Problem
By defining an individual's repatriation job status early, they are less likely to worry about their situation and more likely to concentrate on the job in hand. As a result, they can better prepare for the repatriation when it eventually occurs.
In this they also consider the impact on work and personal relationships. The change in interpersonal relationships between repatriates, their colleagues and friends must also be a significant consideration. Family members and dependents also have a huge impact on the success of the repatriation. So the company has to decide it is worth to doing it or not. They have to analyze the each factor before taking a decision regarding repatriation.
In this article they talk about that repatriation woes can be overcome or not. Companies invest heavily in sending employees for the international assignment when quit within months and return they are facing a reverse culture shock and unable to adjust in this environment. Before the international placement they have to look after the factors of their family.
So when people returning home after a long stint on an international assignment often find it difficult to adjust to the changes back home. Re-entry can bring on a certain amount alienation, restlessness, and dissatisfaction akin to an employee's experience when working in a foreign land. So at the end the organizations could give positive push to readjust in the company.
A. Analyze three major repatriation problems and ways to overcome them.
B. Design a repatriation program for expatriate for a smooth transition.
C. An effective pre-departure training is an important aspect for an expatriate. Elaborate the effectiveness of a pre-departure training.
D. Discuss the main factors organization must consider when deciding to provide benefits for expatriates.