18 Dec Unit 10_MT220_Discussion response
13867Respond or elaborate to discussion post below:
Managing expatriate assignments is an important part of global HRM because these assignments are expensive and play a big role in a company’s success. Even so, expatriate assignments often fail for a few common reasons.
One major reason is difficulty adjusting to a new culture. Differences in communication styles, workplace expectations, and social norms can make it hard for expatriates to settle in. Companies can help reduce this risk by offering cross-cultural training before the assignment begins, which helps employees understand what to expect and how to adapt (Hill, 2022).
Another common reason for failure is family adjustment issues. If a spouse or children struggle with language barriers, schooling, or social life, the employee may become stressed or request an early return. Global HR departments can address this by providing family support programs, such as help with housing, schools, and language training, to make the transition smoother.
A third reason expatriate assignments fail is unclear job roles and expectations. When employees are unsure about their responsibilities or performance goals, it can negatively affect motivation and productivity. This can be improved by setting clear objectives and offering ongoing support, including regular check-ins with managers.
It is strategically important for global HRM to consider the entire expatriate family because family dissatisfaction is one of the main causes of assignment failure. Supporting the family helps protect the company’s investment and increases the chances of a successful assignment (Hill, 2022).
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