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Jaguar: Expatriate and International Assignment

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Jaguar: Expatriate and International Assignment
Case 4 Jaguar or Bluebird? Mark Chan’s Decision to Stay Overseas or Return Home after His Expatriate Assignment (A)

Case 5 From Jaguar to Bluebird – Mark Chan Returns Home after His Expatriate Assignment (B)

Teaching Note

This teaching note was prepared by Günter K. Stahl, Assistant Professor of Asian Business and Comparative Management at INSEAD and Chei Hwee Chua, Doctoral Student at the Moore School of Business, University of South Carolina. It is intended to aid instructors in the classroom use of the case Mark Chan’s Decision to Stay Overseas or Return Home after His Expatriate Assignment (A and B).

Financial support for the project "Expatriate Careers" (INSEAD research grant # 2010-502 R) is gratefully acknowledged.

Copyright © 2004 INSEAD, Singapore.

N.B. Please note that details of ordering INSEAD cases are found on the back cover. Copies may not be made without permission.

Case Summary

Mark Chan’s five-year international assignment in a senior management position at corporate headquarters in London is coming to an end. With a generous expatriate compensation and benefits package, a large house with a big garden in the countryside, and two fancy cars, Mark and his family are living a life in England that they can only dream of in their home country, Singapore. Having performed well in his job at corporate headquarters, Mark is offered a promotion opportunity – a very attractive three-year international assignment at his company’s subsidiary in the Netherlands. However, due to family reasons, his wife Linda feels the need to return home in the near future and Mark starts to look for a suitable position back in Singapore. When the position of regional general manager for one of the company’s largest divisions that Mark is hoping to get is offered to someone else, he has to decide whether to continue pursuing an international career or return to a position that would essentially mean a demotion. The case ends with Mark wondering



References: Adler, N. J. (2002). International dimensions of organizational behaviour (4th ed.). South-Western College Publishing. Baughn, C. (1995). Personal and organizational factors associated with effective repatriation. In J. Selmer (Ed.), Expatriate management: New ideas for international business (pp. 215-230). Westport: Quorum. Black, J. S. & Gregersen, H. B. (1999). The right way to manage expats. Harvard Business Review, 77, 52-62. Black, J. S. (1992). Coming home: The relationship of expatriate expectations with repatriation adjustment and job performance. Human Relations, 45, 177-192. Black, J. S., Gregersen, H. B. & Mendenhall, M. E. (1992). Toward a theoretical framework of repatriation adjustment. Journal of International Business Studies, 23, 737-760. Black, J. S., Gregersen, H. B., Mendenhall, M. E. & Stroh, L. K. (1999). Globalizing people through international assignments. Addison-Wesley Longman. Brewster, C. (1991). The management of expatriates. London: Kogan. Caligiuri, P. M., & Lazarova, M. (2001). Strategic repatriation policies to enhance global leadership development. In M. E. Mendenhall, T. M. Kühlmann & G. K. Stahl (Eds.), Developing global business leaders (pp. 243-256). Westport: Quorum. Dowling, P. J., Welch, D. E., & Schuler, R. S. (1999). International human resource management: Managing people in a multinational context (3rd ed.). Cincinnati: South-Western College Publishing. Evans, P., Pucik, V. & Barsoux, J.-L. (2002). The global challenge: Frameworks for international human resource management. New York: McGraw-Hill. Hammer, M. R., Hart, W. & Rogan, R. (1998). Can you go home again? An analysis of the repatriation of corporate managers and spouses. Management International Review, 38, 67-86. Harvey, M. G. (1982). The other side of foreign assignments: Dealing with the repatriation dilemma. Columbia Journal of World Business, 17, 53-59. Martin, J. N. & Harrell, T. (1996). Reentry training for intercultural sojourners. In D. Landis & R. S. Bhagat (Eds.), Handbook of intercultural training (2nd ed., pp. 307-326). Thousand Oaks: Sage. Mendenhall, M. E., Kühlmann, T. M., Stahl, G. K. & Osland, J. (2002). Employee development and expatriate assignments. In M. J. Gannon & K. L. Newman (Eds.), Handbook of cross-cultural management (pp. 155-183). Oxford: Blackwell. Napier, N. K. & Peterson, R. B. (1991). Expatriate re-entry: What do repatriates have to say? Human Resource Planning, 14, 19-28. Selmer, J. (1999). Corporate expatriate career development. Journal of International Management, 5: 55-71. Stahl, G. K., Miller, E. & Tung, R. (2002). Toward the boundaryless career: A closer look at the expatriate career concept and the perceived implications of an international assignment. Journal of World Business, 37, 216-227. Stroh, K. L., Gregersen H. B. & Black, J. S. (1998). Closing the gap: Expectations versus reality among repatriates. Journal of World Business, 33, 111-124. Sussman, N.M. (1986). Re-entry research and training: Methods and implications. International Journal of Intercultural Relations, 10, 235-254.

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