Article Abstract:
Global companies need to consider not only the needs of their expatriate employees but also the spouses of these workers who are greatly affected by a move to a foreign country. Expatriate spouses usually experience emptiness, isolation, loss of identity, low self-esteem and anger during their stay in the host country because employers of their partners fail to address their needs sufficiently. The consequence of this is that the work of the expatriate employees is affected, ultimately harming the performance of their company. Companies that send their employees abroad should follow the example of HP, Shell International, Medtronic and Monsanto. These employers assist the spouses deal with cultural and emotional issues by providing cross-cultural counseling and introducing them to a network of expatriate spouses. They also help them create meaningful ways to spend their time in the foreign country.
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Article Abstract:
The families of expatriate employees determine the success of any international assignment. They are the employees' source of stability, nurturance and support, and offer respite and predictability in a very confusing and unpredictable environment. The spouse, therefore, is a critical business ally for ensuring the success of overseas assignments. Acting like chief executives and human resources managers of their families, expatriates' spouses are responsible for the financial, educational and social adjustment of the family. Companies that assigned the expatriate and their human resources departments should thus develop strong bonds with the spouse and coordinate with them regarding the special needs of the families that are to be relocated to guarantee a worthwhile trip to a foreign land.
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Article Abstract:
Shell Internationale Petroleum B.V. continues to help its expatriates adapt to global mobility. With Shell employing around 5,600 expatriates, company executives agree that their business mission can succeed only if their expatriates and their spouses are content. They have identified two main impedances to employee mobility, namely, the reluctance by spouses to leave their own careers and concerns over the quality of children's education. The company has responded by forming flexible policies that resolve issues on spouses' careers, spouses' recognition and involvement, health, children's education, staff planning and consultation and relocation information and assistance.
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