Foreword
Expatriate life in the past has been regarded as luxurious, exciting and dynamic. These perceptions, whether correct or not, have persuaded many people to work for multinational companies (MNC′s). On the one hand, an MNC′s recruitment strategy, however, do not occur in a vacuum and as a consequence changes in the international environment can have an important influence on their desire to employ expatriates. While, on the other hand, the proximity of the home culture and local culture definitely influence how the expatriate family adjust to their assignment abroad. This paper will discuss the advantages as well as the disadvantages of using expatriates for international assignments and it will explain the reasons for the most common failures. In addition, I will summarise the most useful lessons, which an international manager/expatriate has to know before going abroad (e.g. sending, entry, stay and re-entry). Finally, there will be a conclusion in which one can add his or her perception or ideas towards the individual case of assignment (whether it is long-termed or short-termed).
For a start, I will give the reader some definitions, which are important to know when dealing with the subject of foreign assignments. (à to get a short overview one can turn to the attachment-section)
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Table of Contents
- Introduction
- Foreword
- Definitions (Culture, comparison between nations and stereotyping)
- Culture Shock
- The mindset and international assignments
- Main Part I
- A - From first ideas to the solution (Recruitment – foreign assignment)
- Recruitment and Selection (processes in short overview)
- Preparation phase - Conditions for a proper entry-phase
- How to staff the host country facility
- Host country language – Yes or no?
- B-To have success or to fail?
- Advantages
- Disadvantages
- Decision for expatriates
- Drawbacks
- Money-problems – The compensation dilemma
- Failures in Expatriate Management (person-related reasons)
- What are other reasons leading to failures in international management
- Inability of Spouse to adjust
- Comparison (Japan – USA)
- The dual-career-couple
- Main Part II
- Global Skills and questions of assignment
- The Re-entry Phase
- Job-related factors
- Social issues
- The foreign assignment cycle
Objectives and Key Themes
This paper aims to analyze the complexities of expatriate management, encompassing the entire lifecycle from recruitment and preparation to re-entry. It explores both the advantages and disadvantages of utilizing expatriates for international assignments, focusing on common pitfalls and strategies for success.
- Recruitment and Selection of Expatriates
- Cultural Adjustment and Culture Shock
- Factors Contributing to Expatriate Success or Failure
- Compensation and Financial Considerations
- The Re-entry Process and Repatriation
Chapter Summaries
Introduction: This introduction sets the stage by contrasting past romanticized views of expatriate life with the evolving realities of multinational company (MNC) recruitment strategies and the impact of home and host cultures on expatriate family adjustment. It previews the paper's focus on advantages and disadvantages of using expatriates, common failures, and crucial lessons for international managers, culminating in a conclusion inviting personal reflection on assignment types.
Foreword: The foreword establishes a context by noting the changing perceptions of expatriate life and the influence of the international environment on MNC recruitment strategies. It highlights the significant role of cultural proximity in the adjustment process of expatriate families and previews the paper's discussion of the advantages, disadvantages, and common failures associated with expatriate assignments.
Definitions (Culture, comparison between nations and stereotyping): This section provides crucial definitions for understanding expatriate management. It begins by exploring the concept of culture, outlining its multifaceted nature and encompassing traditions, politics, behavior, and more. The section then moves into a discussion of stereotyping, offering examples of national stereotypes and highlighting the importance of objectivity in expatriate interactions.
Main Part I, A - From first ideas to the solution (Recruitment – foreign assignment): This section details the process of recruiting and preparing expatriates for international assignments. It covers the selection process, emphasizing the crucial preparation phase for a successful entry, strategies for staffing the host country facility, and the debate around the necessity of host country language acquisition. It lays the groundwork for the success or failure of the entire expatriate experience.
Main Part I, B - To have success or to fail?: This section delves into the factors contributing to the success or failure of expatriate assignments. It weighs the advantages and disadvantages of using expatriates, examining financial compensation issues, and analyzing common reasons for failure, including personal and spouse-related factors. The chapter uses a comparison between Japan and the USA and addresses the challenges specific to dual-career couples.
