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Chapter 19: HRM

It appears that the major reason for expatriate failure is the inabilty of the spouse and family to adjust to living in another country. What can a company do to ameliorate this?

One of the main reasons for expatriate failure is the inability of the family to adjust to a foreign country. There are several things that a company can do to circumvent this. Firstly, a company can prevent expatriate failure by making foreign assignments entirely voluntary. Prior to the recruitment, a company must clearly communicate the duration of their foreign residency, location, and any factor that would affect the lives of the family members. Employees can consult their family members beforehand and decide whether or not to participate in the overseas assignment. This way, individuals whose aptitudes and preferences are not suited for living in a foreign country would not be forced to work abroad. Having been a military spouse, I have seen a few families go through struggles in a country that they were forced to live in against their wishes. On the other hand, there also were families who enjoyed the opportunity of traveling and living in different countries. Secondly, a company can provide social support to family members. One of the difficulties of living in a foreign country is social isolation. Not only will the expatriates and their family members be separated from their friends and families, but they would also face difficulties in forming new friendships in a foreign country. This is especially true in countries where cultures and languages are different from those in North America. A company can construct a local network of expatriates where they can meet to socialize and exchange information. Alternatively, a company can offer opportunities for spouses and family members to learn the social customs, language, and culture of the foreign country in a form. Lastly, a company can provide ways for family members or spouses to continue investing in their future. The family members may feel the need to put a pause on their professional or academic development during their relocation. It may be difficult for them to pursue their careers in certain countries without a working permit or permanent residency. To help with the situation, the company can provide remote learning or working opportunities for the family members