Page 120 - DMGT548_GLOBAL_HRM

Unit 6: Re-entry and Career Issues

Physical Relocation: It refers to removing personal effects, breaking ties with colleagues and Notes
friends, and travelling to the next posting.
Preparation: It is the process of developing the plans for the future and gathering the information
about the new positions.
Readjustment: It is coping with reverse culture shock and career demands.
Re-entry Shock: 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.
Repatriation: It is the process of coming back of the expatriate after the completion of the
international assignments.
Self-efficacy: It is the degree to which an individual believes that he can execute a set of behaviours.
Transition: It means settling into temporary accommodation where necessary, making
arrangements for housing and schooling.

6.6 Review Questions

1. Imagine yourself as the expatriate manager who is about to re-enter the home country in
one month. Explain the factors that will have a detrimental effect on your career after
coming to home country.
2. Elucidate the role of job related factors and social factors in the re-entry process of
expatriates.
3. “A well-designed repatriation process is important in achieving maximum benefit of
international assignments.” Comment.
4. “It seems important to understand why re-entry is a problem”. Justify this statement.
5. Being the HR of a company, analyse the important aspects that should be included in
designing the repatriation programme.
6. “The aims of cross-fertilisation of ideas and best practices given to justify cross-border
movement of staff require the right environment to facilitate sharing of information and
knowledge.” Do you agree? Justify.
7. Justify the statement “The way in which the multinational handles repatriation has an
impact on staff availability for future needs.” Give examples.

8. Critically analyse the factors that forces the expatriate to leave the MNCs on repatriation.
9. You are the HR manager of IT Company. Design a repatriation programme for your
organisation’s expatriates who will be coming to their home-country soon.

10. Analyse the challenges in the new role which the expatriate has to face on re-entry.
11. What do you think should be the role of the MNCs in managing the repatriation process?
12. “For an expatriate to stay with the organisation on re-entry, it is important for him to
adjust to the new work environment”. Do you agree? Justify.

Answers: Self Assessment

1. Repatriation 2. Development
3. Interrelated 4. Readjustment

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