The main idea is that when the assignment is completed, the organisation whether brings home the manager to the parent-country, or in case the manager shows willingness, he is being transferred to another location as expatriate again (Dowling, et al., 2013).
In general, Dowling and his colleagues (2013) have identified and illustrated the main activities and practices of repatriation (see Figure 6). The Figure illustrates well that the preparation for repatriation does not begin when the termination of the assignment is getting closer, but rather – and in best cases – already pre-departure.
Figure 6. Repatriation activities and practices
Source: Dowling, et al., International Human Resource Management, 2013, pp. 190
Cultural shock upon expatriation
…show more content…
One way to explain the high levels of turnover of managers on repatriation is provided by Lazarova and Cerdin (2007). According to the authors, it possible to divide into two groups the repatriates: the frustrated and the proactive, which is in accordance with the main reasons of leaving the company upon returning from the international assignment (Figure 8, GMAC GRS, 2016).
Figure 8. Most common reasons for assignees to leave company after repatriation
Source: GMAC Global Relocation Services, 2016, Reason for Post-Repatriation Attrition
Family issues might arise, as mentioned above, from the reduction of allowances and losing all the benefits of the expatriate life. Being an expatriate abroad might give the manager and the family the feeling of belonging to a higher, more special group in the host country. Upon return, they become a normal family without any distinction (Dowling, et at., 2013). Also, this category includes the problems, spouse might have by returning to the home country and seeking for a job opportunity after a longer period of break in the career (Collings,
Wood, E (2010, December). Enhancing Performance by Reducing Uncertainty in Expatriate Assignments. Retrieved from http://www.regent.edu/acad/global/publications/rgbr/vol4iss1/RGBRVol4Iss1Art3.pdf
Lee, H. W. (2005). The factors influencing expatriates. The Journal of American Academy of Business, 273-278.
This case study was about the president of Bubba Gump Shrimp Company, a restaurant chain specializing in seafood, whose practice structure and secret to success was to have and maintain minimal management turnover. In fact, his focus on turnover was so successful that he did not have a general manager leave for 3 years, and he has decreased management turnover from 36% to 16% in 2 years. The motivation of an organization’s employees significantly affects it success. Additionally, employee turnover, absenteeism, and tardiness weaken employee productivity.
DeParle, J. (2010, June 25). Global Migration: A World Ever More on the Move. The New
The idea of the repatriation of Blacks to Africa is a theme that runs deeply within Rastafarian beliefs. Although the concept of Ethiopia being the true and glorious home of all Blacks is imbedded in Rastafarian beliefs, the idea dates much farther back in history. Dating back to the African slave trade beginning in the eighteenth century, Ethiopianism has influenced the Black race dramatically. People such as Marcus Garvey have raised the world’s awareness of the oppression of the Black race and his solution of repatriation. Garvey believed that if Blacks could have a land of their own, where they could prosper and gain power then the world would have to respect this nation and it’s people. (Barrett, 1997, P.68-69)
International businesses are also finding new ways of increasing diversity abroad. Instead of using expatriate employees as management, they are starting to hire locals. Companies that operate abroad are realizing that using expatriate employees is not a permanent solution. They are often expensive, and are not capable of translating their skills into the new environment. In a company that operates globally, it is important that the company knows how to relate to the local markets, and a great way to do this is by hiring local talent. Hiring locally is cheaper, there is not a language barrier, and they are accustomed to the business environment in the area(5). They can also help the business by providing a new perspective into international markets, and offer ways that the company can improve their diversity abroa...
Butcher (2002) described that reentry to home country is “a grieving process”. Sojourners grieve from the loss of relationship and experiences in the host country and at the same time they have to adjust to their home culture, societal expectations and reintegrate to the old relationship.
Weaver Pharmaceutical had a policy of moving U.S. personnel from one foreign post to another with occasional tours in the home-office international division. Each such assignment generally lasted for three to five years. There were a limited number of expatriates, so company personnel policy was flexible enough to allow an employee to stay in a country for an indefinite time if desired. A few expatriates had stayed in one foreign post for over ten years.
Martin, P., 2008. Another Miracle? ManagingLabour Migration in Asia.Bangkok, 20-21 September, 2008, Bangkok: United Nations.
On the other hand, migration can provide some negative impacts. One of them is unemployment of native population. As it was said before, foreign-born are more profitable for employers; therefore they have bigger chance to receive the workplace than native people. From 1997 to 2006 the UK-b...
Different cultures place varying values on loyalty to the employer. In some countries, most notably in Asia, there is a high degree of loyalty to one company. However, in most European countries and the United States, loyalty at ones employer is not highly values; instead it is considered more rational and reasonable for an employee to change jobs whenever it is warranted to achieve the optimal overall career. Both of these positions have advantages and disadvantages.
Migration is an important source of change as it shapes and re-shapes societies, making them more diverse and complex. The decision of relocation of the particular group is reinforced by the consequences for their action in terms of resettlement and rehabilitation. Voluntary resettlement is a development induced displacement in which the willingness of the participants to resettle and the right to refuse displacement based on the rehabilitation package offered by the State government gives it an edge over involuntary resettlement. The current study aims to explore the positive impact of voluntary resettlement on the mental health of the participants. The research objective was qualitatively explored with six participants sampled through purposive
Living abroad will over concern your health and will the doctors be able to help you like they did in your own country or city. Also people can feel lost or confused about the being in a new area. A lot of emotions will be going through their minds like anger, fee...
High turnover rate of expatriate: expatriate managers are frustrated with the performance and practices of local employees. And they do not have enough international experience and cross-cultural communication and sensitivity training.
In the present day organisations are expanding their operations to different countries of the world. They therefore need people to work there “expatriates”. Once the international assignment is completed, the expatriates have got to go back home, the process of repatriation begins. Even though most expatriates and managers presuppose that the repatriation process will be easy seeing as the employee is just returning home, research has substantiated that this is a tricky process. There is indication that it could be more difficult to adjust to the home environment as opposed to adjusting to life in a foreign nation. Therefore, repatriation process ought to be considered keenly (Baruch et al 2002).