Adrian stoeger (11 resultados)

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Taschenbuch. Condición: Neu. This item is printed on demand - it takes 3-4 days longer - Neuware -Diploma Thesis from the year 2002 in the subject Business economics - Personnel and Organisation, grade: 1,5, Furtwangen University (Internationale Betriebswirtschaft), language: English, abstract: Inhaltsangabe:Abstract:This thesis has been written in cooperation with the human resource department of a top business consultant. The Global Deployment country manager worried about a higher turnover rate among employees back from foreign assignments (former expatriates) than the average employee fluctuation in the company.Cross company research indicates that an average 25 % percent of repatriates leave their company in the year following repatriation and up to 50% in a period of three years.This thesis has two main goals:1. Finding out possible reasons for high turnover after repatriation2. Identify measures likely to lower turnover after repatriationIn order to achieve this, foreign assignments are first placed in the context of the employee. The main question here is what happens to the employee in the process of the foreign assignment (pre-departure to re-entry) and how he possibly manages it.This covers diverse aspects from cultural problems to financial aspects as well as the employees expectations. (See detail in summary, Part C) The second step is to place foreign assignments in the context of the company. Why foreign assignments, what are its benefits and disadvantages. Do companies really take advantage of the full potential of their repatriates How do most companies handle their foreign assignments (See detail in summary, Part D)Having defined the whole range of causes for high turnover, the last part of the thesis suggests a strategic approach to foreign assignments and measures to lower turnover after repatriation. (See detail in summary Part E)Finally, a very valuable four pages questionnaire is provided. It was developed together with the business consultant and the academic supervisor, who is a specialist and freelance consultant in matters of intercultural management. In line with the thesis, the questionnaire aims to measure returning expatriates satisfaction level, identify possible reasons and solutions for high turnover after repatriation.Inhaltsverzeichnis:Table of Contents:A.INTRODUCTION1B.GOALS AND IMPLICATIONS OF THE THESIS41.DEFINITION OF GOALS52.IMPLICATIONS OF THE TOPIC5C.GLOBAL DEPLOYMENT FROM THE EMPLOYEE'S PERSPECTIVE81.PRE-DEPARTURE101.1INITIAL MOTIVATION OF THE EMPLOYEE101.2SPOUSE MOTIVATION112.WHILE ABROAD122.1CULTURE SHOCK - FACING THE UNKNOWN122.2ADJUSTMENT - TAMING THE UNKNOWN142.2.1Concept of adjustment142.2.2Factors influencing adjustment162.2.3Summary of factors influencing adjustment182.3CHANGES IN SOCIAL STATUS AND LIFESTYLE182.4INCREASED JOB AUTONOMY & RESPONSIBILITIES192.5THE OUT-OF-SIGHT, OUT-OF-MIND SYNDROME193.PRE-RETURN (EXPECTATIONS)203.1THE IDEAL HOME203.2EXPECTING A HERO'S WELCOME AND PROFESSIONAL PROMOTION203.3SUMMARIZED SITUATION BEFORE RETURN214.BACK HOME - REPATRIATION224.1CHANGES IN THE HOME ENVIRONMENT224.2THE REVERSE CULTURE SHOCK CYCLE234.2.1Honeymoon234.2.2Culture shock & Adjustment244.3FACTORS INFLUENCING THE EMPLOYEE AND HIS ADJUSTMENT BACK HOME264.3.1Expectations about home264.3.2The experience abroad264.3.3Job factors264.3.4Social factors294.3.5Financial factors294.4SUMMARIZEDSITUATION UPON RETURN295.SUMMARIZED REASONS FOR TURNOVER AFTER REPATRIATION30D.FOREIGN ASSIGNMENTS FROM THE CORPORATE PERSPECTIVE311.OBJECTIVES OF FOREIGN ASSIGNMENTS FOR COMPANIES321.1OPERATIVE ASSIGNMENTS321.2STRATEGIC ASSIGNMENTS331.2.1Generation of knowledge and development of global managers331.2.2Tran. 80 pp. Englisch. …

