Comsats Institute of Information Technology Lahore

Repatriates training and their Adjustment Final Assignment of International Business 13-Dec-13 Muhammad Naeem(Principal Author) (FA12-MBT-059) Muhammad Afzal (FA11-MBT-119) Muhammad Ubair (FA12-MBT-061) Niqash Mudassar (FA12-MBT-073) Jamil Younus (FA11-MBT-151)

Submitted To: Sir Shahzad Ghafoor

COMSATS INSTITUTE OF INFORMATION TECNOLOGY

RIWAND ROAD OFF DEFENC ROAD LAHORE

The topic is concern: Repatriates Training and Their Adjustment

Author(s): Muhammad Naeem (principal) and Niqash Mudassar, Muhammad Afzal, Muhammad

Ubair, Jamil younus

Source: The data collected from the JSTORE research papers

Stable URL: http://www.jstor.org

Date: 09/12/2013

Key words:

Repatriates Training

Integrated Model

Subsequently

Frustrated Repatriate

Mitigate

Proactive repatriate

Intention to leave

Intervention

Hagiography

Culture assimilator

Research Objective:

Find the Method of repatriation

training

Different type of approaches for

training

Integrated model of training

Repatriation problems

Cross culture difficulties

Theoretical frame work of

repatriation

Variation in repatriation

experience

Repatriates adjustments

Definition:

Repatriation is the process of returning a person to their place

of origin or nationality. This includes the procedure of

returning refugees or soldiers or some special agent of

Government or organization that provided some special

overseas project.

Abstract:

This paper reviews that about the repatriation training and their

adjustment and also tells us about the method of training

according to the foreign assignment process and the nature of

assignment. The training process also depend on the time

period of the repatriates in which suggests that the major

determinant of repatriate preservation is the availability of

repatriation support programs; and an emerging one, which

focuses on individual career activism in a changing

employment situation. It tells us about the different problems

of the repatriates that they face after completion of their

assignment. There are so many method of training are available

but some method use in this paper that how we can train the

repatriates for different project and overseas assignment. In

which we discuss the integrated repatriation model and

different type of approaches for train purpose, each approach

has a different type of training those are use for the training of

repatriates. As well as the literature contain the degree of

integration, that tells us the time period of the project that

assigned by the organization. The repatriates training and their

adjustment depend on the all approaches of the training, the

paper contain different type of hypotheses that we make during

the training process of the repatriates.

Research Question

How we can solve the domestic problems of repatriates

after completion their overseas project??

How we can define the best approach of repatriates training

for overseas project for the long period of time??

Literature:

Repatriates Training and Their

Adjustment

The process of repatriation has many

difficulties for both an individual employee

and a corporation. For an individual

employee, the repatriation gives undesirable

culture shock in which include the failure of

social status at work and as well as at home

(Howard 1980; Kendall 1981; Kepler et al.

1983), and different type of problems related

with career, like loss of technical skills, lake

of culture confidence less skills about

specific return assignment, and promotion

absence (Adler 1981; Howard 1980; Kendall

1981; Kepler et al. 1983). As well as for

international business the corporate face

many difficulties to integrate their business

and employee into local work environment

and how to learning newly acquired

knowledge and skill from employees

(Mendenhall, Dunbar, and Oddou 1987;

Rogers 1984). First examine the difference

aspects a person move from New York to

Washington and a person move from United

States to kingdom. Both moves can involve

adjustment to new job, a new organization

culture, a new set of co-worker and a new

general environment .thus in the both cases

the organization and novelty factor are

affecting adjustment process. An initial

support for previous assentation on four

value scale, result indicate that variance on

these dimension within countries is much

smaller than between countries

.Hofstede[1980] this is an average variation

in political system, language, social

structure and economic system. The period

absence is generally two to five years

[Napier&Peterson1991;Tung 1981] During

the lack period the changes in individual like

(attitude, values, habits) and a other variety

of element in home country like(technology,

social norms, organizational culture) these

are the critical factor in why most employee

report that re-entry into their home country

and company was more difficult the initial

move overseas[Adler1981] time away from

the home country is a critical factor in

theoretical framework of the repatriation

alteration. The just about 25% repatriated

employee leaves the organization within one

year of returning back in U.S [Black1989].

This turnover rate is significant because the

average expatriate manager costs $300,000

per year or two to three times an equivalent

manager in the U.S. [Lublin 1989]. This

may total over $1.2 million during a typical

four-year assignment. This represents a

significant human resource loss and

replacement cost to U.S. firms.

Repatriation of overseas assignment

Despite the important repatriation issues, the

literature of repatriation is very

comprehensive so only discuss very few

cases. There has been no struggle to evaluate

repatriation systematically, no hypotheses

involved to examine the difficulties. Nearby

three important questions mostly the

literature does not address. Very first is that,

it is very difficult to examine the repatriation

problems might be linked to other stages of

overseas perceptive, i.e. selection and

recruitment, or abroad adaptation. Lithe

experience of Kepler et al. (1983) the

currently studies trends defined one or two

stage of overseas experience; they don’t join

to identify pattern between or across all

three stages. Second the literature doesn’t

define the issues of variation in repatriation

practice. We identify our initial work (

Briody and Baba 1989) that not all the

repatriation experience is problematic. Let

say it is not possible that the literature

identifies or observe the all repatriation

experience or their career path. Finally the

literature does not identify our growing

knowledge for overseas assignment to a

highly understanding the ideology and

behavior like in large and complex

organization and different multinational

companies. The first purpose of this paper is

to provide a comprehensive review of the

extant empirical literature on cross-cultural

training. This review suggests that cross-

cultural training has a positive impact on the

individual's development of skills, on his or

her adjustment to the cross-cultural

situation, and on his or her job performance

in the cross-cultural situation. However,

compared to the training literature in general

(see Latham, 1988, for a review), the area of

cross-cultural training has received little

empirical attention. Because most past

empirical research on cross-cultural training

has lacked theoretical grounding, generally,

(Adler, 1983; Beaty & Mendenhall, 1989).

