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Cross-cultural management

HOME COUNTRY RE-ENTRY

Cross-cultural re-entry (repatriation) is the transition from the foreign country back into ones home country. Similar to cross-cultural entry, re-entry involves readjusting to the home-country work and non-work environments, as well as to interacting again with home country friends and colleagues. Until the 1980s, companies assumed that re-entry was a relatively easy transition, but since then many have considered it a significant problem.

According to Business International Corporation,

Repatriating

executives from global assignments is a top management challenge that goes far beyond the superficial problems and costs of physical relocation. The assumption is that since these individuals are returning home, they should have no trouble adapting. However, experience has shown that repatriation is anything but simple.

THE EXPERIENCE OF COMING BACK HOME

Repatriation process
Preparation

Readjustment

Physical Relocation

Transition

1. Preparation: Provision of information to the expatriate to facilitate his return to the home country. Example: Checklist of the things to do in the host country prior to departure (closing accounts, payment of bills etc.) 2. Physical Relocation: Includes activities such as removing personal effects, breaking ties with colleagues and friends and traveling to the home country. Comprehensive and personalized relocation assistance serves to reduce anxiety, stress, uncertainty and disruption. 3. Transition: The phase in which the expatriate readjusts to his return to the home country. Some companies hire relocation consults to assist in this phase also. Typical activities include acquiring temporary accommodation, making arrangements for housing, performing necessary administrative tasks etc. 4. Re-adjustment: This phase involves coping with reverse culture shock and the expatriates career demands on the organization.

Issues in repatriation

1. 2. 3. 4.

Career anxiety. Devaluation of the international experience. Loss of status and pay. Social considerations.

PROFESSIONAL RE-ENTRY
1. Effectiveness. 2. Xenophobic Response.

3. What do managers learn abroad?


Managerial skills Tolerance for ambiguity Multiple perspectives Ability to work with and manage others.

TRANSITION STRATEGIES

1. Resocialized Returnees. 2. Alienated Returnees. 3. Proactive Returnees.

MANAGING RE-ENTRY

1. Communicating with Expatriates while Abroad. 2. Validating the Experience of Expatriates at ReEntry.

REFERENCES
International Organizational Behavior by Nancy J. Adler with Allison Gundersen
http://www.scribd.com/doc/23210062/IHRM-Repatriation

http://www.scribd.com/doc/213724093/Issues-of-the-Expatriates-ReEntering-the-Home-Country

THANK YOU!

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