This document discusses expatriate and repatriate issues in a global context. It defines an expatriate as an employee who works and resides temporarily in a foreign country. It outlines the typical expatriate assignment life cycle and some common reasons for expatriate failure, such as inability to adjust to the new culture or cope with increased responsibilities. It also examines factors considered in selecting expatriates, such as technical ability, cultural suitability, and family requirements.

1. Expatriate And Repatriate
Issues In Global Context
Priyanka Tanwar
Sanskriti

2. Expatriate Problems
What is an Expatriate?
An Expatriate is an employee who
is working and temporarily
residing in a foreign country.

3. Expatriate Assignment Life Cycle
Determinin Crisis and
g the need Adjustment Reassignment
for an Abroad
Expatriate
or
Post-arrival Repatriatio
Departure Orientation n and
and Training Adjustment
The or
Pre- Crisis
Selection Assignment and
Process Training Failure

4. Expatriate Problems
Reasons for Expatriate failure in US Firms-
1. Inability of 2. Manager’s
spouse to adjust inability to adjust
4. Manager’s
3. Others family
personal or
reasons
emotional maturity
5. Inability to cope
with responsibility

5. Expatriate Problems
Reasons for Expatriate failure in Japanese Firms-
1. Inability to cope 2. Difficulties with
with responsibility the environment
3. Personal or
4. Lack of technical
emotional
competence
problems
5. Inability of
spouse to adjust

6. The Culture Shock Cycle
MOOD
HIGH
LOW
1 2 3 4 5
Month in new culture

7. Selection Decisions
Technical Cross-Culture Family
Ability Suitability Requirement
SELECTION
DECISION
Country-
Culture MNC
Language Requirements
Requirements