We presented the results of an inductive

research project focusing on the overseas

assignment. The organization of the paper

parallels the iterative discovery process that

we experienced in our effort to understand

the interrelationships among complex

organizational phenomena. When our initial

phase of data collection and hypothesis

testing failed to pro-duce satisfying results,

we broadened our data-collection net to

include semi structured discussions with a

wider range of managerial employees

representing several different organizational

units and classification levels (Gregory

1983; Trend 1978). Furthermore, an iterative

approach enabled us to seek and

subsequently test more complex

explanations for repatriation variation. Our

interviews with GM managers also

permitted us to conceptualize two different

patterns of relationships among

organizational structure, ideology, and

behavior. These patterns were holistic in

several respects. The discovery of the

decoupled pattern was facilitated by the

prior discovery of the coupled pattern. Once

we recognized the existence of the three

interwoven elements in the coupled system

of structure (international linkages),

ideology (pro-international), and behavior

(positive repatriation experiences), it was

possible to predict an alternative model-the

decoupled system. We found that the

decoupled or anti-pattern phenomenon was

associated with the existence of units with

few, if any, international linkages, an anti-

international ideology, and negative

repatriation experiences. The length and

complexity of procedures required

discovering and recognizing patterns and

anti-patterns reflect the complexity of

organizational phenomena, and underscore

the need for anthropologically informed

methodologies in organizational research.

Implications for Anthropological and

Organizational Theory Our problem-

oriented research demonstrate the relevance

of anthropological theory to the study of

organizations.

Explicit Hypotheses relating to Variation

in Repatriation Experiences

The very first stage of data collection, for

the purpose of our understanding the extent

the types of problems related with

repatriation was aided largely by the often

spontaneous generation of some specific

hypotheses by our ISP and managerial

interviews. We quickly found that their

description for repatriation difficulties was

embedded in feedback to questions

pertaining to job satisfaction and career

enhancement. (See Briody and Baba 1989

for a more complete discussion): The list of

different hypotheses as below:

Generalist versus specialist

Size and structure of overseas

Operation

Length of stay abroad

Maintenance of content with the

domestic organization

Classification of high potential

employees

Type of home unit

The greatest single aid in the social

rehabilitation of the repatriate has been, as

might be expected, the cohesive force

exerted. Next in importance have been the

repatriate organizations, which have

appeared in many forms, all designed to

unite individuals with similar backgrounds

and ideas, and ranging in size from local

groups with only a handful of members to

national associations with memberships in

the tens of thousands. They can be classified

in three main categories: those organized for

a specific purpose, such as the Northern

Friends Society, a direct-action group of

repatriate. An others thing is that

Repatriation has been offered as a strategy

to mitigate hence restrictions since the end

of slavery in the western hemisphere.

Kwame Tour 6 and his All African people’s

revolutionary party instituted he most ardent

proponent so holistic pan-African is and

repatriation. Tours asserts that the only way

for Diaspora Africans to gain political-

economic self-determination lies in the

establishment to faland-base in Africa

(Carmichael 1969; Tour6 n.d.). Like Marcus

Garvey (Garvey 1971; Martin 1983) before

him, Tour6 does not advocate the mass

migration of diaspora Africans to Africa, but

con-tends that Diaspora Africans find

themselves at a perpetual cultural and

material disadvantage outside of a land that

they can call their own (Tour6 n.d.)

The overview of repatriation turnover as a

important source of concern for repatriates

and their companies has been invariably

appear in the literature for several decades

now. Our paper explain, compares, and

contrasts the traditional and the emerging

propositions of the literature, the former

should be focus on the role of organization,

and the later sketch concentration to the

roles of individual and environmental

factors that involved in all process.

According to the past research about the

repatriation there are some scenario are

available to define and explain the

repatriation process so the explanation of

those scenarios are as follow:

First scenario is Frustrated Repatriate

According to this scenario the repatriation is

source of frustration because of a large

number of unexpected professionals and as

well as personals problems closely related

with the repatriates’ reintegration to their

home country and home office (Baughn,

1995; Sanchez et al., 2000; Adler, 2002).

According to the personal decision many

repatriates experience face reverse culture

shock (Gullahorn and Gullahorn, 1963), the

result is that the unrealistic expectation that

nothing in their home country has changed

and as well as one thing is most important

that they are same people they were before

they left for assignment (Forster, 1994;

Black et al., 1999; Sanchez et al., 2000;

Scullion and Brewster, 2001; Adler, 2002).

According to the researcher point of view

there are some factors that directly effect on

the repatriates in which include personal

settlement problems, surprising changes in

life style, decline in cash flow, disposable

income, problem associated with loss of

social status and lifestyle changes (Kendall,

1981; Harvey, 1982; Gomez-Mejia and

Balkin, 1987; Black and Gregersen, 1991;

Engen, 1995; Stroh et al., 1998; Poe, 2000).

Second scenario is proactive repatriate

According to the researcher research of last

few years an unconventional perception has

emerged that challenges the supremacy of

this view. Research has recommended that

our investigations of the repatriate practice

would benefit greatly if they moved ahead

of organizational predictors of repatriation

outcomes to include variables related to the

individual and the situation within which

repatriation took place ( Leiba -O'Sullivan,

2002; Yan et al., 2002). Today, international

familiarity has high intrinsic value. The

person is rewarded by the knowledge itself

rather than by being offered a rewarding

promotion back at headquarters ( Inkson

etal., 1997; Sanchez etal., 2000; Stahl and

Cerdin, 2004). This perspective suggests

that individual plan and career goals take

preference over managerial decisions.

Existing well-liked press articles have hailed

stints abroad as the ticket to the board-room'

(Fenby, 2000) and as stepping stone for the

hopeful executive' (Ball, 1999).

International know-how is a tradable asset

that repatriates can use to advance their

careers - either with the company that sent

them abroad, or elsewhere (Tung, 1998a).

Thus, while quitting the company may be an

expression of poor organizational efforts to

reintegrate the individual, it may also be

encouraged by pursuing external

opportunities that provide the best fit with

one's career objectives.

