There are many companies that send an expatriate and

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education and family expenses and additional allowances as well. There are many companies that send an expatriate and fully provide them and their family with insurance that cover their life insurance, health insurance and other expenses (Price, 2012). On a broader perspective, there are three main ways that are used by companies that plan to send expatriates to another country, depending upon their expansion policy, their final destination and balance sheet. These approaches define the amount and extent of monetary benefits an expatriate and his family can receive from their organization (Price, 2012). Expatriates generally receive more benefits when compared to other employees. The major benefit offered to an expatriate is the relocation advantage which is mostly in monetary form that covers their main cost of living in another country. They are given a free housing rent and allowances, travelling allowances, at times food costs are covered and other financial incentives. These monetary benefits keep most of the expatriates motivated to work as
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SUCCESSFUL COMPANY GOES GLOBAL 4 their financial needs are covered and they feel the support of their organization exists with them, while they stay and work in another country (Price, 2012). When employees are made to work in another country, they are also provided with local language training that increase their bilingual skills as well as provide them with an added advantage over other employees. There are many other training sessions which help them gain knowledge of the local business culture and etiquettes, and help in them adjust with the local business environment. These training sessions are mostly provided when the employees are departing for their positions in another country so they are ready before hand to face the situation, their skills have been improved as per the local country requirement and they have a chance to overcome the challenges that working abroad can bring them (Price, 2012). The country that is chosen for the expatriate to travel to, also dramatically impact the circumstances they will have to face once they start their business operations there. This can be explained through the fact that countries like China and the United Arab Emirates are considered to be difficult countries for expatriates to adjust and operate in whereas countries like Spain and Germany are easier to work in. It has a common belief that expatriates adjust more easily in Western countries such as the United States of America and the European nations. There are many challenges that expatriates have to face when they operate in an another country. There are some employees that might have to seek new jobs when they travel to another country. There has been a research conducted which states that more than 25 percent of the repatriates tend to leave their organizations once they reach their home country back (Price, 2012). This turnover is considered to twice as much as that in comparison to employees who work in their home country and are not sent as an expatriate.
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SUCCESSFUL COMPANY GOES GLOBAL 5
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  • Fall '14
  • Management, Expatriate, successful company, Experian white paper

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