Jaguar or Bluebird Case Study

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Jaguar or Bluebird Case Study
International Human Resource Management Jaguar or Bluebird Case Study Mark Chan had spent the past six years working overseas and as a bachelor he had enjoyed the opportunity to travel and was very comfortable living and working overseas. As with most young men he got married and felt that it was time to go back home to Singapore and start a family. Mark’s past international experience helped him to get the job at Energem, a diversified, global company with market-leading positions in a number of industries. Headquartered in the UK, Energem employs over 60,000 people worldwide. His research had revealed to him the company valued international experience. After just one year Mark was
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Each person can grow or fail on their own, and sees group-focus as denuding the individual of their inalienable rights (Lee & Liu, 2006, p. 753). While this comparison is between the United States and the Far Eastern cultures the culture in London would compare to that of the United States. From the information given in the case study it appears that Energem does not have a training program in place to help their expatriated employs prepare for the return home. The training actually should start even before the manager is chosen for the assignment. There are the four phases of the repatriation: Pre-departure, approximately six months prior to departure; examines the selection of expatriates and the cost of expatriation (Jassawalla et al., p.769). During expatriation, the time that the manager is in the host country; looks at why some repatriates leave overseas assignments prematurely (Hyder et al., p.450), the factors that cause failure (Lee & Liu, 2006), and how failure can be predicted (Hung-Wen Lee, p. 403); Prior to repatriation, approximately six months before returning home; looks at repatriates’ expectations and reality, appropriate counseling and career planning (Martin & Anthony, 2006,). Repatriation looks at reverse culture shock, readjustment and utilizing new skills and examines factors that predict turnover (Jassawalla et al., p.769). There are varying statistics on how many repatriates change
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