Facets in repatriation adjustment

In the process of repatriation adjustment

three distinct facets must be consider

adjustment to work, adjustment to

interacting with home nationals, and

adjustment to the general environment and

culture Black and Gregersen [1991] [Black,

Mendenhall & Oddou 1991; Oberg 1960;

Torbiorn 1982] have argued that moving

into a new environment creates a significant

level of uncertainty and that people in

general have a need to reduce that

uncertainty. The last major component of

our study concerns is antecedents variable

like individual, job related, organizational,

non-work variables that influence

repatriation adjustment process. Although it

might seem that readjustment to the home

country might be relatively simple, and

thereby, make these different facets of

adjustment less relevant during repatriation,

Adler [1981].Predictive control is the ability

to make sense of, or predict, one's

environment in terms of (1) the ability to

predict how one is expected to behave and

(2) the ability to understand and predict

rewards and punish-mints associated with

specific behaviors [Bell & Staw

1989].Behavioral control is the ability to

control one's own behaviors that have an

important impact on the current

environment. In effect, behavioral control is

an indirect attempt at environmental or

outcome control [Bell & Staw 1989].The

last major component of our theoretical

framework of repatriation adjustment

concerns the general classes of antecedent

variables. Our review of the repositioning,

expatriation, and individual control

literatures suggest that there are four main

categories of variables [Glisson & Durrick

1988].Assume some changes in

Home country environment when individual

time away from home country can

significantly inhibit the formation of

accurate anticipatory expectations [Black &

Gregersen1 991].the greater the rate of

change the more likely the expectations f

repatriating managers are to be inaccurate.

Another variable that expected to have

impact on preventive expectation in the task

interdependency between repatriates and

home country operation.

[Black&Mendenhall1990].Additionally, the

content of training would determination the

relationship between training and specific

sides of anticipatory expectation and in-

country repatriation adjustment. However, if

training focused only on one facet, for

example the general environment, it would

be expected to be most strongly to general

repatriation adjustment perhaps at all to

interaction r work repatriation adjustment.

Variable

There are various variables that are directly

or indirectly interrelated with the

repatriation guidance and repatriation

procedure in which there is some variable

talk about are as follow

Intention to leave

Intention to leave was deliberate with a six-

item level based on Wayne et al. (1997). A

model item is 'I am seriously thinking about

quitting my job'. The scale anchors ranged

from 1 to 5, where 1=strongly disagree,

3=neutral, 5=strongly agree. The internal

consistency of the measure was α =0.83.

Company provide repatriation support

The support of company that may be

provided to the repatriates should be depend

on recent work on the repatriation that has

indentify the list of policies and practices

most often associated with a successful

repatriation program (Lazarova and

Caligiuri, 2001). In the example of

repatriation practices include some

important point such as

Pre-repatriation briefings

Career planning sessions

Repatriation agreements outline

Type of position

The repatriation agreements outlining the

type of position that expatriates will be

placed in upon repatriation. The training

respondent were asked to know about which

of the practices or training included in the

list were made available to them by their

company upon their return of foreign

assignments by checking “yes” or “no” in

the appropriate box that should be related

and according to the work of person who

should be selected for foreign assignment.

The items were assigned a score of 1 if it

means the practices were available to the

participant upon repatriation, and if the

score is 0 that mean it show that the practice

of repatriation was not available. All these

type of averaged score show the repatriation

support availability from organization side.

Hypothesis1:Company-provided

repatriation support is negatively related to

intention to leave after repatriation.

Hypothesis 2: The availability of alternative

employment opportunities is absolutely

related to intention to leave after

repatriation.

Hypothesis 3: Proactive career development

behaviors are significantly related to

intention to leave after repatriation.

With the help of table we can show the repatriation support practices availability %

Table:

Practice Availability (%)

Continuous communication with home office 49.2

Contact with home office about the details of the repatriation process 41.1

Sessions of career planning 40.2

Agreement outlining the type of position expatriates will be placed in 33.5

Upon repatriation

Life style assistance and counseling on changes likely to occur in 33.6

Expatriates lifestyles upon retune

Advance briefing on what expect during the repatriation 31.0

Visible signs that company values international experience 25.1

Financial counseling and financial/tax assistance 9.7

Programs of mentoring while on assignment 8.8

Reorientation program (about the changes in the company) 8.6

Repatriation training seminars on the emotional response of repatriation 8.1

Mean availability (average across all practices) 26.6

Source: journal of international business studies

Alternative employment opportunity

Substitute employment opportunities were

deliberated with a six-item scale based on

measures designed by Billings and

Women’s (1983) and from Peters et al.

(1981). A model item from the scale is 'If I

have to go away this job, I would have one

more job as good as this one within a

month'. The scale anchors ranged from 1 to

5, where I-strongly disagree, 3=neutral,

5=strongly agree. The dependability of the

measure was α=0.75.

Proactive career development behaviors

Earlier period literature on repatriation

offers no precise guidance as to the suitable

construct to be used to point out proactive

career development behaviors. In organize

to operationalize the previous variable of

attention in this study a measure of an

analogous construct, career activism

(Krieger, 1995), was used. Career activism

has been defined in the home context as

measures taken by an individual to take

charge of or be in organizing of one's career.

As a motivational build, it is internal to the

human being, is based on the internal want

for individual manage, and is deliberate with

look upon to the behaviors that designate its

attendance or magnitude. As a career

construct, career activism is the

demonstration of an individual's desire to

take charge of his or her own career. The

construct is considered by the steps taken to

see that the career follows the individual's

apparent desired career path (Krieger, 1995:

30). We judge that career activism, as

defined above, properly captures the build

we want to explore. Krieger (1995)

hypothesized that career activism was a

multidimensional construct consisting of

five facets:

(1) Advice and intervention;

(2) Strategic planning;

(3) Outside information-gathering;

(4) In-house development; and

(5) General career information-gathering

The ethnographical data comes from two

year of framework field conducted in Berlin

1994-1995. Aussiedler sitting in their

hostels and apartments, extensive interviews

concerning their experiences coming to

Germany can be taken and also met with

authorities and community leaders who

worked with Aussiedler bureaucrat, official,

and teacher. Aussiedler told story that

justify their repatriation. They discussed that

they had suffering, deserving, or that they

were legally unrestricted to the payback they

received. Such claims to authority were

most regularly posed in differentiation to the

stories of other applicant to German wealth

or kindness, whether it was the refugees

from the war in Bosnia, members of the

Russian Mafia. Such differentiation is

important to Aussiedler because their legal

claims to German belonging are primarily

different from those of other immigrants.

