The document discusses the expatriate experience. It defines an expatriate as a person residing in a country other than their home country, either temporarily or permanently. It notes that globalization has increased opportunities for short term international assignments. The document outlines opportunities for organizations in utilizing expatriates, such as technical skills and relationships building. However, it also discusses problems faced by expatriates, such as work pressure, lack of communication, and feeling like foreigners upon returning. It recommends training for expatriates in cultural awareness and adaptation.

1. The
Expatriate
Experience
Presented by –
Ankush Bansal
Bhagavathi Krishna
Kaustubh Bhake
Naveen Gupta
Rahul Rathee
Rahul Rauniyar

2. Definition of Expatriate
 An expatriate is a person temporarily or
permanently residing in a country and culture
other than that of the person's upbringing or
legal residence.
 In common usage, the term is often used in
the context of professionals sent abroad by
their companies, as opposed to locally hired
staff.
 Skilled professionals working in another country
are described as expatriates, whereas a
manual labourer who has moved to another
country to earn more money might be
labelled an 'immigrant'

3. Contd..
 Starting at the end of the 20th
century, globalization created a global
market for skilled professionals and levelled
the income of skilled professionals relative to
cost of living
 The cost of intercontinental travel had
become sufficiently low.
 This created different type of expatriate
where commuter and short term assignments
are becoming more common and often used
by organizations to supplement traditional
expatriation.

4. Opportunities for Organizations
 Technical skills as well as relational abilities
increase the probability of success by a large
degree
 Saves a major amount of time in dealing with
the clients and work
 Provides a global understanding of the work
 Improves the relationship with the client; in turn
will give more business to the organization
 Provides job satisfaction to the employee; this
will increase the productivity
 The more complex the environment, the more it
enhances the planning and motivation
techniques of the employee; thus confidence
increases

5. Problems faced by an employee
 Forced to stay in the organization for a fixed
period of time after returning from the
assignment
 Ill-planning of the assignment leads to poor
job performance and displacement
 40% of the assignments fail due to poor
performance
 Ethnocentrism, cultural unfamiliarity,
monocultural upbringing are a huge problem
 Lack of interpersonal skills and judgmental
approach

6. Contd..
 Work pressure and lifestyle stress on
spouse/families
 Negative approach towards the career
while on assignment
 Lack of communication
 Lack of information about happenings of the
company/Indian country
 Repatriates feel like foreigners after they
return from the assignment

7. What sort of special training do
overseas candidates need?
 One firm specializing in such programs
prescribes a four-step approach
 Level One training – focus on impact of
cultural difference, raising awareness for
differences and their impact on business
 Level Two training – understanding of the
attitudes (positive and negative) and its
influence on behavior
 Level Three training – Factual/Cultural
knowledge about the target country
 Level Four training – skill building in areas like
language, adjustment and adaptation skills

8. Contd..
 Encourage the expatriate to be open-minded,
respectful, non-judgmental and diplomatic
about opinions, attitudes and behaviors
 The company should be open and should
share detailed information about tax
implications, the effects of the move on
retirement, stock options and a host of other
details
 A pre-departure trip arrangement for the
employee/spouse