Expatriation and Repatriation Program
While reviewing a small manufacturing plant, it has come to the attention of the committee that the organization lacks a standard procedure to ensure the success of personnel station outside the country (AIU Online, 2010). Since the organization has numerous plant located outside the country and the transfer of the employees to these plant are common practice, the solution to this issue needs to be top priority for the organization. It is such a common practice that a plant manager would start this life-changing journey very soon. The plant manager’s assignment will be three years long at a sister plant in Bulgaria (AIU Online, 2010). The desire of this committee is to ensure that the plant manager is really, prepared, and successful on this journey.
During the course of normal business activities, it may be necessary to send employees to another country. These employees are known as an expatriate employee. According to Wild, Wild, and Han, expatriate employees are “citizens of one country who are living and working in another” (2001). Expatriate employees would face numerous challenges during an assignment however; the organization must prepare the employees for the challenges that are ahead. There would be numerous challenges that need preparation for such as adjusted to the environment, and cultural differences (Cuizon, 2010). The best way to prepared for these challenges is thru strict selection process, training, and development.
In preparation for the assignment, selection of the employee is extremely important (Anthony, Perrewe, & Kacmar, 1999). The manager, the spouse, and children all must go thru the selection process. The decision to send an employee affects every member of the family. Therefore, having in place a selection process that includes the whole family it could prevent problematic problems later.
According to Anthony, Perrewe, and Kacmar, studies have showed that family issues are the reasons why many assignments fail (1999). These family issues are similar to the same that arise from the employee. They have inability to adjust to the environment or culture of the country (Anthony, Perrewe, & Kacmar, 1999). It will save the organization on resource by including the whole into the selection process.
An individual should have three qualities to be considered eligible for an expatriation position (Anthony, Perrewe, Kacmar, 1999). These qualities are self-orientation, other orientation, and perceptual orientation (Anthony, Perrewe, Kacmar, 1999). These qualities deals with how the individual sees their selves, others, and acceptance of others. A person has self-orientation when they have a high self-esteem, self-confidence, and good mental health (Anthony, Perrewe, Kacmar, 1999). While individual that has the ability to “work well with others, good language skills, and understands nonverbal language” has other orientation (Anthony, Perrewe, Kacmar, 1999). For...