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Unit 6: Re-entry and Career Issues

There is a tendency for repatriates to expect several things: Notes
1. Although people and places change, relationships that were once vital will continue to be
so;

2. Family and friends will be as eager and excited to hear about their adventures as they are
to speak about them;
3. Activities and/or job responsibilities that inspired them before they left will continue to
do so;
4. They will feel relaxed, at ease, and “at home” because they are once again in a familiar
cultural and physical environment; and
5. Their broader perspective on life, abilities to deal effectively with diversity, and their
understanding of the global nature of the human condition will be acknowledged and
valued.
The actual experience of return proves, however, that to varying degrees all of the above
assumptions are false.
Returnees often are surprised to experience a re-entry cycle similar in form, but often more
intense, to the one they encountered during their experience abroad, this is termed as Re-entry
Shock. Intercultural practitioners know that professional integration is a key during repatriation.
Issues of career development and job effectiveness have been in the limelight of re-entry training.

Career advancement often is cited as a major reason for accepting an international assignment.
It follows that expatriate returnees wish to be kept abreast of changes in the home office. They
want to stay closely in communication with the major players while they are away, and they are
concerned about the timing of and their job responsibilities on return.
The perception of having job responsibilities that are a “good fit” with capabilities developed
overseas has an important influence on the employee. This may be rated as more important than
a salary increase in contributing to repatriates’ satisfaction with the new domestic assignment.
Finding such a good fit is complicated by several factors, one of which is the expectation of
colleagues who have not been abroad.

6.1.1 Repatriation Process

On completion of the foreign assignment, the multinational brings the expatriate back to the
home country. But all international assignments do not end with a transfer home–rather; the
expatriate is re-assigned to another international post. Expatriation and repatriation are
interrelated.

Figure 6.1: Expatriation Includes Repatriation

Recruitment Predeparture On Repatriation or
and Selection Training Assignment Re-assignment

Re-entry into the home country presents new challenges as the repatriate (returning person)
copes with re-entry shock, or reverse culture shock. While people frequently expect life in a new
country to be different, they may be less prepaid for homecoming to present problems of
adjustment. As a consequence, it can be a traumatic experience for some even more than what
was encountered in the foreign location. From the multinational’s perspective, repatriation is

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