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Globalisation, amongst other factors has resulted in many organisations pursuing their strategic intent through the use of international joint ventures (Petrovic&Kakabadse, 2003). Companies are sending more employees on expatriate assignments which tend to be extended as a means of developing their pool of global leaders. The consequence of this is that employees begin considering permanent settlement in the host country as opposed to repatriating back to their home country The purpose of this research was to identify the conditions under which a host country permanent settlement policy is desirable for expatriate employees who work in an international joint venture by evaluating Sasol’s policy of permitting expatriate employees to permanently settle in the United Kingdom. Semistructured interviews were conducted with two groups of expatriate employees. The groups consisted of 3 employees each who either settled permanently in the United Kingdom or repatriated to South Africa during or at the end of their assignment in the United Kingdom. The study revealed that the primary drivers for employees choosing to permanently settle in the United Kingdom were due to the push and pull factors in South Africa and the United Kingdom. / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted

Organisations are increasingly seeking business opportunities in foreign countries. As a result of this trend, human resource professionals in international firms are faced with the pressing issues of selection, preparation, communication whilst offshore and repatriation while still managing the careers of international employees. Both domestic and international human resource literatures are reviewed with the intent of identifying the "best practices" for expatriates. This study presents the results of research which ascertains the importance of these four aspects in contributing to the success of expatriate assignments. Using a single case study approach, the international human resource practices of Barclays Africa (BA) are examined. Data from questionnaires, focused interviews and existing documents were used to compare the research questions to the practices of Barclays Africa. As hypothesized, all "best practice" variables were found to apply in Barclays Africa, albeit in differing degrees. The implication of these findings for Barclays Africa and for South African Multinational Corporations (MNC) in general are discussed. The implications for international human resource literature and for practical use are also explored. The results confirm the importance of selection, preparation, management and repatriation in contributing to the success of expatriate assignments. Future research suggestions are provided. / Dissertation (MBA)--University of Pretoria, 2007. / Gordon Institute of Business Science (GIBS) / unrestricted

This research considers the effective deployment of expatriate managers by international organisations. It is argued that success on international placements is partly dependent upon the identification and development of support for personnel managing such assignments Extant research indicates that the success rates of international assignments are not commensurate with the investments made by organisations. A number of key elements have been identified which, it is argued, if properly supported could ensure a greater degree of satisfaction and success of the `dual' expatriation process. Central to this research is the view that in order for organisations to maximise the skills and abilities of staff sent on international assignments and to minimise the direct and indirect costs of the whole process, these key elements of support should be placed within an organisational policy. This should be framed, communicated, enacted upon and understood by all concerned. This would encompass the He cycle of assignments involving the main phases of pre-departure, post arrival and repatriation. In order to examine this propositional view, this research studied the support given to expatriate managers on international assignments and compares and contrasts it with stated parent company policy in the assistance of their staff placed abroad. A number of methods of enquiry were undertaken. Adopting a Western European perspective, it included the retrospective view by expatriate managers of the support given by their companies in the completion of an international assignment. To examine the extent to which the perceptions of managers of company support on assignments matched declared policy, data from a survey questionnaire of 300 managers from four companies in different sectors was examined. The expatriation policies of four multinational companies were also examined and key personnel were interviewed about the framing and implementation of these policies. Further analysis of perceptions within companies was possible through semi-structured interviews with selected key decision makers. The main contribution of this thesis is the development of a conceptual model identifying a typology of support during the dual expatriation process. This will assist both academic and practitioners to analyse the whole expatriation process and enhance both individual and organisational development.

Inaug.-Diss.--Strassburg. / "Literaturverzeichnis": p. [3]-4.

Thesis (M. Sc.(Anthropology))-University of Pretoria, 2005. / Includes bibliographical references. Available on the Internet via the World Wide Web.

