MGT 357 Lecture Notes - Lecture 17: Nanny, Culture Shock, Virtual Team
Document Summary
Could include a nanny, driver, or even a bodyguard. 26% of expats opt to continue their overseas assignment. Maximize long-term retention and use of international cadre through career management to develop a top-management team with global experience. Understand value and promote the role of women in international management to maximize those underutilized resources. Work with the host-country labor relations systems to help implementation and employee productivity. Expatriates are often out of sight, out of mind. Means fewer will be willing to take assignments. Hrm practices most frequently associated with successful repatriation. Visible signs that the company values international experience. Using the increased experience and skills of returnees. Half of expatriate spouses are employed before the assignment but only 11% are employed during the assignment. Reverse culture shock depends on preparation and support. Expatriates are highly marketable and receive more attractive offers from other employers. Overseas compensation packages are more generous than those at home.