Germany is suitable for migrant in part

because it offer citizens and foreign

inhabitants nearly equal access to the social

welfare system (halfmann, 1997)

In World War 1, the imitation of the

population has been seen as serious to the

life of the German state. Such War had

result in an assortment of eco-crises,

demographic that appeared to cry out for

Administration. The family was seen a thing

in emergency from which whole new

category of person arises war widows, war

orphans, and soldiers wives as well as new

project for social welfare institution both

public and private (hong, 1996) The future

of our land only depends when we resolve

population problem, which has also the

question of economic and political power

(dickinson, 1918:106)

The useful separation at the spirit of modern

state-building lead to the making of new

constituency group with claim to place

assets and help them in situational

reflection in the welfare state (Halfmann,

1994) At the end of World War II, Germany

initiate itself in so far another fake

emergency, as it took on the task of

incorporate the millions of displaced person

who had cut and run before the Russian, or

who had been compulsory to travel in

accordance with the Potsdam Accords.

Members of the German Volk, inside the

sense of such law, are those who in their

homeland have maintain and recognized

German identity and can confirm it through

such proof as a language or culture.

The first strategic planning for return and

repatriation can be presented in HIWG

meeting, formulated in close discussion with

the parties, and examined the phasing out of

temporary protection measures in the

situation of the implementation of General

Framework Agreement for Peace in Bosnia

and Herzegovina. The main objective of the

come back and repatriation operation is to

make sure that permanent solutions are

found for displaced persons and refugees

through a process of before time, passive,

orderly and phased return to a place of their

choice in Bosnia and Herzegovina. Such

struggle will be made to help the

reintegration of persons and families into

stable communities where their essential

human rights will be protected and where

their basic needs are to be completed.

Another objective is steadily to phase out

the provision of kind assistance to refugees,

displaced persons, and the war-affected, as a

function of the consolidation of peace and

stability, and progress in treatment and

modernization. Planned promotion of

controlled repatriation is frequently

preceded by the facilitation of unplanned

return i-e providing support, as appropriate,

to refugees who return happily under

conditions which are not yet helpful to

organized repatriation. Generally, UNHCR

will monitor nationality aspects particularly

as related to repatriation to Bosnia and

Herzegovina and to other countries in the

nearest region. Finally, it must be known

that the problems of refugees and displaced

persons influence not only Bosnia and

Herzegovina, but also the Federal Republic

of Yugoslavia, the previous Yugoslav state

of Macedonia, Croatia, and Slovenia. A

local and fair approach to assistance will

continue to be necessary. (BIJLEVELD,

1996)

Repatriation belonging to those persons who

by cause of his age or their physical

condition is unable to become restored in the

monetary situation (Michigan State Welfare

Department). The Mexican people who are

working as a labor are willing to work for

salary less than those which citizens would

accept. (Humphrey, (Sep., 1941))

When, during the hopelessness, lower salary

became general, the imported Mexican

found himself a disliked opponent for jobs,

and an equally candidate for help. (Paul)

Those Returning Mexicans, who cross the

border at El Paso in 1931, viewed the

repatriates as consisting of four classes.

First come the deport Mexicans.

According to the approximate of the

Mexican ambassador, between30-40

Mexicans a month are deported from the

31 region with head office at Los

Angeles.

The approximate for the whole country

set by the Department of Labor for the

fiscal year ending June 30 is 18,500 .The

group made up of those called voluntary

returns, the group made up of those who

are also here are legal.

The fourth class is formed of poor

Mexicans who have not the money to

return to their homeland. (McLean)

The Mexican peoples go back to their home

just because of the monetary depression. For

months he has listened to the tapping of the

people who take them. But some of the

Mexican people not to be agree to do back,

the important reason is that in the United

States superior security and better

opportunity exists for living. It is

conventional that children have better

potential here for learning preparation which

will provide them for life work. After the

first run of candidate for goes back to

Mexico, the number quickly decrease, and

mail were in print by repatriates

communicate their dissatisfaction both with

the mode of journey offer and with the

services offered for modification when they

at home in Mexico. Repatriation was the

most suitable method of conduct the

problems of Mexicans on release received

considerable momentum and various

pressures in various forms were use to attain

the goal. On one side , The plan of Mexican

repatriation occur, as an economy

determine for frequent to the home a large

national group brought into this country as

low-priced labor with the coming of the

despair was not skilled of self support . On

other side, the plan linked in with the large

ideas of social welfare of the supervision of

Mexico. . Repatriation as an intended

measure may well be traditional to the best

standards of case work procedure, but really

in the transport out of the plan, unqualified

case workers use pressures in some case.

(Malekian, (2007))

Generally, the crowd repatriation of the

Armenian-Iranians in 1946- 1947 did not

play a positive role in the lives of the

migrants. They faced serious difficulties in

their past land. The terrible post-war

economic conditions directly affected the

newcomers' lives and severely influenced

the process of adjustment to the new

realities, which were completely unfamiliar

to the Armenians of Iran.

(Charles W. Havens, JANUARY 1971))

At the end of May, An agreement can be

signed by the both parties. In such

agreement, this statement was to be cleared

that there is no forced repatriation of any

enemy. But all prisoners of both side bear

pain of capturing and many of the prisoners

were died in such period. Prisoners’ of war

must be released and repatriate after the

cessation of completed hostilities. Such

article also stated with the deal with the cost

of repatriation. in such article it is to be

declared that those prisoners who were to be

captured by a long time may also be released

according to direct repatriation .all prisoners

of war who have remained in custody longer

than eighteen months should be repatriated

by the defeater. There are now thousands of

North Vietnamese and Viet Cong and

hundreds of American prisoners of war who

have been jailed for more than two years,

and there is no end of their imprisonment in

sight. The Geneva Convention should

provide a solution for this situation. It is

logical to terminate that eighteen months of

imprisonment with no chance of release in

sight is enough to require accommodation in

a neutral country. The Americans under

arrest in North Vietnam and those under

arrest by the Viet Cong in South Vietnam

would hold a result that many of them are

badly sick or wounded and allowed to direct

repatriation.

(Holme, (2001)) Such paper shows the

repatriation of Kateri as an imposing symbol

through narrative. It can be suggested that

Kateri, a peace and repeat character in the

17th-century Jesuit accounts, is given voice

by her modern spiritual in four unified

narrative ways:

First, by the rescripting of her last words

Second, by their daily interview and

communication with the protestant ,

meet which are commonly imaginary as

marvelous

Third, by the division of these wonder

stories with other fans

Fourth, by the group's popular public

statement of Kateri's full sainthood, an

agreement which face the Vatican's

accepting of purity.

