Business Homework: Expatriate Challenges, Compensation, and Training

This homework assignment addresses key issues in expatriate management, beginning with a discussion of communication challenges arising from cultural differences and slang. It then explores the major causes of expatriate failure, including culture shock, stress, and overload of responsibility, followed by an examination of the complexities of expatriate compensation, including taxation and the need for flexibility. The assignment also covers the long-term consequences of ineffective repatriation programs, such as trauma and re-entry culture shock, as well as best practices for firms making international assignments, including effective training and field simulation to ensure job satisfaction and limit turnover. The assignment draws on academic sources to support its claims and provides practical recommendations for improving expatriate success.

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Question 1
The expert encountered a challenge in language because of the difference in the cultural
context. The slung he was laughing like should have been replaced with ‘she was laughing hard
or uncontrollably’. Instead of don’t worry, ‘do not worry’ would have been understood.
Moreover, instead of it’s a piece of cake, the business executive should have used ‘simple to
accomplish’. However instead of the business person using the slung let’s throw these ideas up
against the wall and see if any will stick, he should have used simple English ‘hit and run’. That
would have been easy for the foreign expatriate to understand.
Question 2
There are many reasons as to why expatriate fail when sent on a job assignment in
foreign countries. The first reason is a culture shock. This happens when the expatriate is not
fully prepared for the new culture because of the new assignments. This may bring about a
language barrier, customs, and strict laws, and unfamiliar daily routine and climate (Cole, Nina
and which hinder them from executing their duties effectivelyKimberly Nesbeth 69). Another
reason is stress which may result from Relocating to a different place or nation with an entire
family. There are decisions to be made about daycare, schools, and family healthcare. Language

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barrier and needs related to housing may be a big problem. Moreover, adapting to the new
culture may hinder the success of the new assignment since it might take longer for a person to
adapt. Overload of responsibility is another issue (Hack-Polay and Dieu 64). The candidate will
be faced with the challenge of adapting to the new environment and also managing the staffs at
work. This may be difficult due to cultural differences. The overload of responsibilities may lead
to physical exhaustion, stress, and may impact the expatriate emotionally leading to poor job
performance.
Question 3
Expatriate compensation is complicated because of the dissatisfaction among expatriates.
Another issue that has been a challenge to effectively compensate them is taxation, and
unavailability of enough information about local living standards, pension issues, currency rates,
and spouse-related issues (Nazir, et al., 203)However, the best practice that will assist an
organization or employee to determine how to compensate employees is to consider benefits and
perks, stay flexible. The employer can be flexible due to the changing economic situation and the
load of work.
Question 4
The long-term consequences of repatriation include trauma and re-entry culture shock.
Most human resource personnel believe that repatriates have well-developed skills and
competencies compared to local employees. This may lead to difficulty in readjusting to local
values and culture since what they were familiar with has become unfamiliar. Other
consequences include family re-integration and socio-cultural re-integration. This may talk long
for the repatriate to re-integrate since they have been used to the culture of the foreign country.

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Question 5
The firms should offer effective training before offering international assignments. The
companies should offer documentary training which focusses on differences cultures because the
culture is among the major friction points bring misunderstanding. Another practice is field
stimulation ("Effective Training for International Assignments | Principles Of Management").
The employees expected to take an international assignment should be taken to a neighboring
country of the same ethnic background as the destination nation. This will assist the employee to
learn how to interact with people from a different ethnic background.

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Work cited
"Effective Training For International Assignments | Principles Of
Management". Courses.Lumenlearning.Com, 2019,
https://courses.lumenlearning.com/suny-principlesmanagement/chapter/reading-training-
employees-for-international-assignments/.
Cole, Nina, and Kimberly Nesbeth. "Why do international assignments fail? Expatriate families
speak." International Studies of Management & Organization 44.3 (2014): 66-79.
Hack-Polay, Dieu. "When home isn’t home: A study of homesickness and coping strategies
among migrant workers and expatriates." International Journal of Psychological
Studies 4.3 (2012): 62-72.
Nazir, Tahira, Syed Fida Hussain Shah, and Khalid Zaman. "Review of literature on expatriate
compensation and its implication for offshore workforce." Iranian Journal of
Management Studies 7.2 (2014): 203-221.