Main Part II, 1.) Global Skills and questions of assignment: This section focuses on the global competencies required for successful international assignments, exploring the skills and attributes needed for expatriates to thrive in diverse contexts. It bridges the gap between the preparation and the realities of the assignment itself, anticipating the challenges and successes linked to skills and experience.
Main Part II, 2.) The Re-entry Phase: This section addresses the often-overlooked aspect of repatriation, analyzing both job-related and social issues faced by returning expatriates. It considers the transition back to the home country, encompassing both professional and personal readjustments. The integration of the individual back into the original work environment and social structure is given detailed attention.
Main Part II, 3.) The foreign assignment cycle: This section synthesizes the entire expatriate experience, viewing it as a cyclical process. It offers a holistic perspective, connecting the various stages from initial recruitment to successful reintegration. The chapter emphasizes the importance of considering all phases of the assignment to achieve a successful outcome.
Keywords
Expatriate Management, International Human Resource Management (IHRM), Culture Shock, Recruitment, Selection, Cross-Cultural Training, Repatriation, Compensation, Assignment Success/Failure, Dual-Career Couples.
Frequently Asked Questions: A Comprehensive Guide to Expatriate Management
What is the overall focus of this document?
This document provides a comprehensive overview of expatriate management, covering all stages from initial recruitment and preparation to the repatriation process. It analyzes the advantages and disadvantages of using expatriates, identifies common reasons for assignment failures, and offers strategies for success.
What topics are covered in the Table of Contents?
The Table of Contents includes an introduction, foreword, definitions of key concepts (culture, national comparisons, stereotyping), culture shock, the mindset for international assignments, detailed sections on recruitment and preparation, success and failure factors (including financial considerations and challenges faced by dual-career couples), global skills, the re-entry phase, and the overall expatriate assignment cycle.
What are the main objectives and key themes explored?
The main objectives are to analyze the complexities of expatriate management throughout its lifecycle, to examine the advantages and disadvantages of using expatriates, and to highlight common pitfalls and successful strategies. Key themes include recruitment and selection, cultural adjustment, factors influencing success or failure, compensation, and the re-entry process.
What are the key takeaways from each chapter?
The introduction contrasts past idealized views of expatriate life with modern realities. The foreword emphasizes the changing perceptions of expatriate life and the role of culture. The definitions section clarifies key terms. Part I, Section A details the recruitment and preparation process. Part I, Section B analyzes factors contributing to success or failure. Part II explores global skills, the re-entry phase, and the cyclical nature of expatriate assignments.
What are some specific challenges discussed relating to expatriate assignments?
The document discusses challenges such as culture shock, difficulties with cultural adjustment, financial compensation issues, problems related to spouse adjustment (especially for dual-career couples), and the complexities of the re-entry phase.
What are the key factors contributing to the success or failure of expatriate assignments?
Success or failure hinges on effective recruitment and preparation, cultural sensitivity, adequate compensation, strong support systems, and careful management of the re-entry process. Failures are often linked to inadequate preparation, cultural misunderstandings, financial difficulties, and family issues.
What is the significance of the re-entry phase?
The re-entry phase, often overlooked, is crucial. The document highlights both job-related and social issues faced by returning expatriates and emphasizes the importance of a smooth transition back into the home country's professional and social environments.
What are the key words associated with this document?
Key words include Expatriate Management, International Human Resource Management (IHRM), Culture Shock, Recruitment, Selection, Cross-Cultural Training, Repatriation, Compensation, Assignment Success/Failure, and Dual-Career Couples.
Who is the intended audience for this document?
The intended audience includes academics, researchers, and professionals involved in international human resource management, particularly those concerned with expatriate assignments.
Where can I find more information on expatriate management?
Further information can be found through academic research databases, professional journals on international human resource management, and books specializing in expatriate management and cross-cultural training.
- Quote paper
- Martin Kremer (Author), 2000, The Management of Expatriates, Munich, GRIN Verlag, https://www.grin.com/document/5033
