Global Deployment
An examination of causes for undesirably high employee turnover after the foreign assignment
- Art: Diplomarbeit
- Autor: Adrian Stoeger
- Abgabedatum: Juni 2002
- Umfang: 71 Seiten
- Dateigröße: 1,1 MB
- Note: 1,5
- Institution / Hochschule: Fachhochschule Furtwangen Deutschland
- ISBN (eBook): 978-3-8324-6599-5
-
ISBN (Paperback) :
978-3-8324-6599-5 P - ISBN (CD) :978-3-8324-6599-5 CD
- Sprache: Englisch
- Prämierung:
- Arbeit zitieren: Stoeger, Adrian Juni 2002: Global Deployment, Hamburg: Diplomica Verlag
- Schlagworte: Human Resources, Personal, Interkulturelles Management, Auslandsendungen, Expatriates
In den Warenkorb
68,00 €
Diplomarbeit von Adrian Stoeger
Abstract:
This thesis has been written in cooperation with the human resource department of a top business consultant. The Global Deployment country manager worried about a higher turnover rate among employees back from foreign assignments (former expatriates) than the average employee fluctuation in the company.
Cross company research indicates that an average 25 % percent of repatriates leave their company in the year following repatriation and up to 50% in a period of three years.
This thesis has two main goals:
1. Finding out possible reasons for high turnover after repatriation 2. Identify measures likely to lower turnover after repatriation In order to achieve this, foreign assignments are first placed in the context of the employee. The main question here is what happens to the employee in the process of the foreign assignment (pre-departure to re-entry) and how he possibly manages it.
This covers diverse aspects from cultural problems to financial aspects as well as the employees’ expectations. (See detail in summary, Part C) The second step is to place foreign assignments in the context of the company. Why foreign assignments, what are its benefits and disadvantages. Do companies really take advantage of the full potential of their repatriates? How do most companies handle their foreign assignments? (See detail in summary, Part D) Having defined the whole range of causes for high turnover, the last part of the thesis suggests a strategic approach to foreign assignments and measures to lower turnover after repatriation. (See detail in summary Part E) Finally, a very valuable four pages questionnaire is provided. It was developed together with the business consultant and the academic supervisor, who is a specialist and freelance consultant in matters of intercultural management. In line with the thesis, the questionnaire aims to measure returning expatriates’ satisfaction level, identify possible reasons and solutions for high turnover after repatriation.
Table of Contents:
| A. | INTRODUCTION | 1 |
| B. | GOALS AND IMPLICATIONS OF THE THESIS | 4 |
| 1. | DEFINITION OF GOALS | 5 |
| 2. | IMPLICATIONS OF THE TOPIC | 5 |
| C. | GLOBAL DEPLOYMENT FROM THE EMPLOYEE'S PERSPECTIVE | 8 |
| 1. | PRE-DEPARTURE | 10 |
| 1.1 | INITIAL MOTIVATION OF THE EMPLOYEE | 10 |
| 1.2 | SPOUSE MOTIVATION | 11 |
| 2. | WHILE ABROAD | 12 |
| 2.1 | CULTURE SHOCK - FACING THE UNKNOWN | 12 |
| 2.2 | ADJUSTMENT - TAMING THE UNKNOWN | 14 |
| 2.2.1 | Concept of adjustment | 14 |
| 2.2.2 | Factors influencing adjustment | 16 |
| 2.2.3 | Summary of factors influencing adjustment | 18 |
