Or known as economic migration, involves the movement of people from one country (or region) to another primarily for employment related reasons (IPPR 2004).
Migrant workers are used extensively for crop harvesting, mandating that they follow the harvest seasons (Business dictionary 2011).
REASONS TO GO AWAY
physiological needs
safety needs
social needs
steem needs
self actualization
desire for money
EXPATRIATE
to exile (oneself) from one's native country or cause (another) to go into exile.
Managing expatriate assignment
according to Adler and Gadhar,1990 expatriate assignment are used as a source of managerial development, that allows individuals to develop the requisite international skills to become a more valuable resource to their MNC; and subsidiary control to ensure headquarter consistency in terms of strategy and operational policies.
according to Adler and Gadhar,1990 expatriate assignment are used as a source of managerial development, that allows individuals to develop the requisite international skills to become a more valuable resource to their MNC; and subsidiary control to ensure headquarter consistency in terms of strategy and operational policies.
• Success of personnel assigned abroad depends largely on their preparedness through training in culture, customs, and language.
• Recognize them for their work and potential for making contributions to the firm now and in the future (this can help shape proactive returnees).
Expatriates are workers who leave their home country to work in another but they are usually sent by their employer to perform an important job or as a part of the company’s policy which is all about sending employees abroad for them to have the experience of working in another country with different people and then go back to apply what he/she had learned in the benefit of the company.
This category of migrant workers is treated separately because of the nature of the movement itself. Normal migrants move because they want to find better opportunities and sometimes that’s not the case and because of their low level of training and skills they find themselves working in worst conditions as they would be in their home country. Expatriates on the other hand leave their home country with all the guarantees and the support of the company who sends them. They don’t have to worry about what job will they find or if they’ll even find one, they have their accommodation arranged for them and usually with the same or more comforts than they have at home.
• Recognize them for their work and potential for making contributions to the firm now and in the future (this can help shape proactive returnees).
Expatriates are workers who leave their home country to work in another but they are usually sent by their employer to perform an important job or as a part of the company’s policy which is all about sending employees abroad for them to have the experience of working in another country with different people and then go back to apply what he/she had learned in the benefit of the company.
This category of migrant workers is treated separately because of the nature of the movement itself. Normal migrants move because they want to find better opportunities and sometimes that’s not the case and because of their low level of training and skills they find themselves working in worst conditions as they would be in their home country. Expatriates on the other hand leave their home country with all the guarantees and the support of the company who sends them. They don’t have to worry about what job will they find or if they’ll even find one, they have their accommodation arranged for them and usually with the same or more comforts than they have at home.
SOURCES
- Online Etymology Dictionary. Retrieved March 11, 2011, fromhttp://dictionary.reference.com/browse/expatriate Expatriate. (n.d.). Dictionary.com website: http://dictionary.reference.com/browse/expatriate
- migrant worker figure: http://www.cv-library.co.uk/news/893/Small-firms-'struggle'-on-migrant-worker-recruitment-.html
Jeffrey P. Shay, Sally A. Baack Vol. 35, No. 3 (May, 2004), pp. 216-232 Published by: Palgrave Macmillan Journals Stable URL: http://www.jstor.org/stable/3875146
- figure 2: http://orgycultdcart.blogspot.com/
- Mezias, J.M and Scandura, T.A. (2005) A Needs-Driven Approach to Expatriate
Adjustment and Career Development: A Multiple Mentoring Perspective,
International Business StudiesJournal of, Vol. 36, No. 5 (Sep.), pp. 519-538
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