Challenges of Expatriation and Repartriation

Even though this issue has begun to die out of the archaeological spotlight, it is still of importance to every anthropologist. Repatriation has undergone continuous consideration by anthropologists, politicians, and Native Americans alike. Overall, the repatriation process has had a profound effect on the discipline of anthropology and the cultural processes of American Indians, in addition to the politics of anthropology and archaeology in the United States. One of the biggest downfalls of current repatriation legislation is its lack of protection of Archaic and Paleoindian remains and cultural materials. The laws encompass more recent burials, but simply cannot extend their coverage further into the past. While there is still room to improve in creating even stronger policies to rule out uncertainties regarding repatriation, many positives have come from the legislation.

Productivity in the new culture is experienced to an extremely positive extent. Business dealings and negotiations become secondary nature to the expatriate, and the expatriate’s journey becomes a great success in the perspective of their employing company.

During the latter half of the 20th century expatriation was dominated by professionals sent by their employers to foreign subsidiaries or headquarters. Starting at the end of the 20th century globalization created a global market for skilled professionals and leveled the income of skilled professionals relative to cost of living while the income differences of the unskilled remained large. Cost of intercontinental travel had become sufficiently low, such that employers not

Society has created many barriers to prevent successful re-entry of ex-offenders back into society. Well-funded evidence based re-entry programs which begin during incarceration and continue through post-release, can help ex-offenders overcome these barriers and successfully reintegrate them into communities. Promoting productive citizens post incarceration decreases the substantial fiscal burden of correctional systems. Thus, the research question becomes, “Is the Indianapolis Re-entry Educational Facility an effective tool at reducing recidivism of residents post release?”

The opportunities to work abroad are more today than they have ever been in the history of mankind. The big planet Earth has become a small global village and sovereign barriers seem to have disappear. While working in a foreign country, some individuals

How can global HR professionals prepare global employees for the challenges they will face, and what might global HR professionals do to help deal with cultural challenges faced by people working in new cultures? Discuss specifically what might be done to help counteract separation anxiety, loneliness, homesickness, and other issues that make people feel like strangers in a strange land.

Growing up in a third world country, the majority of the people in my country lacked adequate medical access, opportunities for economic growth, and a quality education. Children would leave school at an early age to help their families to make ends meet. In addition, economic growth was elusive due to the scarcity of job opportunities and being stuck in dead-end jobs. Just like the majority of third world countries, Egypt is medically underserved. I’m referring to an entire country, not just a state, city or district. A person will not be provided care if he cannot afford it, this is a debilitating flaw in the Egyptian healthcare system. To exacerbate the difficult circumstances, even those who can afford healthcare are not guaranteed better health simply due to

Repatriation legislation has taken the initial steps toward the protection of American Indian ancestral remains and cultural materials. Unfortunately, several loopholes still exist in the laws that do not allow for full protection of all remains and artifacts. One such fault occurs when artifacts are found on private land. Federal intervention on private land can be seen as a direct violation of the “takings clause” of the Fifth Amendment to the Constitution if the land owner is denied access to or free use of property without compensation. Since the majority of land in the United States is held in private ownership, this limits the law’s protection to the majority of situations where human remains and objects are encountered (Watkins 2014).

While there are many various global issues that affect the International Human Resource Management to run efficiently, there are two key concepts that play a major role in understanding how to approach them with cohesive and a well coherent strategy; they are the International Human Recourse Management Strategy and Understanding the Cultural Environment. In the International Resource Management strategy, many companies will do their research in finding companies that offer the

Solvay’s HR group wants to develop consistent policies for the International Mobility (IM) program and be more transparent about the expatriation process. Therefore, it is important to minimize the exceptions because exceptions require a deviation from standard protocol. However, HR must also remain flexible in order to meet the strategic needs of the company. As noted in the case (pg. 1), special requests are “not unusual for the expat process.” Standard protocols are essential when handling employees who work in similar environments, and who have similar roles. However, it is important to make exceptions when asking

In summary, the home culture of an expatriate predisposes them to certain behaviors and situations. It allows them to operate efficiently in that environment. However, moving to the host-culture changes that operating environment and makes their 'mental software ' less efficient and effective. Culture is clearly a relevant variable when expatriating employees and their families for international business assignments. Training can be applied to ameliorate these effects. Also, training provides insight into the procedural, substantive and informational aspects of their work and personal life in the host location.

This cases study examined the challenges of operating a business in a foreign country. The case study presents a specific business situation in Moscow, describes the prevailing conditions which needed to be addressed, relates the decisions that were made, and examines the consequences of failing to apply sound business and management principles. This case exemplifies many of the themes in international HR management including recruiting, onboarding, training and development, motivation and rewards/compensation, ethics, performance management, and cultural differences between the home country and host country.

Face to those options and wide resource, the managers in global enterprises have particular concern about the employees’ ability to disseminate knowledge and innovation throughout their global operations . The use of expatriates has seemed to be a logical choice for staffing, while the use of parent-country nations seems to be most appropriate in some specific situation . Some other global enterprises also prefer integrate the expatriates and local human resource. Nevertheless, each procedure has both advantage and disadvantage.

In the case study “Kelly’s Assignment in Japan”, it is very apparent Kelly’s expatriation was extremely mismanaged. Both her family and company were ill-prepared for the transition.

Even though the transition to the new life is finished, return or stay are always a big and permanent question in the mind of immigrants. This idealistic idea remain even after realizing that the new place, now called home, is much better and offers more opportunities for the family. This analysis is sometimes necessary to clarify or re-estate new goals. Returning home after certain number of years, staying for extended periods or moving to a different city or country can be also a decision made by the employer. Evaluation of advantages or disadvantages, before deciding to move again in any situation, must take in account current the job position, income, costs of relocating, and personal, family and professional goals.