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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? The excitement of returning home after several years on an overseas assignment is sometimes frustrated by the unexpected nature of what awaits expatriates and their families: reverse culture shock. The difficulties of reintegration into the person 's native culture are usually a real surprise: coming home should be easier than going abroad in the first place. However, the stages of acculturation that took place when employees were posted abroad are no less relevant when they return home. This process of repatriation…show more content…
.At least the employee has a place he can go where he can feel affirmed in his global accomplishment, flushed with subdued pride and the expectation of reward. But again, reality disappoints. On his first day back at work he gets a jovial greeting from the former coworkers who are still there and is then ushered into a manager’s office to be told, in so many words, that the company is not sure what job they have available for him at this moment. Further conversation dispels the employee’s hopes for the immediate gratification of promotion and generous financial remuneration. Addressing painful issues of repatriation is not the responsibility of the company alone. But if looking for a rationale for action, the causes of repatriate disaffection are straightforward and so are the remedies. Companies need to close the gap between expectation and reality. In some cases information and education can bring expectations into conformance with reality. In others companies need to bring reality into closer proximity with expectation. With intentionality and planning, both can be accomplished. Managers use many skills to learn from a foreign assignment that may posed the greatest risk to their companies they responded: • Family difficulties posed by assignments, • selecting candidates that are either unsuitable or unwilling to accept assignments, • Not taking advantage of the skills and knowledge acquired by assignees, • losing

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