<p>Bakgrund: I samband med en utlandsvistelse förekommer enligt litteraturen kulturchockar. Chocken kan uttryckas på många olika sätt, exempelvis genom oro, frustration, känsla av isolering, depression eller förvirring. Genom detta påverkas våra värderingar och referenser, något vi kanske inte uppfattar förrän vi återvänder till hemlandet och inser att vi blivit främlingar. Det är lätt att tro att det inte innebär några problem att återkomma hem igen. Många faktorer hinner dock förändras under tiden expatrien är borta, kanske mestadels småsaker vilka kvarvarande människor inte ens lägger märke till. Även i denna omvända riktning riskerar, enligt litteraturen, individen att stöta på en kulturchock. Förutom detta talas det om en oroväckande hög personalomsättning efter avslutade uppdrag. </p><p>Syfte: Med utgångspunkt i aktuell befintlig teori om repatriation ämnar vi presentera ett enkelt tillvägagångssätt för repatriation, anpassat till den svenske repatrien. </p><p>Metod: Studien utgör en fallstudie genomförd på fyra organisationer från både privat och offentlig sektor, i flera olika branscher. Empirisk data har samlats in med hjälp av 15 intervjuer, vilka analyserats för att besvara uppsatsens frågeställningar och syfte. </p><p>Resultat: Vi ser inte repatriation som ett stort problem i svenska företag idag. Vi har funnit att våra respondenter skulle uppskatta viss typ av stöd under repatriationen, men de människor som åtar sig utlandsuppdrag är ofta självgående och internationella och förväntar sig egentligen inte någon hjälp från företaget. Vi har dock funnit centrala faktorer som kan underlätta och påskynda återanpassningen till hemlandet vid återkomsten.</p>

<p>In a world where the economies of more countries interact with each other, many companies are depending on produc-tion, sales and R&D outside their national boundaries. In line with this, the performance of expatriates has become crucial. Foreign postings for executives are, however, costly undertak-ings for multinational corporations, especially when they fail. Hence the acculturation of an expatriate to the host country is a highly relevant topic. The research on expatriate accultura-tion to a host country has changed substantially over the past few years. Yet to date, the majority of research has been focus-ing on male expatriates. The purpose of this paper is to exam-ine whether there are any differences between male and female expatriates, and the impact of partner accompaniment on their adjustment to the host country. An exploratory multiple-case study has been made and data has been collected through a survey of the expatriates of three major multinational corpora-tions. Five propositions have been formulated and verified. The contribution of this paper is to illuminate the presumptive differences between male and female expatriation.</p>

Bakgrund: I samband med en utlandsvistelse förekommer enligt litteraturen kulturchockar. Chocken kan uttryckas på många olika sätt, exempelvis genom oro, frustration, känsla av isolering, depression eller förvirring. Genom detta påverkas våra värderingar och referenser, något vi kanske inte uppfattar förrän vi återvänder till hemlandet och inser att vi blivit främlingar. Det är lätt att tro att det inte innebär några problem att återkomma hem igen. Många faktorer hinner dock förändras under tiden expatrien är borta, kanske mestadels småsaker vilka kvarvarande människor inte ens lägger märke till. Även i denna omvända riktning riskerar, enligt litteraturen, individen att stöta på en kulturchock. Förutom detta talas det om en oroväckande hög personalomsättning efter avslutade uppdrag. Syfte: Med utgångspunkt i aktuell befintlig teori om repatriation ämnar vi presentera ett enkelt tillvägagångssätt för repatriation, anpassat till den svenske repatrien. Metod: Studien utgör en fallstudie genomförd på fyra organisationer från både privat och offentlig sektor, i flera olika branscher. Empirisk data har samlats in med hjälp av 15 intervjuer, vilka analyserats för att besvara uppsatsens frågeställningar och syfte. Resultat: Vi ser inte repatriation som ett stort problem i svenska företag idag. Vi har funnit att våra respondenter skulle uppskatta viss typ av stöd under repatriationen, men de människor som åtar sig utlandsuppdrag är ofta självgående och internationella och förväntar sig egentligen inte någon hjälp från företaget. Vi har dock funnit centrala faktorer som kan underlätta och påskynda återanpassningen till hemlandet vid återkomsten.

In a world where the economies of more countries interact with each other, many companies are depending on produc-tion, sales and R&amp;D outside their national boundaries. In line with this, the performance of expatriates has become crucial. Foreign postings for executives are, however, costly undertak-ings for multinational corporations, especially when they fail. Hence the acculturation of an expatriate to the host country is a highly relevant topic. The research on expatriate accultura-tion to a host country has changed substantially over the past few years. Yet to date, the majority of research has been focus-ing on male expatriates. The purpose of this paper is to exam-ine whether there are any differences between male and female expatriates, and the impact of partner accompaniment on their adjustment to the host country. An exploratory multiple-case study has been made and data has been collected through a survey of the expatriates of three major multinational corpora-tions. Five propositions have been formulated and verified. The contribution of this paper is to illuminate the presumptive differences between male and female expatriation.

