Question

1. Discuss the role of reverse culture shock in the repatriation process. What can companies do to avoid this problem? What kinds of skills do managers learn from a foreign assignment, and how can the company benefit from them? What is the role of repatriation in the company's global competitive situation?

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Answer 1

Role of Reverse Culture Shock

Reverse culture shock is experienced when returning to a place that one expects to be home but actually is no longer, is far more subtle, and therefore, more difficult to manage than outbound shock precisely because it is unexpected and unanticipated,” says Dean Foster, founder and president of DFA Intercultural Global Solutions, a firm that specialises in intercultural training and coaching worldwide.

Foster explains that expats learn over their time in a host country “...to behave and think like the locals, to greater or lesser degrees, while on international assignment.”

“By the time most traditional international assignments come to an end several years may have passed, providing the international assignee a significant amount of time to learn new patterns of behaviour and thought necessary to fit into their host country.”

Foster points out that expats returning home are “shocked into the realisation that they have in fact changed substantially, usually when they encounter their home culture upon repatriating. Both they and their home culture have changed, and this is often the first time that expats have had the opportunity to experience any of these changes.”

Organizations should take following steps proactively to successful Repatriation

The first step in managing repatriation for your assignees is recognition and proactive involvement. Here are some steps to keep in mind for each phase of the international assignment.

Pre-Departure:

• Talk to the assignee (and spouse, if applicable) about repatriation planning, the company’s expectations, and their expectations.
• Schedule “check-in” dates, as well as a start date to discuss repatriation (at least six months before return).
• Ensure the expatriate will maintain a line of communication with the home country office, through a mentor or manager.
• Help ensure assignees are aware of developments in the home country office – through company communications or other vehicles.
• Provide the expatriate with access to an employee assistance program (EAP) as a resource for personal and family concerns.

On Assignment:

• Check in with the expatriate on a regular basis.
• Keep in touch with the assignee’s host-country manager to monitor the assignment’s success.
• Provide the expatriate with opportunities to plan career steps upon return.
• Temper any unrealistic expectations.
• Monitor economic developments, such as cost of living, housing, and daycare.
• In case of emergency, ensure constant communication with the expatriate and family.

Upon Return:

• Work with the assignee and HR colleagues to facilitate the return by discussing the assignee’s new position, potential career path, and reintroduction to colleagues.
• Help the returnee with other expatriates, and join expatriate or cultural forums.
• Provide the returnee with mentoring opportunities to engage new expatriates and inpatriates.
• In case of involuntary return or trauma, provide appropriate resources such as the EAP.