Why Expatrie Fail
Why Expatriate Fail? | How to be successful. | | | |
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Word count: 2010 words
Contents Page 1. Introduction 3 2. Definitional of Expatriate 3 3. Expatriate failure 3 4.1 Family stress 4 4.2 Cultural Inflexibility 4 4.3 Emotional Immaturity 5 4.4 Responsibility Overload 5 4. Recommendations 5 5.5 Cross-cultural training 6 5.6 Improvement process 6 5.7 Compensation 7 5.8 Training and management development 8 5. Conclusion 9
1. Introduction
Many organizations are increasingly doing business aboard and expatriate failure is a growing concern and this is widely research by both academics and HR practitioners. Likewise, the firm is about to send its first batch of employees to run the operations in a new subsidiary, it is an area of concern. Therefore this report will explain on why such assignments fail and will recommend solutions on how to overcome such failures.
2. Definitional of Expatriate
An expatriate is a home-country person whom has been sent to a different county for an assignment. The term is often using in the context of professionals send aboard by the companies, as opposed to locally hired staff. They represent a costly and sometimes unsuccessful undertaking, yet expatriation remains a strategy for multinational corporations for several reasons. Among these reasons is the potential to facilitate the communication process between the parent location and its subsidiaries, as well as across subsidiaries, aid in establishing country linkages and increase the firm 's understanding of international operations. There are several issues that make using expatriates both desirable and challenging.
3. Expatriate failure
Expatriate failure is usually defined as a posting that either ends prematurely or is considered ineffective by senior management. Most research
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Word count: 2010 words
Contents Page 1. Introduction 3 2. Definitional of Expatriate 3 3. Expatriate failure 3 4.1 Family stress 4 4.2 Cultural Inflexibility 4 4.3 Emotional Immaturity 5 4.4 Responsibility Overload 5 4. Recommendations 5 5.5 Cross-cultural training 6 5.6 Improvement process 6 5.7 Compensation 7 5.8 Training and management development 8 5. Conclusion 9
1. Introduction
Many organizations are increasingly doing business aboard and expatriate failure is a growing concern and this is widely research by both academics and HR practitioners. Likewise, the firm is about to send its first batch of employees to run the operations in a new subsidiary, it is an area of concern. Therefore this report will explain on why such assignments fail and will recommend solutions on how to overcome such failures.
2. Definitional of Expatriate
An expatriate is a home-country person whom has been sent to a different county for an assignment. The term is often using in the context of professionals send aboard by the companies, as opposed to locally hired staff. They represent a costly and sometimes unsuccessful undertaking, yet expatriation remains a strategy for multinational corporations for several reasons. Among these reasons is the potential to facilitate the communication process between the parent location and its subsidiaries, as well as across subsidiaries, aid in establishing country linkages and increase the firm 's understanding of international operations. There are several issues that make using expatriates both desirable and challenging.
3. Expatriate failure
Expatriate failure is usually defined as a posting that either ends prematurely or is considered ineffective by senior management. Most research
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