Please enable JavaScript.

Coggle requires JavaScript to display documents.

Slide 33-38, Viewpoints—Host-Country Desires, -->, 37, Transition…

- - - - had not communicated clearly about what would happen to them when they returned
    - - left the company
    - - lacked the opportunities to put their foreign experience to work.
  - - - most positive levels of repatriation adjustment and job performance.
  - - - high levels of repatriation adjustment and job performance.
  - - - general repatriation adjustment and job performance were better.
- - - - Others keep expatriates apprised of what is going on at corporate headquarters and plug these managers into projects upon return
      - Some firms rent or maintain expatriates’ homes until they return
  - - - Offer international outplacement and a post-assignment interview
      - Arrange an event to welcome and recognize the employee and family
      - Provide a thorough debriefing to identify new knowledge, insights, and skills and to provide a forum to showcase new competencies.
      - Establish support to facilitate family reintegration
      - Assist the spouse with job skills and educational counseling for kids
      - Offer repatriation counseling or workshops to ease the adjustment
- - - - Although not often, early returns still happen.
      - Missions terminated due to family problems
      - Due to company restructuring.
        
        Just 5 percent face cultural challenges resulting in an early leave.
        
        Only 3 percent of all failed assignments are due to security issues.
      - This is considered an excellently accomplished mission.