Hagiography becomes more than only

identical stories about saints, but also stories

about personality, both the executive and

the popular personality who conveys and

decodes Kateri's narratives ((cf. Orsi,

1996)Counter hagiography, I look for to

emphasize the numerous, changing and

frequently opposing conversation which

inform a saint's life. Such a concept of

counter hagiography moves the fairy-tale of

a saint's life away from the traditional

hagiographical practices which do not

apparent a Saint ((Woodward, & cf. Noble

and Head). In such time period of the

repatriation of a colonial mythico historic

form through modern devotional narratives,

it becomes clear that Kateri story is not

linear; there are many narratives with

several endings ((Behar)

Source: journal of international business studies

Cross-cultural Training Approach

It is true that the huge difference between

the domestic and foreign culture so it

necessary for the organization to provide the

training to the employee of the organization

those are selected for the overseas project or

assignment, for this purpose there are three

approaches are used for the training of

repatriates. All the approaches of the

training depend on the time period of the

individual or (Krieger, 1995) repatriates

project so according to the time period we

provide training to the repatriates.

The three approaches of training of

repatriates are as under:

Immersion Approach

Affective Approach

Information Giving Approach

There three main approaches that contain the

all training process and as well as each

approach contains the different content that

include in training.

Information Giving Approach

This approach is very initial approach that is

use for the very short period time in which

the repatriates solve or complete their

project. It is very general approach in which

only information delivered to the person

who have the foreign project in which some

important steps are used, in which very first

we describe the area briefing to the

employee in which who perform their

activities and then provided the related

material to the employee that gives helps in

solving the project assignment and one thing

is important the survival language training

also provided because every culture has

different language and different life style.

(Yan et al., 2002)

Affective Approach:

This approach is use when the project time

period is medium, i.e. within a year. This

approach also contains some steps that used

in this approach training process. This

approach is very help full for organization as

well as repatriates those have medium

overseas project. Those uses in this

approach are as under:

Culture Assimilator Training

Language Training

Role Playing

Critical Incidents

Case Studies

Stress Reduction Training

Moderate Language Training

In the medium term of assignment this type

of approach is used for repatriates training,

in which all steps should be follow by the

organization culture assimilator and describe

the host culture to their project holder and

language training provide to the individuals

(Stahl and Cerdin, 2004) and guide the

person what role play in the host culture and

how mange the project that given by

company and how follow the instruction

provide the case studies that provide the

helps to repatriates in project solving, and

the company describe how individual

control the stress of reduction training

process. (Stevens et al., 2005).

Immersion Approach:

For the intention of the cross culture training

this approach is use for high level of

integration of the repatriates, according to

this approach those people or project holder

have a long period assignment or project

then this type of approach is use for the

purpose of training and this type of approach

has also contain some important training

step that include in this approach.

Assessment Center

Field Experience

Simulations

Sensitivity Training

Extensive Language Training

All the above points that used in immersion

approach are use in this training process, an

assessment center made for learning

different type of skills, gives the field

experience to the repatriates, as well as

simulations delivered, sensitivity of training

maintain in training process because the

project period to long so sensitivity in the

training is very necessary and in this

approach the last step is that we consternate

on the extensive language that are using in

the host culture. (Pedhazur, 1997).

Degree of Integration

The degree of integration show the time

period of repatriates that who spend for

solving of completing their project. In this

there are three level include first is low

level, second is moderate level and last is

high level these level show the different

time period the low level is use for one

month project and moderate is use for one to

12 month and last is use for one to three year

project is high.

Integrated repatriation model

According to the advance field of expatriate

management, we should shift away from

studying background of repatriate

preservation and talk about the outcomes of

repatriate preservation in a larger context.

To that end, we propose an integrative

framework to show future research. The

framework is based on an integration of

appropriate themes from the repatriation,

career, and information transfer literatures,

and on Kraimer and Shaffer's (2004) latest

assessment of repatriation achievement from

a careers perception. In addition to vigilantly

examining an expanded set of previous

circumstances and acknowledging the multi-

faceted nature of victory upon repatriation,

future work should inspect outcomes of

repatriation longitudinally. We found that

repatriates who participated in this study had

an overpoweringly positive measurement of

the effect of their assignment on career

growth. Providing only a snapshot, however,

our study presents repatriates' expectations

but not their experience

In a analysis of the current state of career

hypothesis, Sullivan (1999) pointed out that

there are 'dark sides' to boundary-less

careers that tend to get disregarded, and

remain unexpectedly under-researched to

this day (Brousseau et al., 1996). Dany

(2003) questioned the ability of individuals

to act as free agents, and invent and reinvent

their careers unfettered by

career boundaries. They keep up those

empirical facts supporting the boundary less

career model comes from a limited number

of studies of the Careers of a few

advantaged (mostly) Professional groups,

and is thus inadequate. Stumpy these

opinions, Dany et al. (2003) have

recommended that studying more different

samples and accounting for issues of

discrepancy power and resources would

likely demonstrate that, in actuality, careers

have multiple boundaries. Recent research

has thus recommended that the expression

boundary-less careers may be somewhat

removed from organizational reality (Pringle

and Mallon, 2003). In the context of such

debate, hypothetical distinctions between the

objective and subjective aspects of

individual victory upon repatriation and

experimental work that examines both

aspects are critically necessary.

Social Learning Theory and Cross-

Cultural Training

This article presented SLT as a theoretical

framework. In the process of examining

SLT in relation to cross-cultural training,

Some important new insights about SLT

have emerged. Although it does not seem

that the context of international training

compared to the context of domestic training

challenges any fundamental assumptions of

SLT or presents any totally new variables

that should be incorporated into SLT, the

international context does seem to rearrange

the importance of various factors within

SLT. Although novelty plays an important

role in SLT within the domestic training

context, it plays a critical role in the

international training context (Bandura,

1977; Hilgard & Bower, 1975). The degree

of novelty of new behaviors is significantly

higher in the international context. In both

domestic and inter-national contexts new

work-related behaviors must be learned;

however, in most cross-cultural training

situations new non-work behaviors must be

learned as well. First, given that in a cross-

cultural training situation, in general, an

individual will be required to learn

behaviors of greater breadth and depth of

novelty, the attention and retention aspects

of the SLT become much more important in

the international con-text. In an international

context, because of the generally higher

level of behavior novelty, low levels of

attention and retention may render the

trainee unable to reproduce the modeled

behavior in any fashion. Because most

domestic training situations involve

behaviors that are familiar, the sequencing

of symbolic or participative modeling

processes and whether the processes are

used in combination or separately seem less

important in domestic versus international

contexts. The results of the study by

Gudykunst et al. (1977) suggest that

symbolic modeling should precede

participative modeling; symbolic modeling

alone may not be sufficient for the training

to have a positive and significant impact on

outcomes, such as cross-cultural adjustment.

