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Reducing Expatriate Failure Rates

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The rate of failure for expatriates has been arguably noted to be high. Discuss "reducing expatriate failure rates" in terms of lack of training and cultural preparedness etc.

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This detailed solution discuses how to reduce expatriate failure rates in terms of lack of training and cultural preparedness. It includes APA formatted references.

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It is estimated that between 16 and 40 percent of all American employees sent abroad to developed countries will return early. Almost 70 percent of employees return early from developing countries (Caligiuri, 1997). The main reasons cited are the inability of the spouse to adjust, the inability of the employee to adjust, other family problems or the manager's personal or emotional maturity. Ultimately failure represents a problem in the organization's selection tactics in identifying individuals who will succeed overseas. Employees need to be selected not solely on technical expertise but also on ability to adapt to new location.

The most frequently cited reason for expatriate failure is due to inability of his or her spouse to adjust to the new country, causing unhappiness. To this end, spouses must be included in the pre-assignment training. Spouses are likely to have different challenges than the employee, including dealing with daily errands, educational needs for children, and a sense of isolation. Companies can ease this transition by identifying networking resources for the spouse, either through nonprofit ...

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Sally Baldwin, Ed.D
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  • MSS, United States Sports Academy
  • Ed.D, Boise State University
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