work and specific features if the company does not have a relationship with the employee. In addition, managers often help employees by conducting training and seminars so that co-workers understand the work, know how exactly the work is being built in Canada, and more (Tang and Assche, 2017). Various programs are aimed at helping in the search and further career growth in work.
Canadian enterprises also assist particularly successful employees in obtaining a residence permit. There is a program that helps foreigners who speak French well to move to Canada and introduce a usual way of life there, that is, to live, study, and work (Ballor and Yildirim, 2020). This program promotes the development and preservation of Canada’s French language and culture. Moreover, multinational enterprises in Canada set fair wages for the work of foreign workers (Backer et al., 2019). This naturally attracts people to work and helps to stay in their chosen field for a long time.
In addition to establishing fair wages, Canadian establishments regulate a comfortable vacation schedule for employees. Companies working with foreigners attract employees by offering more extended vacations than is required by law (TMF Group, 2019). The management pays for part of the vacation time, making working in Canadian companies attractive. There are various specialized vacations, for example, parental leave or sick leave. Canadian companies also help in obtaining medical insurance, which includes dental services (Cohen, 2020). To encourage the most successful employees, companies can use various types of expensive gifts, such as a trip to another country.
Employers in Canada care not only about the physical health of their subordinates but also about providing them with psychological support. Latimer (2021) claims that the productivity of morally stable employees increases by 36%. Undoubtedly, the availability of health insurance and assistance to employees can significantly impact the decision to choose a workplace. Dentistry and pharmacy are important for employees, as it requires a lot of financial costs.
Canadian companies are ready to assist in returning repatriates to the state. Some managers believe they could get the necessary knowledge and skills at another job they might need in this field or position (Buckley, 2020). In addition to their efforts to work in the company, expatriates can also share their work and life experience in another country, which can be helpful for other employees and can help them solve complex cases (Kyove et al., 2021). That is, expatriates help future specialists develop their knowledge, skills, as well as leadership, and ability to work with foreign companies.
Conclusion
In conclusion, the heads of multinational companies in Canada are wise and fair managers who have an opportunity to appreciate the work of a foreign employee. Undoubtedly, working in a multinational company in Canada has many advantages, making it possible to choose favor one or another company. Companies offer various types of bonuses and free services for foreign employees to make the shift of work smoother and more comfortable and keep valuable employees on their staff.
Reference List
Backer, K., Miroudot, S., and Rigo, D. (2019) Multinational enterprises in the global economy: heavily discussed, hardly measured. Web.
Ballor, G. A. and Yildirim, A. B. (2020) ‘Multinational corporations and the politics of international trade in multidisciplinary perspective’. Cambridge University Press, 22(4), pp. 573–586. Web.
Buckley, T. R. (2020) ‘Multinational companies and the cultural industries: W.H. Smith in Canada, 1950–1989’. Cambridge University Press, 94(4), pp. 699–727. Web.
Cohen, M. (2020) ‘Doing business abroad: a review of selected recent Canadian case studies on corporate accountability for foreign human rights violations’, The International Journal of Human Rights, 24(10), pp. 1499-1514. Web.
Kyove, J., et al. (2021) ‘Globalization impact on multinational enterprises’ World, 2(2), pp. 216-230. Web.
Latimer, P. (2021) Mandatory employee benefits in Canada. Web.
May, C. (2017) ‘Multinational corporations in world development: 40 years on’, Third World Quarterly, 38(10), pp. 2223-2241. Web.
TMF Group (2017) Infrastructure draws multinational companies to Canada. Web.
TMF Group (2019) How to hire foreign employees in Canada. Web.
Tang, J.and Assche, A. (2017) ‘Multinationals and offshoring: firm-level evidence from Canada’, Canadian Public Policy, 43(2), pp. 1-14. Web.