Given that the depth and breadth of novelty

in international contexts are greater than in

domestic training contexts, a higher

minimum level of motivation may be

necessary in order for effective attention and

retention processes to occur during cross-

cultural training situations. Cross-cultural

training effectiveness in the studies

reviewed may be explained partly by almost

all the trainees being volunteers for the

cross-cultural work situation and, therefore,

being more likely to be motivated than

randomly selected individuals. Finally,

another variable of SLT that seems to

operate differently in an international

context is self-efficacy. First, based on the

published empirical evidence, it seems that

cross-cultural training is effective in

developing important cross-cultural skills, in

facilitating cross-cultural adjustment, and in

enhancing job performance. Davis and

Luthans (1980),

Repatriation Problems for Executives

Organizational/career issue

Financial pressures

Pressure

Family problems

Executive Psychological Stress

(Resulting from)

* Career Issues

* Financial Pressures

* Family Stress

* Re-entry Process Itself

Executive/Job Issues

Career and specialized changes are essential

for the repatriate; at the same time economic

burdens may create the highest level of

pressure [Kiechel1 983]. On repatriation the

uncertainty of a new place, if available, as

well as the change in career path will be of

the extreme fear to repatriated executives

[Murry1 978; Doltish 1982].

Economic Stresses

Economic difficulties for the repatriated

executive center on the difference in foreign

compensation levels and loss of overseas

allowances. When

Foreign assignments demand rise in pay for

External Service; the loss of that salary

difference enhances pressure to repatriation

because the expatriate's normal existing

naturally was familiar while abroad. This

quick solidity of throwaway revenue

compounded with higher cost of living than

when the expatriate left the local

market, creates a compounded effect on the

administrative and family members when

they are struggling to settle to the local

situation[H arvey1 983].

Culture shock

Culture shock is the personal confusion a

person may feel when experiencing an

unfamiliar way of life due to immigration or

a visit to a new country, a move between

social environments, or simply travel to

Repatriated Executives Impact on

organization

Organizational

Reaction

Indicates the

direction of influence

another type of life One of the most

common causes of culture shock involves

individuals in a foreign environment.

Culture shock can be described as consisting

of at least one of four distinct phases:

Honeymoon, Negotiation, Adjustment, and

Mastery when individual enter into a new

environment are often not know what is

acceptable or not acceptable, the adjustment

process involve the reduction of that

uncertainty by learning what is acceptable

and able to act accordingly [Brisslin 1981]

The phenomenon of "culture shock" is

largely a set of negative affective reactions

to encounters that demonstrate to individuals

in a new, foreign environment that they lack

a complete and accurate set of schemata’s

for understanding and appropriately acting

in the new, current situation [Oberg 1960;

Torbiorn 1982].Manager often lack of

current understanding of the home country

and that process is a central component of

repatriation adjustment Harvey [1983] and

Adler [1981]Typically, the u-curve and w-

curve hypotheses have been described in

terms of three general stages of adjustment.

The first stage is often denoted to as the

honeymoon stage and are believed to last

less than two months [ Adler1986;

Gullahorn and Gullahorn 1963 Harris &

Moran 1989; Torbiorn 1982 ] .During this

stage, most of what is different in the new

scenario is seen as “interesting" and "

stimulating." This stage is followed by

dissatisfaction stage or culture shock.

During this stage , the individual must

survive within the new environment on a

daily basis , and the innovations in the new

environment and lack of sufficient

understanding of them and their relationship

with suitable and inappropriate behavior

leads to emotional reactions anxiety and

obstruction , which are common indicators

of culture shock[ Adler 1986; Brislin 1981 ,

the Church 1982 ] .

Culture shock is the personal confusion a

person may feel when experiencing an

unfamiliar way of life due to immigration or

a visit to a new country, a move between

social environments, or simply travel to

another type of life One of the most

common causes of culture shock involves

individuals in a foreign environment.

Culture shock can be described as consisting

of at least one of four distinct phases:

Honeymoon, Negotiation, Adjustment, and

Mastery when individual enter into a new

environment are often not know what is

acceptable or not acceptable, the adjustment

process involve the reduction of that

uncertainty by learning what is acceptable

and able to act accordingly [Brisslin 1981]

The phenomenon of "culture shock" is

largely a set of negative affective reactions

to encounters that demonstrate to individuals

in a new, foreign environment that they lack

a complete and accurate set of schemata’s

for understanding and appropriately acting

in the new, current situation [Oberg 1960;

Torbiorn 1982].Manager often lack of

current understanding of the home country

and that process is a central component of

repatriation adjustment Harvey [1983] and

Adler [1981]Typically, the u-curve and w-

curve hypotheses have been described in

terms of three general stages of adjustment.

The first stage is often denoted to as the

honeymoon stage and are believed to last

less than two months [ Adler1986;

Gullahorn and Gullahorn 1963 Harris &

Moran 1989; Torbiorn 1982 ] .During this

stage, most of what is different in the new

scenario is seen as “interesting" and "

stimulating." This stage is followed by

dissatisfaction stage or culture shock.

During this stage , the individual must

survive within the new environment on a

daily basis , and the innovations in the new

environment and lack of sufficient

understanding of them and their relationship

with suitable and inappropriate behavior

leads to emotional reactions anxiety and

obstruction , which are common indicators

of culture shock[ Adler 1986; Brislin 1981 ,

the Church 1982 ] .

