Chapt-8 Re-Entry & Career Issues (1)

8/21/2019 Chapt-8 Re-Entry & Career Issues (1)

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Re-entry and CareerIssues

(Chapter 8)


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The Repatriation Process

Recruitment

And selection

Predeparture

training

On

assignment

Repatriation or

Reassignment


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The Repatriation Process

Three phases:Pre-Departure Sponsor assigned Communication protocols established eb ! media contacts "or conte#t Pre-departure training ! orientation


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During assignment: $ome lea%e

or&-related in"ormation e#changes

On-going communication 'ith sponsor Sstematic pre-return orientation

pon return: *e' assignment

Organi+ational reconnection

Assistance 'ith non-'or& "actors

Rituals or ceremonies to share e#perience


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T'o stages o" culture shoc&

,#planations "or repatriate turn o%er:

,mploees 'ith international e#perience are moreli&el to lea%e the compan

To pursue other e#patriate assignments bene"icial

to their career

Anticipate a lac& o" attracti%e positions to return toand see& out better opportunities outside their

compan


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Individual Reaction to re-entry

An interaction o" se%eral "actors 'hich can be

grouped into t'o categories ("ig-8-):

.ob-related "actors:Career An#iet: The concern about the e""ect o" international

assignment on the person/s subse0uent career

path1 hether the re-entr position matches therepatriate/s career e#pectation


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*o post-assignment guarantee o" re-

emploment

The e#patriate ma "ear the loss o" %isibilit and

isolation "rom the parent compan (especiall in acompletel independent subsidiar) and

conse0uentl "orgotten at the time o" ma&ing

decisions about promotions2

Changes in the home 'or& place


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or& Ad3ustment: Re-entr position: The repatriate "inds

himsel"4hersel" in a position that5 in e""ect5 is ademotion or e%en retrenched (particularl i"

the e#patriate does not ha%e a guaranteed 3obupon repatriation)2

The emploment relationship Poor handling o" repatriates ma ha%e an

ad%erse impact on sta"" a%ailabilit "orinternational assignment


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De%aluing the 6nternational ,#perience: 6" the re-entr position does not seem to e#ploit

their ne'l gained5 international e#pertise1 "eel

underutili+ed

The re-entr position is a less challenging 3ob 'ith

reduced responsibilit and status than that held

during the international assignment or held prior

to the period abroad

The de%aluing o" the international e#perience has

been lin&ed to repatriate turn o%er


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Coping 'ith *e' Role Demands: Role conceptions ma remain in"luenced b that

o" the "oreign assignment

Role discretion re"ers to the "reedom to ad3ust the

'or& role to "it the indi%idual5 ma&ing it easier "orthe person to utili+e past "amiliar beha%ior thus

reducing the uncertaint in the ne' 3ob

Role clarit rather than role con"lict 'as

signi"icantl related to 'or& ad3ustme


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7i%e predictors "or repatriates/

malad3ustment: ength o" time abroad

nrealistic e#pectations o" 3ob opportunities in the

home compan

Do'n'ard 3ob mobilit

Reduced 'or& status and

*egati%e perceptions o" the help and support

pro%ided b the emploers during and a"terrepatriation


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The e#perience o" li%ing and 'or&ing in

another countr can a""ect the person/s sel"-

e""icac (more sel"-con"idence and broader

perspecti%e)

The Repatriate ad3ustment is thus a""ected b

"our ma3or "actors


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The Readjustment Challenge

Altered perspecti%e

9*e'/ person emerges

Repatriation

Compan Changes $ome countr

Societal changes

7amil ad3ustment

,#it considered


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oss o" Status and Pa: The international assignment is a "orm o"

promotion carring greater autonom5 a broader

area o" responsibilit5 and a prominent role in thelocal communit (kingpin sndrome)

The loss o" e#patriate premiums results in a

lo'ered pa


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Social 7actors: The international e#perience ma create a

pschological and social distance

Realit shoc& due to glamori+ing the li"e bac&

home

Reestablishing social net'or&s A sense o" loss as the le%el o" attention and

support is 'ithdra'n

A close e#patriate communit

Children ma also "ind re-entr di""icult

,""ects on partner/s career


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Multinational responses

Three reasons "or an e""ecti%e repatriation

process:

Sta"" a%ailabilit and career e#pectations oundarless careers: 'here highl 0uali"iedmobile pro"essional builds his or her career

competencies and labor mar&et %alue through

trans"ers across boundariesReturn on in%estment Cost4bene"it analsis o" "inancial4non"inancial data


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;no'ledge trans"er:

7in& et al classi"ied repatriate &no'ledge into "i%e

categories:


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Designing a Repatriation

Program


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Topics covered by a

repatriation program

Preparation5 phsical relocation ! transition

in"ormation

7inancial and ta# assistance

Re-entr position and career path assistance

Re%erse culture shoc&

School sstem and children educationor& place changes


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Stress management5 communication related

training

,stablishing net 'or&ing opportunities

$elp in "orming ne' social contacts

Chapt-8 Re-Entry & Career Issues (1)

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