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Graded Discussion Board Human Resource Management (MGT501) will be Opened On February 06, 2015 and Last date to participate in discussion is February 10, 2015

 

 

Topic/Area for Discussion

 “Career Management

Discussion question:

 

Overseas assignments were once considered career-ending experiences; but they are now viewed as a very useful, perhaps essential, step in the development of a managerial career. However, the risk still exists that managers are forgotten once they have been transferred overseas. What steps can the manager, working abroad, take to minimize this risk?

 

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Replies to This Discussion

muje to question ki hi samaj nai ai

hafsa javed same here....

hmm ha b 30 Marks ka

Repatriation and Retention

The repatriation is the activity of bringing the expatriate back to thhome organization. Although it is now widely recognized by managers and academics that repatriation needs careful managing, this step is generally neglected. In this section, we will examine the different problems faced by repatriates, then we will discuss some retention issues and finally we will see how organizations could build an effective repatriation system.
Potential Problems Faced by the Expatriates
Although the expatriate and his or her family reintegrate their culture of origin, a several-year experience in a foreign culture makes the rehabilitation difficult. After living abroad for years, the expatriate and his or her family have changed, the home country and the home organization also.So, when returning home, the expatriate and the whole family may face a“reverse culture shock.” If nothing is undertaken to minimize its impact, the employee will suffer from maladjustment, which could lead to job under-performance and job dissatisfaction. The other problems associated with re-entry into the home organization include loss of status, loss of autonomy,loss of career direction, loss of income, and a feeling that their international experience is undervalued by the company.
 
Interestingly, concerover re-entry was cited as a significant reason affecting expatriate performance in European MNEs.
 
For many European MN-Es, this problem has become more acute in recent years because expansion of foreign operations has often taken place at the same time as rationalization of domestic operations, and fewer unfilled positions are available to returning expatriates inmost companies.
 

you are right to understand the question...well done 

سمندر پار تفویضات کو ایک بار کیریئر ختم ہونے والے تجربات سمجھا جاتا تھا ۔ لیکن انہیں اب ایک انتظامی کیریئر کی ترقی میں ایک بہت ہی مفید، شاید ضروری قدم کے طور پر دیکھا جاتا ہے ۔ تاہم خطرات اب بھی وہ بیرون ملک منتقل کر رہا ہے ایک بار منیجرز کو بھول گئے ہیں کہ موجود ہے ۔ کیا بیرون ملک کام کرنے والے منیجر، اس خطرے کو کم سے کم کے لئے اقدامات کر سکتے ہیں؟

بیرون ملک مقیم اسائنمنٹس ایک بار کیریئر ختم ہونے والے تجربات پر غور کیا گیا. لیکن وہ اب ایک انتظامی کیریئر کی ترقی میں ایک، شاید ناگزیر، بہت مفید قدم کے طور پر دیکھا جاتا ہے. تاہم، رسک اب بھی وہ بیرون ملک منتقل کر دیا گیا ہے ایک بار مینیجرز بھول رہے ہیں کہ موجود ہے. کیا اقدامات مینیجر، بیرون ملک کام، اس خطرے کو کم سے کم کرنے کے لئے لے سکتے ہیں؟

v awkward scenario  is...

can anyone like to post main concept or explain the question?

Question he smjh nae aya
Plzzzzz sb MDB mein request kro k question clear kr k bta dein takay hum solution likh sakain,jb tk risks Kya hain Ye smjh nae aye ga tb tk unn risks ko overcome krnay k steps kaisay likhain ge,risks Kya hain ?
Plz sb MDB mein kahi k risks btayain
Sb MDB kroooo
Plz sb kro ge tb he wo reply karain ge

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