The third stage is often call adaptation step

is categorized by the gradual understanding

new culture and the ability to “fit in" with

time. Researchers have estimated that takes

about a year for a -and-a - half of the year

for the full repatriation adjustment [ Adler

1986; Copeland and Griggs 1985, Harris &

Moran 1989].The international management,

organizational behavior, and career

literatures all have faced the question of

what the outcome variables are appropriate

measures to adapt to changes in work

[Mendenhall and Oddou 1985,

Brett,Feldman and Weingart 1990; Pander

and Schroeder 1987, Feldman 1988]After

Feldman [1991], we suggest that there are

four critical variables that are reasonable

indicators of adjustment to new job

assignments. Further aspects of anticipation

and country setting, the above comments

intercultural adjustment of expatriate

literature have pointed four general

categories in which various background

adjustment can be placed [Church 1982;

Mendenhall and Oddou 1985; Stenting

1979]. They are (1) individual factors, (2)

factors of work, (3) organizational factors

(4) non-work factors. By combining these

four categories of background with the

notion of anticipatory adaptation in the

country, it is possible have certain

individual, for example, which are

individual anticipatory factors and some that

are in the country the individual factors

relating to repatriation adjustment[Brett

1980; Black & Mendenhall 1990; Dawis &

Lofquist 1984; Nicholson 1984; Torbiorn

1982] have claimed that moving into a new

environment generates an important level of

uncertainty and that people in general have a

need to reduce uncertainty to a more

tolerable level.

The third stage is often call adaptation step

is categorized by the gradual understanding

new culture and the ability to “fit in" with

time. Researchers have estimated that takes

about a year for a -and-a - half of the year

for the full repatriation adjustment [ Adler

1986; Copeland and Griggs 1985, Harris &

Moran 1989].The international management,

organizational behavior, and career

literatures all have faced the question of

what the outcome variables are appropriate

measures to adapt to changes in work

[Mendenhall and Oddou 1985, Brett,

Feldman and Weingart 1990; Pinder and

Schroeder 1987, Feldman 1988]After

Feldman [1991], we suggest that there are

four critical variables that are reasonable

indicators of adjustment to new job

assignments. Further aspects of anticipation

and country setting, the above comments

intercultural adjustment of expatriate

literature have pointed four general

categories in which various background

adjustment can be placed [Church 1982;

Mendenhall and Oddou 1985; Stenting

1979]. They are (1) individual factors, (2)

factors of work, (3) organizational factors

(4) non-work factors. By combining these

four categories of background with the

notion of anticipatory adaptation in the

country, it is possible have certain

individual, for example, which are

individual anticipatory factors and some that

are in the country the individual factors

relating to repatriation adjustment[Brett

1980; Black & Mendenhall 1990; Dawis &

Lofquist 1984; Nicholson 1984; Torbiorn

1982] have claimed that moving into a new

environment generates an important level of

uncertainty and that people in general have a

need to reduce uncertainty to a more

tolerable level.

The children have problems in reintegrating

themselves into schools and becoming

known in societal groups. This is mostly

marked in children returning to high school

in their junior and senior years. They may

not be able to make an adjustment in

academic standards and probably more

profound is their helplessness to contribute

in additional activities such as sports,

cheerleading, band and the like. These

children may frequently experience

problems educationally because of their

"social frustration." The problems of the

children normally translate into extra

stress/pressure for the parents. [Adler

1983b]

Executive Psychological Pressure

Burdens that are created by organizational/

career doubt, economic pressures and family

difficulties can encourage administrative

pressure [Harvey and Lusch 1982b]. In

addition he reentry process itself may also

increase the level of psychological tension in

the executive. If the institute does not have a

well-articulated repatriation program the

executive may have to deal with the reentry

problems without Organizational support.

There might be a deficiency of funding from

complements in the institute because they

do not identify the related set of

complications repatriates must overcome

their return [Wilpert1 974].

Adjustment problems

Organizational Carrier and professional

adjustment are necessary for repatriates but

financial pressure are the highest level of

stress[ Kiechel1 983].On repatriation

ambiguity f a new position, I f available, a s

well as the modification in career will be of

the utmost concern o repatriated [ Murry1

978; Dotlich 1982Re-establishing

themselves in the domestic organization

normally takes time and also some changes

in individual personal and professional

lifestyle .a manager working with less

authority that was experience in overseas

position[Carroll, Painea ndI vancevich1

972].if this tension persist the individual

normally experience a Brownout in many

cases and leave the organization[Harvey and

lusch 1982b].one of the most disturbing

experience of the repatriates is being place

in holding pattern when retiring from

foreign assignment[Murry 1978].The carrier

objective of the repatriates are damage due

to the possible reduction in productivity and

carrier progress may be

changed[Greenberg1 982; Harvey1 983].

Psychological Pressure that created by

organizational carrier uncertainty and

financial pressure family problem can

arouse individual stress [Harvey and Lusch

1982b.] .reentry process can also increase

the tension level in individual mind. There

may also be a lack of support from

colleagues in the organization because they

do not identify the interrelated problem

repatriates overcome upon their return

[Wilper 1984.] This lack of support and

recognition from fellow employee may

result in the repatriated individual

developing a feeling of unfaithfulness by the

company. The individual face the re-entry

problem the organization can terminate them

from organization before they influence

others in firm. Some organization may

accelerate retirement [Tung1984].The

children’s of individuals feel difficulty to

adjust in new school and in new social

groups. The problem of children can be

cause of additional stress for parents

Repatriates training are needed to

expatriates to adjust in domestic

environment. The unexpected problem with

children and other family member cost of

restarting household and individual unhappy

in the work may complicate the relationship

with family [Adler1983b.] .The organization

may have several negative significance

stemming from repatriates employee that

could affect its domestic and international

operation. The repatriates employee are not

performing efficiently and the lack of

performance reduce the probability of

success. This view point makes it more

difficult to attract others to take foreign

assignment as a means to push their career

ahead [Tung 1984].