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Taschenbuch. Condición: Neu. nach der Bestellung gedruckt Neuware - Printed after ordering - Diploma Thesis from the year 2002 in the subject Business economics - Personnel and Organisation, grade: 1,5, Furtwangen University (Internationale Betriebswirtschaft), language: English, abstract: Inhaltsangabe:Abstract:This thesis has been written in cooperation with the human resource department of a top business consultant. The Global Deployment country manager worried about a higher turnover rate among employees back from foreign assignments (former expatriates) than the average employee fluctuation in the company.Cross company research indicates that an average 25 % percent of repatriates leave their company in the year following repatriation and up to 50% in a period of three years.This thesis has two main goals:1. Finding out possible reasons for high turnover after repatriation2. Identify measures likely to lower turnover after repatriationIn order to achieve this, foreign assignments are first placed in the context of the employee. The main question here is what happens to the employee in the process of the foreign assignment (pre-departure to re-entry) and how he possibly manages it.This covers diverse aspects from cultural problems to financial aspects as well as the employees expectations. (See detail in summary, Part C) The second step is to place foreign assignments in the context of the company. Why foreign assignments, what are its benefits and disadvantages. Do companies really take advantage of the full potential of their repatriates How do most companies handle their foreign assignments (See detail in summary, Part D)Having defined the whole range of causes for high turnover, the last part of the thesis suggests a strategic approach to foreign assignments and measures to lower turnover after repatriation. (See detail in summary Part E)Finally, a very valuable four pages questionnaire is provided. It was developed together with the business consultant and the academic supervisor, who is a specialist and freelance consultant in matters of intercultural management. In line with the thesis, the questionnaire aims to measure returning expatriates satisfaction level, identify possible reasons and solutions for high turnover after repatriation.Inhaltsverzeichnis:Table of Contents:A.INTRODUCTION1B.GOALS AND IMPLICATIONS OF THE THESIS41.DEFINITION OF GOALS52.IMPLICATIONS OF THE TOPIC5C.GLOBAL DEPLOYMENT FROM THE EMPLOYEE'S PERSPECTIVE81.PRE-DEPARTURE101.1INITIAL MOTIVATION OF THE EMPLOYEE101.2SPOUSE MOTIVATION112.WHILE ABROAD122.1CULTURE SHOCK - FACING THE UNKNOWN122.2ADJUSTMENT - TAMING THE UNKNOWN142.2.1Concept of adjustment142.2.2Factors influencing adjustment162.2.3Summary of factors influencing adjustment182.3CHANGES IN SOCIAL STATUS AND LIFESTYLE182.4INCREASED JOB AUTONOMY & RESPONSIBILITIES192.5THE OUT-OF-SIGHT, OUT-OF-MIND SYNDROME193.PRE-RETURN (EXPECTATIONS)203.1THE IDEAL HOME203.2EXPECTING A HERO'S WELCOME AND PROFESSIONAL PROMOTION203.3SUMMARIZED SITUATION BEFORE RETURN214.BACK HOME - REPATRIATION224.1CHANGES IN THE HOME ENVIRONMENT224.2THE REVERSE CULTURE SHOCK CYCLE234.2.1Honeymoon234.2.2Culture shock & Adjustment244.3FACTORS INFLUENCING THE EMPLOYEE AND HIS ADJUSTMENT BACK HOME264.3.1Expectations about home264.3.2The experience abroad264.3.3Job factors264.3.4Social factors294.3.5Financial factors294.4SUMMARIZEDSITUATION UPON RETURN295.SUMMARIZED REASONS FOR TURNOVER AFTER REPATRIATION30D.FOREIGN ASSIGNMENTS FROM THE CORPORATE PERSPECTIVE311.OBJECTIVES OF FOREIGN ASSIGNMENTS FOR COMPANIES321.1OPERATIVE ASSIGNMENTS321.2STRATEGIC ASSIGNMENTS331.2.1Generation of knowledge and development of global managers331.2.2Tran. …

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Condición: New. Dieser Artikel ist ein Print on Demand Artikel und wird nach Ihrer Bestellung fuer Sie gedruckt. Diploma Thesis from the year 2002 in the subject Business economics - Personnel and Organisation, grade: 1,5, Furtwangen University (Internationale Betriebswirtschaft), language: English, abstract: Inhaltsangabe:Abstract:This thesis has been written i. …

Taschenbuch. Condición: Neu. This item is printed on demand - Print on Demand Titel. Neuware -Inhaltsangabe:Abstract:This thesis has been written in cooperation with the human resource department of a top business consultant. The Global Deployment country manager worried about a higher turnover rate among employees back from foreign assignments (former expatriates) than the average employee fluctuation in the company.Cross company research indicates that an average 25 % percent of repatriates leave their company in the year following repatriation and up to 50% in a period of three years.This thesis has two main goals:1. Finding out possible reasons for high turnover after repatriation2. Identify measures likely to lower turnover after repatriationIn order to achieve this, foreign assignments are first placed in the context of the employee. The main question here is what happens to the employee in the process of the foreign assignment (pre-departure to re-entry) and how he possibly manages it.This covers diverse aspects from cultural problems to financial aspects as well as the employees expectations. (See detail in summary, Part C)The second step is to place foreign assignments in the context of the company. Why foreign assignments, what are its benefits and disadvantages. Do companies really take advantage of the full potential of their repatriates How do most companies handle their foreign assignments (See detail in summary, Part D)Having defined the whole range of causes for high turnover, the last part of the thesis suggests a strategic approach to foreign assignments and measures to lower turnover after repatriation. (See detail in summary Part E)Finally, a very valuable four pages questionnaire is provided. It was developed together with the business consultant and the academic supervisor, who is a specialist and freelance consultant in matters of intercultural management. In line with the thesis, the questionnaire aims to measure returning expatriates satisfaction level, identify possible reasons and solutions for high turnover after repatriation.Inhaltsverzeichnis:Table of Contents:A.INTRODUCTION1B.GOALS AND IMPLICATIONS OF THE THESIS41.DEFINITION OF GOALS52.IMPLICATIONS OF THE TOPIC5C.GLOBAL DEPLOYMENT FROM THE EMPLOYEE'S PERSPECTIVE81.PRE-DEPARTURE101.1INITIAL MOTIVATION OF THE EMPLOYEE101.2SPOUSE MOTIVATION112.WHILE ABROAD122.1CULTURE SHOCK - FACING THE UNKNOWN122.2ADJUSTMENT - TAMING THE UNKNOWN142.2.1Concept of adjustment142.2.2Factors influencing [¿]Diplomica Verlag, Hermannstal 119k, 22119 Hamburg 80 pp. Englisch.…