Expatriates can be grouped into one of 4 allegiance patterns:
1. The free agent pattern, in which expatriates have low allegiance to both the parent firm and the local unit
2. The pattern of going native, marked by low allegiance to the parent firm and high allegiance to the local unit.
Please describe the two patterns above and explain how they may be managed counterbalance lopsided allegiances.
Expatriates often have a difficult task of helping the sponsoring firm achieve organizational goals while fitting into a new culture and belief system. Therefore, expatriates may exhibit different allegiance patterns, depending on how they assimilate into the new work culture and how well they understand their roles within the new assignment. Other factors that may affect allegiance are the level of support from the sponsoring organization, level of social engagement with others, and personal beliefs about work culture. The context of the work situation in the host country may also affect how an expatriate falls within the allegiance patterns.
The free agent pattern gives the expatriate autonomy in a sense that he or she does not feel the need to necessarily uphold all the beliefs and goals of the sponsoring organization or the local unit, as he or she has only a very loose affiliation with both. The individual may perform duties as expected but may ...
The managed counterbalance lopsided allegiances are examined the solution.