Training and Preparing Expatriates
Globalization has created opportunities for employers to find the skilled professionals they desire, whether they are in their own national market or elsewhere. These professionals that are being recruited from other nations are called expatriates, and they are chosen to live in another country either temporarily or permanently. There has been an increase of expatriates starting at the end of the 20th century due to the variety employers are now capable of finding. In fact, globalization has actually doubled the number of expatriates within only a matter of a few years (worldatwork.org). Now, ...view middle of the document...
Bringing family along will also provide another solution to help keep the expatriate focused on the task at hand. Other solutions include monetary bonuses; accommodations, both with housing and with communication to family and friends back home; acclamation period, in which expatriates arrive one week before starting to become adjusted to daily life; and bonding with other expatriates in your company. The amount of solutions to the main concerns revolving around expatriate training is vast and will always cater to the professionals that seek this opportunity.
Statement of the Problem
A clear understanding about the issues surrounding expatriates and the importance of solving these issues is a topic that needs attention. As previously stated, some of the issues surrounding expatriates include: culture shock, family issues, loss of employment opportunities, and stress. In this section a more in-depth look at the issues that expatriates face and the benefits to solving these problems will be addressed.
Culture shock is inevitable when moving to a new country. “Expatriates can lead a high-pressure lifestyle. Stress, a poor work-life-balance and being away from their home comforts can cause all manner of health problems.” (Barrett, 2009) The effects of culture shock may range from mild uneasiness or temporary homesickness, unhappiness or even, in extreme case; panic, irritability, hypersensitivity and loss of perspective are common symptoms. When one feels the effects of culture shock it is bound to be apparent in the way they perform at their job. This issue needs to be addressed so that companies can take preventative measures to help their employees adapt to the new country they are living in. Companies need to realize that there is a need for culture training and ways to acclimate to their new surroundings before they leave.
The way one’s family copes with either the new country they are living in, or with the long distance relationship they are now getting used to, is also a problem that expatriates face on a daily basis. “Multinational corporations (MNCs) are having difficulty retaining expatriates for their global operations. It is estimated that 10-80% of expatriates sent on foreign assignments return home prematurely. One of the reasons for expatriates' failure has been cited as the inability of these managers and/or their spouses to adapt to the host-country's culture.” (Okpara, 2011) This is a major change on more than just the employees. Finding a balance that works for everyone involved is an issue that is going to take both trial and error as well as counseling before one leaves. Solving this issue would be beneficial to not only the employee and their families, but also to the company. If employees have the security of knowing that their families stand behind them and support their decision to relocate to a different country, they are more likely to be focused at work, turn out performances and finish projects...