Repatriation Case Study

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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,

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