Fondée sur une ethnographie combinant observation et entretiens, cette thèse analyse les expériences migratoires des résident·e·s français·es à Abu Dhabi. Nuançant le portrait d’« expatrié·e·s » fréquemment présenté·e·s comme hypermobiles, elle montre qu’elles et ils empruntent en fait des routes migratoires balisées. Ces routes sont notamment dessinées par la rencontre entre politiques émiriennes et État français transnational, dans un contexte de concurrences postcoloniales qui se traduisent par des stratégies de distanciation vis-à-vis du colonialisme britannique et de l’impérialisme étasunien. La construction du groupe national, encadrée par des institutions migratoires, se déploie dans la délimitation de frontières associant francité et blanchité, au travers des interactions tant avec les nationales et nationaux émirien·ne·s qu’avec d’autres groupes migrants. Si le rapport à la population majoritaire sud-asiatique est marqué par une mise à distance, toutefois perturbée par la fréquence de l’emploi domestique à demeure, le rapport aux citoyen·ne·s émirien·ne·s engage un trouble singulier dans l’ordre postcolonial. Les résident·e·s français·es font ainsi l’expérience d’une vulnérabilité limitée, mais anxiogène, vis-à-vis d’Émirien·ne·s perçu·e·s comme omnipotent·e·s. En cela, les migrations françaises à Abu Dhabi se révèlent le lieu d’une déstabilisation autant que d’une solidification de la blanchité. Mettant en lumière la façon dont ces reconfigurations blanches s’entrecroisent avec un régime de genre où se renforce l’hétéroconjugalité, la thèse apporte une contribution à l’analyse plurielle des rapports sociaux dans les migrations des Nords vers les Suds. / Drawing on ethnographic methods (participant observation and interviews), this research analyses the migratory experiences of French residents of Abu Dhabi – generally referred to as ‘expats’ rather than ‘migrants’. It describes their migratory paths, and explores how migration affects their social positions, relations, and representations. While these ‘expatriates’ have been described as ‘hypermobile,’ they actually proceed along marked trails. Their migratory routes are shaped by the encounter of Emirati public policies and the French transnational state, in a context where postcolonial competition involves complex distancing strategies vis-à-vis British colonialism and U.S. imperialism. While the construction of the national group is supported by those migratory institutions, it also delineates symbolic boundaries and blends Frenchness and whiteness, through interactions with Emirati nationals as well as with other migrant groups. Although there appears to be little contact with the majority, South-Asian population, this remoteness is complicated by the massive institutionalization of ‘live-in’ domestic services. Relations to national citizens trigger an interesting trouble in the postcolonial order: French residents experience a limited, albeit anxiety-ridden, vulnerability vis-à-vis omnipotent-reputed Emiratis. To that extent, French migrations to Abu Dhabi enact an ambivalent social theater where whiteness is both destabilized and solidified. Showing how the reconfigurations of whiteness intersect with a gender regime which bolsters heteroconjugality, this research contributes to the analysis of the plurality of power relations in North-South migrations.

Mémoire numérisé par la Direction des bibliothèques de l'Université de Montréal.

This diploma thesis deals with international employee mobility within an unnamed multinational company, whose primary business is providing consulting services. The first half of the thesis defines relevant terms and maps out problems concerning international employee mobility, based on accessible literature and specialized journals, with the second half being devoted to analysing the mobility processes within the unnamed company. The end goal is to map all mobility processes and programs, determine possible deficiencies that might exist, and indicate suggestions for their correction. Internal mobility policies and data combined with unstructured interviews of employees of the unnamed company were utilized to formulate this thesis.

In the last few decades expatriation to East Asia and China in particular has become an important phenomenon investigated by research studies. Undoubtedly, expatriates face multiple emotional challenges during their stay in China, such as adjustment, cultural adaptation, work related difficulties, language barriers and family separation. The present study aimed to explore in depth the specific psychological needs of expatriates based on their personal subjective opinion from a Counselling Psychology perspective. A narratively informed Thematic Analysis design was used and conversational interviews conducted to generate accounts of the phenomenon of expatriation and the emotional challenges people faced due to a change of country and culture. Five main themes were identified and special emphasis was given to the subthemes which consisted the new and unique findings of the current thesis: I) Emotional Challenges: a) emotional difficulties, b) positive challenges, c) the challenge of the unknown and d) repatriation. As coping strategies, emphasis was given to a) social network, b) the importance of the family, and c) professional support. The issue of adjustment, which included three subthemes a) adjustment to daily life b) living conditions and c) work satisfaction was also discussed. The fourth theme, Personality, included two subthemes: a) Traits and b) Personal Development. The final theme was cultural differences, which included three subthemes: a) communication and interaction with locals, b) cultural differences at work and c) culture shock. The study found that emotional challenges have both positive and negative impacts on the life and well-being of expatriates. Common emotional difficulties identified were anxiety, distress, depression, loss, cultural isolation and loneliness, while positive aspects included working towards better professional and personal development. The study also identified social interaction as the main expatriate coping strategy and community counselling work was suggested as a form of support. Personality traits were identified as an important variable which can have a significant influence on emotional challenges as a form of coping strategy. A detailed account of the issues concerning adjustment to daily life was also discussed. Emphasis was also given to work adjustment as a coping strategy and cultural differences was discussed as a form of emotional difficulties. The contribution of the current qualitative research is discussed and further clinical interventions are suggested.