Essays on The Contributory Factors That Employees May Consider before Deciding to Accept an International Assignment Coursework

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The paper 'The Contributory Factors That Employees May Consider before Deciding to Accept an International Assignment " is a good example of business coursework. The increases in globalization have undoubtedly augmented the need of organizations to expand their operations to international markets hence there is a tremendous need for human resource management to possess the cognitive skills necessary in managing assorted talents on a global basis (Levy et al. 2015, p. 291). The global business platform has certainly resulted in an increase in expatriation. In a precise manner, expatriation can be defined as the voluntary or forced migration of a person from one’ s own country to another country for social, economic or political reasons.

Global organizations have the mandate of assigning their employees duties in other countries so as to meet the organization’ s objective (Forstenlechner et al. 2014, p. 51). Working and living abroad might be perceived as advantageous by a specific group of people while another group of people may perceive it disadvantageous. There are varied factors that lead people into decisions concerning international assignment of duties as to whether the idea is right for them or not.

The analysis in this essay takes interest in the critical evaluation of the factors that employees may consider before deciding to accept or decline an international assignment of duties. After concluding on the prevailing issue, a recommendation shall be made to assist employers to promote the positive aspect of expatriation and boost the willingness of staff to work overseas. Indeed expatriation is fundamental in developing an international perspective of a global organization. Discussion There are numerous factors that can either compel employees to or deter the employees from having an interest in working in another country different from the novelty country.

The factors can be categorized into pull factors and push factors. Pull factors make an employee develop an interest in working in another country while push factors deter somebody from working overseas (Cerutti, Claessens, and Puy 2015, p. 111). For instance, taking the assumption that Xu is an employee of a multinational corporation (MNC) based in Japan and his manager has requested him to go for duty in India, the factors that shall compel him to accept the offer are pulled factors while those that dissuade him to rejecting the offer are the push factors.

The subsequent section discusses the determinant factors into finer details by determining their pull factors and push components. Family With the increasing globalization, organizations are coming to esteem the fact that family is certainly critical in determining an employee’ s propensity to fully concentrate on assigned duties and perform effectively (Kostova, Nell and Hoenen, 2016, n. d). Before accepting an offer to work overseas, an employee would consider the effects of such a separation from the family to the family members.

The prevailing financial and social conditions of the employee’ s family shall also compel him to accept the offer or reject it. For instance, in a scenario where the employee perceives that his/her family is financially deprived and the job offer in the overseas promises better pay, the person shall indeed be thrilled to accept the offer. In this case, the family condition is a pull factor (Ahmad, Jabeen and Khan, 2014, pg34). Conversely, in a scenario where the person perceives the family as financially fit and perceives the oversea job as a risk to the family, the person shall undoubtedly discard the offer and show contentment with the current job.

In this case, the family condition shall be a push factor. Ideally, relocation of a spouse from the home country to another country, leaving behind the family can affect the other partner’ s career and the children’ s education plan jeopardizing the future of the entire family by agitating the family balance (Gorp, et al. 2016, n. d).

References

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