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Introduction
Global assignments are important in building worldwide careers for expatriates. Therefore, training and development is necessary to develop skilled and experienced expatriates. Moreover, international assignments help to broaden talent and perspective. In essence, international assignments help to develop management skills on a global scale. International assignments also help to promote organisational development. Andreas’s case is a good example of international assignments. Andreas leaves Germany for a management position in the United States only to find a similar position as the one he left in Germany. This paper will analyse the case study and answer the case study questions.
Blame
Andreas’s former employer is responsible for his present circumstances. The bank in Frankfurt had a poor promotion policy. In fact, the bank did not have effective communication with its international affiliates since Andreas realised he was not even expected in the United States. In essence, the bank had poor career planning for its international expatriates. Moreover, the programmes they instituted to improve expertise in international assignments were not covered effectively. Andreas ended up feeling cheated and wasted by his former employer. In fact, even the reentry job offered to Andrea back in Germany was quite humiliating.
Factors
A number of factors led to Andreas’s repatriation troubles. Firstly, Andreas’s former employer did not have a good promotional policy for senior management. Moreover, the company did not have an effective plan for its employees on international assignments. Furthermore, the company had poor communication between its branches across the border. For instance, Andreas realised the he was not even expected in New York. In addition, the company did not have a reentry program for its staff on international assignments. Andreas’s former employer did not have a proper compensation plan for its expatriates on international assignments. In essence, the company did not have a good organisational development.
Possible changes
Firstly, the organisation need to develop a promotion policy based on accepted standards. Secondly, the company should include a comprehensive compensation plan for its employees. Thirdly, the company should develop a comprehensive career plan for its employees; this would help in enabling smooth reentry for its employees. The organisation also requires an effective international development and training program that ensures it retains its expatriates. The organisation should also work to ensure that the company’s ethical virtues are not compromised. Andreas was so dejected, by the company’s actions, that he felt cheated; the company should avoid dishonesty at all cost.
Approach
International career is only considered complete, if there is a successful repatriation. Systematic approach to repatriation planning would include setting of realistic goals for expatriates by conducting pre-departure training. The company also needs to address cultural difference, as well as train its expatriates on reentry. Financial issues should also be addressed for expatriates to make informed decisions. Moreover, a comprehensive career planning is also necessary for expatriates who intend for repatriation.
Conclusion
Andreas’s bank offered him opportunity to develop his international career. However, the bank did not have a comprehensive plan for Andreas’s new career. In addition the company did not have reentry programmes for Andrea incase, he were to opt to return home. Eventually, Andrea quit his job in Eastern Germany for another in Southern Germany. The new job placement offered Andreas compensation for his international experience. Andreas’s former company should work to develop a systematic repatriation plan for its employees.
Do you need this or any other assignment done for you from scratch?
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We assure you a quality paper that is 100% free from plagiarism and AI.
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NB: We do not resell your papers. Upon ordering, we do an original paper exclusively for you.
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