Background: Going abroad for a number of years to live and work in a different country and culture is a major change for most people. To make this easier and minimize the risks of facing adjustment difficulties for these people going abroad, companies’ Human resource departments, in particular, have great responsibilities. It is also mainly their responsibility to ensure a smooth re-adjustment for employees returning to home country after a completed international assignment. Today many companies not only underestimate the problems related to an unsuccessful repatriation process, but also do not acknowledge the difficulties that the expatriates face upon return. Moreover, there is evidence showing that only a minority of companies invest substantial resources in the task of creating an Effective Repatriation process, even though researchers have confirmed repatriation to be more challenging than expatriation. Purpose: The purpose of this thesis is to find out how companies can improve and facilitate the repatriation of their employees. This will be done by examining factors affecting how an expatriate perceives the repatriation process and by identifying the most critical actions in achieving an effective repatriation process. Method: In order to fulfill the purpose of this thesis a qualitative method was chosen. A case study was conducted over Volvo Construction Equipment in Eskilstuna, based upon personal interviews with expatriates as well as representatives of the Volvo International Assignment Management (VIAM) and Human Resource department of Volvo Construction Equipment in Eskilstuna. Further, the case study included a preliminary study based on a question and answer format, answered by 20 expatriates at Volvo CE in Eskilstuna. With support from information gathered through the preliminary study, later 10 personal interviews were carried out with expatriates at Volvo CE. Conclusion: The findings of this thesis propose 10 main factors, which influence how an expatriate perceives the repatriation process. These are; (1) the Purpose for why an expatriate is sent abroad, (2) the Picture of the repatriation process and responsibility areas communicated by the home company, (3) the perceived Communication and support, (4) the utilization of Mentorship, (5) Reverse culture shock issues, (6) Career issues, (7) Organizational issues, (8) Practical issues, (9) Family issues and finally,(10) the existence of an Evaluation. Further, the result of this thesis suggest that there are four critical actions in achieving an effective repatriation process; preplanning, communicating and providing support, proactive repositioning process and finally, applying an evaluation.

This paper investigates how expatriates experience that their knowledge gained from international assignments is transferred and exploited by the MNC. The results from 93 expatriates from eleven Large Cap companies suggest that knowledge is not exploited trough formal mechanisms. Instead informal mechanisms of knowledge transfer such as networks and own initiatives seem to be a more common way of transferring and exploiting knowledge in the investigated MNCs. The findings indicate that the knowledge that the expatriates that failed their mission abroad gained is not exploited to the same extent as the expatriates that successfully completed their assignments.

In an era of increasing competition, many organizations seek growth through expansion into foreign markets. And it means there is more and more growth in need of the organizations to transfer skills and develop organizational staff. The use of expatriate is an important human resource option which enables skill transfer and the development of new market. There are more interactions between Taiwan and Mainland China with the rapid growth economics in Mainland China in the recent years. It still has the difference in designing the expatriate compensation compared to the western theory due to the similar history background, culture and language. This study is to explore how the design of the expatriate compensation affects the willingness of expatriation in the case of the Taiwanese expatriates to Mainland China. It tends to understand the company and employee¡¦s view through the questionnaire in the design of the expatriate compensation. Furthermore, it will try to understand the future trend and development of the expatriate compensation from Taiwan to Mainland China.

<p>Background: Going abroad for a number of years to live and work in a different country and culture is a major change for most people. To make this easier and minimize the risks of facing adjustment difficulties for these people going abroad, companies’ Human resource departments, in particular, have great responsibilities. It is also mainly their responsibility to ensure a smooth re-adjustment for employees returning to home country after a completed international assignment. Today many companies not only underestimate the problems related to an unsuccessful repatriation process, but also do not acknowledge the difficulties that the expatriates face upon return. Moreover, there is evidence showing that only a minority of companies invest substantial resources in the task of creating an Effective Repatriation process, even though researchers have confirmed repatriation to be more challenging than expatriation.</p><p>Purpose: The purpose of this thesis is to find out how companies can improve and facilitate the repatriation of their employees. This will be done by examining factors affecting how an expatriate perceives the repatriation process and by identifying the most critical actions in achieving an effective repatriation process.</p><p>Method: In order to fulfill the purpose of this thesis a qualitative method was chosen. A case study was conducted over Volvo Construction Equipment in Eskilstuna, based upon personal interviews with expatriates as well as representatives of the Volvo International Assignment Management (VIAM) and Human Resource department of Volvo Construction Equipment in Eskilstuna. Further, the case study included a preliminary study based on a question and answer format, answered by 20 expatriates at Volvo CE in Eskilstuna. With support from information gathered through the preliminary study, later 10 personal interviews were carried out with expatriates at Volvo CE.</p><p>Conclusion: The findings of this thesis propose 10 main factors, which influence how an expatriate perceives the repatriation process. These are; (1) the Purpose for why an expatriate is sent abroad, (2) the Picture of the repatriation process and responsibility areas communicated by the home company, (3) the perceived Communication and support, (4) the utilization of Mentorship, (5) Reverse culture shock issues, (6) Career issues, (7) Organizational issues, (8) Practical issues, (9) Family issues and finally,(10) the existence of an Evaluation. Further, the result of this thesis suggest that there are four critical actions in achieving an effective repatriation process; preplanning, communicating and providing support, proactive repositioning process and finally, applying an evaluation.</p>

Thesis (Ph. D.)--University of Missouri-Columbia, 2001. / Typescript. Vita. Includes bibliographical references (leaves 160-166). Also available on the Internet.

Thesis (Ph. D.)--University of Missouri-Columbia, 2001. / Typescript. Vita. Includes bibliographical references (leaves 160-166). Also available on the Internet.