Research Methodology

Exploratory studies This study is most apposite when there is no existence of an apparent theory, if there is a little research in the area, when the significant uniqueness and relations are difficult to resolve and when the issue is difficult to distinguish (Collis and Hussey, 2003). Descriptive research This research can be an expansion of exploratory research. Saunders et al. (2003, p 97) states that prior to collect data, it is essential to be very clear of the experience on which you want to do research. It answers questions of “who, what, where, how and when”. According to Collis & Hussey (2003) states that “descriptive research is most suitable when the problem is clearly structured and when there are no intentions to find relationships between causes and effects”. Explanatory research Explanatory studies are studies that establish causal relations among variables (Saunders et al., 2003, p 97). It answers questions based on “how and why” (Yin, 2003). This study involves all of the three purposes discussed above; Exploratory, since I explore the problem and circumstance and since my aim is to achieve understanding of factors that facilitate expatriates adjustment; descriptive as well because I collected data and analyzed; and also explanatory because I am going to compare current characteristics with the literature and theory and examine the finding out of these. Research Philosophy “Philosophy can be defined as the questioning of basic fundamental concepts and the need to embrace a meaningful understanding of a particular field” (Burke,

2007).Research philosophies can be divided into three approaches: Positivism, interpretism and realism and these are functional for three reasons: these visibly communicate the posture of research, let others to rapidly recognize context and allow clearly too eloquent the consequence of research (Burke, 2007). In this research realism is used as research philosophy. Positivism “Positivist research generally attempt to test theory, in an attempt to increase the predictive understanding of phenomena and in this approach facts are clearly defined and result are measurable” (Myers, 1997). Positivists presume absolutely and openly that reality can be evaluated by screening it through a one way, value free mirror and researchers should be objective in their research and must avoid interference of their ideas and values with research process (Sobh and Perry, 2005). Research Strategy- Case Study Selecting a suitable research strategy is very important in order to get answer of research question. Saunders et al (2003) states many research strategies which includes “experiment, survey, case study, grounded theory, action research, ethnography, cross sectional, longitudinal, exploratory, descriptive and explanatory studies”. This research utilizes a case study as research strategy and this is done in order to assist me in achieving an increased understanding of the expatriation phenomenon. For this research there are several reasons for choosing a case study. Case study is regarded the most suitable when answering research questions in form of how and why there is no control over behavioral events with a clear focus on contemporary events.

(Yin, 1994). Since my intention was to find detailed answers to the research questions, I had to go in-depth. For this reason, a case study might be a suitable research strategy, to gain a rich understanding in my field of investigation. A case study considers much data to evaluate problems and to find solutions (Blohm & Fowler, 2004). Finally, my case study was an explanatory study as well, because I intended to find out relationships among several variables (Saunders et al., 2003). Research Approach According to Collis & Hussey (2003) research can be divided into two approaches where the qualitative approach is the one chosen for this research due to nature of subject as well as due to gain a deeper considerate of area researched. Qualitative research is the assembled name for a number of different types of disciplines such as, sociology, social anthropology and social psychology. Collis & Hussey (2003) states factors that distinguish a qualitative approach from other approaches: Qualitative research is more suitable for descriptive purposes and analysis conducted through the use of Conceptualization: Qualitative research is most often associated with research in a smaller scale, since it has relatively limited dimension and involves relatively few situations. Data Collection Secondary Data My source of secondary data was mainly articles and journal. For all my literature review, I read many journals and articles. Few of the most recognized scholars in expatriation research are lee, Tung, Medenhall, Black, Downs, Salmer and Waxin. These researchers are only a few samples of many scholars who have conducted research and surveys in this field of investigation. Secondary data normally collected from books, journals, articles, survey reports, news papers, magazines and

used to answer the current research question by re analyzing it (Evaluating Socio Economic Development, 2005 Primary Data In order to carry out research there is need of primary data. There are two kind of primary data Qualitative and Quantitative. “The qualitative data is based on meaning expressed through words, where as quantitative data based on meanings derived from numbers” (Saunders, 2003). In this research only qualitative data has been selected due to the nature of research question. Sample Selection This section provides the reader with the factors that were considered decisive for selecting companies, respondents, and documentation used in this research. Data Analysis Miles and Huberman (1994) states that in qualitative research words are the main units used in an analysis. According to them, the elements of data analysis are: • “Data reduction” • “Data display” • “Conclusion drawing and verification” The first element, data reduction, refers to the “process of selecting, focusing, simplifying, abstracting and transforming the data that appear in written-up field nits or transcription” (Miles & Huberman, 1994). They say it actually begin before the collection of information when researcher decides which research question to be used. Second element Data display is described as an “organized and compressed assembly of information that permits conclusions drawing and action” (Miles & Huberman, 1994). The last flows of analysis activity leads the researcher to start sorting out the collected data and intercept it, this is made by noting regulations, patterns, comparison, explanations, casual flows and propositions (Miles & Huberman, 1994).

Conceptual Model

Fig. 1 self analysis

According to the diagram we select six variables in which one is dependent and others are

independent. Main variable is Repatriation that is dependent variable and others life style, career

issues, social status, family issues and culture shock are independent variable. Those independent

variable directly effect on the repatriation. In this we want to explore the relationship between

the dependent and independent variables.

Repatriation

Culture shock

Social status

Career Issue

Life stlye

Family Issue

SPSS Analysis Report

Line Graph

Descriptive Analysis

In this diagram show the mean of all independent variable and standard deviation of all

independent variable.

Descriptive Statistics

Mean Std. Deviation N

repatriation 2.7000 1.32192 100

Culture Shock 4.0000 1.12815 100

Career Issue 3.6500 .89188 100

lifestyle 3.6500 .89188 100

Social status 3.6500 .89188 100

Financial Issue 3.8600 1.24738 100

Model summary

Model Summary

Model R R Square Adjusted R Square Std. Error of the Estimate

1 .811a .657 .646 .78630

a. Predictors: (Constant), financial, social status, culture shock,

career Issue,

b. This diagram show the standard of error

ANOVA b

Model Sum of Squares df Mean Square F Sig.

1 Regression 29.969 5 5.994 5.704 .000a

Residual 98.781 94 1.051

Total 128.750 99

a. Predictors: (Constant), financial, career, lifestyle, culture Issue, social status

b. Dependent Variable: repatriation

Reliability

F>3 there for our regression test is valid and significant level is less than 0.05 so, overall model

is significant and all independent variable have significant impact on dependent variable.

Coefficients

Model

95.0% Confidence Interval for B

Lower Bound Upper Bound

1 (Constant) 1.872 3.763

Culture Shock -.093 .421

Career Issue -.933 -.383

lifestyle -.125 .220

social status .146 1.056

Financial Issue -.276 .090

a. Dependent Variable: repatriation

Conclusion

This paper contains the repatriation training method and as well as describe the all problem face

in repatriation process. The appropriate method of adjustment use in this paper and we create

different hypotheses on different variable and the analyze the variable at the end of the paper we

define the research methodology, and conceptual model of dependent and independent variable

and generate the data analysis on SPSS and fine the research analysis in which find the relation

between the dependent and independent variable and fine the means of different variable and as

well as find the regression of all independent variable the result is significant.

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