Having just returned from our annual family skiing trip I have been reminded of how important it is to conserve and restore your energy resources. A few consecutive, full days of skiing can easily sap your physical energy. But we all know that our mental energy is a finite resource as well. And sometimes it […]
Spotlight emerging markets – How important are the costs of expatriation?
The 2011 report on Mobility Challenges in Emerging Markets by Cartus aimed to establish baseline practices used by multinationals in emerging locations. The report highlights the variety of markets perceived as emerging and that companies have a strong need to succeed in these markets. Moreover, it seems that when dealing with emerging markets the question of expatriation costs becomes secondary. Take a look at the arguments.
Statement: Highly mobile expatriates don’t attach any sense of home to the different places they travel to.
Going on an assignment makes an expatriate leave behind most of the belongings; to some extent detaches from personal relationships; and settles into a new culture and society. Adjusting to these changes and converting the new reality into a new home is probably very difficult and time consuming. Hence, do the highly mobile expatriates attach any sense of home to the different places they travel to?
Expatriate compensation: a review
From an organizational perspective, thinking about expatriation often starts with thinking about expatriate compensation.
Broadly speaking, we can differentiate between two different approaches to expatriate compensation: the balance sheet approach and the going rate approach. Have a look at the review.
Expatriate adjustment: Is there always a ‘honeymoon’?
Speaking about expatriates’ adjustment, one of the most cited, the classic U-curve cross-cultural adjustment model, describes adjustment as a process over time, starting with the honeymoon stage, followed by ‘culture shock’ (the lowest point of the ‘U’), adaptation and finally evolving into the mastery stage. However, the universality of the model can be questioned.
Is there always a honeymoon?
Global competition drives changes in expat sources and destinations
A recent article in the Financial Times stated that ‘Companies in the developed world are increasing their commitment to emerging markets at a faster rate than ever before’. However, the trend is ‘far from a one way street’. The term ‘global competition’ that we increasingly use today entails not only Western multinationals going global, but increasingly also competitors from the emerging markets. Does global competition bring changes also to expatriate sources and destinations?
Not relocated but still away from home? A closer look at flexpatriates
A quick literature search on the term “expatriate” will lead to multiple sources dealing with expatriation topics, its issues and challenges. However, these issues are mainly treated in reference to long-term assignments while neglecting other types of expatriation practices, for example frequent flyers or so called flexpatriates. Lets take a closer look at them.
Expatriates have less work-life balance abroad than at home. Some evidence.
The statement that expatriates have less work-life balance abroad than at home is a Fact. Expatriate survey findings indicate that expatriates spend longer hours at work than they do in their home countries, working on average 13.4 hours per week more.
Statement: Expatriates have less work-life balance abroad than at home
Moving abroad and becoming an expatriate pulls one out of his/her daily routines and the established work-life balance at home. As a result, we would assume that expatriates have less work-life balance abroad than in their home country.
Fact or Fiction?
Current trend: Lacking financial metrics for assessing international assignments
Companies argue that expatriates provide benefits both in the short and long term; yet, only a few can quantify these benefits. According to the 2011 Brookfield Global Relocation Trends survey, only 8% of responding firms actually appear to measure the return on investment (ROI) for global staff mobility.
The first challenge of expatriation is finding the right candidate
The annual Brookfield global relocations survey consistently reports that finding suitable candidates is one of the main relocation challenges for companies. Specifically, the recent 2011 survey findings highlight candidate selection as the third most important challenge, topped only by assignment costs (1st) and career management (2nd).
If you want to solve expatriates’ adjustment problems, don’t forget the spouse!
With expatriation becoming an integral part of the talent management in global companies more and more attention is paid to its challenges and the problems that international assignees face. However, focusing only on the difficulties that expatriates themselves encounter is not enough…
Self-initiated expatriates are happier while staying abroad than company-initiated expatriates? Some evidence.
The statement that self-initiated expatriates are happier while staying abroad than company-initiated expatriates is not a fact. Although there is no clear evidence for one group’s higher well-being over the other, there is enough evidence for differences between self-initiated and company-initiated expatriates.
Do international assignments add value to your career?
When deciding on whether to accept an international assignment one of the main questions to ask is ‘will it add any value to my career?’ This very question was posed as part of a recent investigation of two scholars. Monika Hamori and Burak Koyuncu looked into the relationship between international assignment experience and career advancement and discovered some unexpected results.
Statement: Self-initiated expatriates are happier while staying abroad than company-initiated expatriates.
Although the term expatriation is traditionally used for international assignments initiated by the employing company, there are a lot of so-called self-initiated expatriates as well. One may argue that self-initiated expatriates will be happier while staying abroad than company-initiated expatriates.
Fact or Fiction?
Expatriation close-up – Calling things by their right names
Expatriation is a broad term referring to a whole range of work experiences abroad. However, at closer inspection there are many different forms and classifications of expatriation.
The value of inpatriates: Some managerial implications from my recent study
When we speak of international assignees and their value, we tend to think about an expatriate employee moving from headquarters (HQ) to one of the company’s subsidiaries. A key purpose of this expatriation is the sharing of knowledge and connecting HQ to its subsidiaries. However, the role of connectors can be fulfilled not only by HQ staff transferred to a subsidiary, but also in the other direction.Thus, contrary to the term ‘expatriate’, an inpatriate is an employee that is transferred from a foreign subsidiary to the HQ.