| 2.3 | CHANGES IN SOCIAL STATUS AND LIFESTYLE | 18 |
| 2.4 | INCREASED JOB AUTONOMY & RESPONSIBILITIES | 19 |
| 2.5 | THE OUT-OF-SIGHT, OUT-OF-MIND SYNDROME | 19 |
| 3. | PRE-RETURN (EXPECTATIONS) | 20 |
| 3.1 | THE IDEAL HOME | 20 |
| 3.2 | EXPECTING A HERO'S WELCOME AND PROFESSIONAL PROMOTION | 20 |
| 3.3 | SUMMARIZED SITUATION BEFORE RETURN | 21 |
| 4. | BACK HOME - REPATRIATION | 22 |
| 4.1 | CHANGES IN THE HOME ENVIRONMENT | 22 |
| 4.2 | THE REVERSE CULTURE SHOCK CYCLE | 23 |
| 4.2.1 | Honeymoon | 23 |
| 4.2.2 | Culture shock & Adjustment | 24 |
| 4.3 | FACTORS INFLUENCING THE EMPLOYEE AND HIS ADJUSTMENT BACK HOME | 26 |
| 4.3.1 | Expectations about home | 26 |
| 4.3.2 | The experience abroad | 26 |
| 4.3.3 | Job factors | 26 |
| 4.3.4 | Social factors | 29 |
| 4.3.5 | Financial factors | 29 |
| 4.4 | SUMMARIZEDSITUATION UPON RETURN | 29 |
| 5. | SUMMARIZED REASONS FOR TURNOVER AFTER REPATRIATION | 30 |
| D. | FOREIGN ASSIGNMENTS FROM THE CORPORATE PERSPECTIVE | 31 |
| 1. | OBJECTIVES OF FOREIGN ASSIGNMENTS FOR COMPANIES | 32 |
| 1.1 | OPERATIVE ASSIGNMENTS | 32 |
| 1.2 | STRATEGIC ASSIGNMENTS | 33 |
| 1.2.1 | Generation of knowledge and development of global managers | 33 |
| 1.2.2 | Transfer of the corporate culture to subsidiaries | 34 |
| 1.2.3 | Creating an informal network of people | 34 |
| 1.3 | THE IMPORTANCE OF FOREIGN ASSIGNMENTS | 35 |
| 2. | POSSIBLE NEGATIVE CONSEQUENCES OF ASSIGNMENTS | 36 |
| 2.1 | PREMATURE RETURN HOME | 36 |
| 2.2 | LOWERED EFFICIENCY AND BROKEN CAREERS | 36 |
| 2.3 | TURNOVER AFTER REPATRIATION | 37 |
| 2.4 | NEGATIVE SYNERGY | 37 |
| 2.5 | COSTS OF ASSIGNMENTS | 38 |
| 3. | THE STATUS QUO IN COMPANIES | 39 |
| 3.1 | THE PARADOX BETWEEN THE STATED IMPORTANCE AND THE WAY FOREIGN ASSIGNMENTS ARE HANDLED | 39 |
| 3.2 | EXECUTIVE AND EXPATRIATE OPINION ABOUT HOW ASSIGNMENTS ARE MANAGED IN THEIR COMPANIES | 40 |
| E. | STRATEGIC APPROACH TO FOREIGN ASSIGNMENTS AND MEASURES TO LOWER TURNOVER AFTER REPATRIATION | 43 |
| 1. | GETTING BACKING FROM THE SENIOR MANAGEMENT | 44 |
| 1.1 | WHY THE BACKING OF THE SENIOR MANAGEMENT IS NEEDED | 44 |
| 1.2 | HOW THE GET THE BACKING OF THE SENIOR MANAGEMENT | 44 |
| 2. | FOREIGN ASSIGNMENT MANAGEMENT | 46 |
| 2.1 | THE FOREIGN ASSIGNMENT MANAGEMENT CYCLE | 46 |
| 2.1.1 | Internal Marketing of foreign assignments | 46 |
| 2.1.2 | Selection of best candidates | 46 |
| 2.1.3 | Pre-departure training | 47 |
| 2.1.4 | Help performing abroad & keeping contact | 47 |
| 2.1.5 | Successful repatriation & retention | 48 |
| 2.1.6 | Transfer know-how & create global leaders | 48 |
| 3. | MEASURES TO LOWER TURNOVER AFTER REPATRIATION | 50 |
| 3.1 | AN EFFICIENT MENTORING SYSTEM | 51 |
| 3.2 | CAREER PLAN & PROMOTION OF THE EMPLOYEE | 52 |
| 3.3 | REINTEGRATION MEETING FOR THE REPATRIATE | 53 |
| 3.4 | MAKE THE COMPANY THE IDEAL HOME | 55 |
| F. | CONCLUSION | 57 |
| G. | BIBLIOGRAPHY | 59 |
| H. | APPENDIX | 62 |
| QUESTIONNAIRE FOR RETURNING EXPATRIATES |
In den Warenkorb
68,00 €
Link zur Arbeit:
http://www.diplom.de/ean/9783832465995
Arbeit zitieren:
Stoeger, Adrian Juni 2002: Global Deployment, Hamburg: Diplomica Verlag
Schlagworte:
Human Resources, Personal, Interkulturelles Management, Auslandsendungen, Expatriates
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