Expatriate assignments frequently end in failure, in that the posting is not completed or fails to meet its initial objectives. Briscoe et al. (2009: 179) identify three types of expatriate failure:

• dropout (the expatriate returns home early);

• brownout (the expatriate performs poorly while overseas);

• turnover upon repatriation (the expatriate resigns shortly after returning home).

What different factors do you think contribute to each of these three types of failure? What steps can IHRM specialists take to reduce the likelihood of their happening?