EXPATRIATES VERSUS LOCAL LABOR

Expatriates versus Local Labor

Expatriates versus Local Labor

It has become common practice that people decide to seek better quality of life abroad, so make the decision to inquire into new opportunities and become the so-called expatriates, who constitute the group of people it serves in a different country of origin. So too are multinationals that hire these staff for their subsidiaries in other countries. According to a study, "an expatriate is a person who lives temporarily or permanently in a country and culture other than the country where he was educated, grew up or has legal residence (Galbraith, 2010). The word comes from the Latin ex (without) and patria (country, nation)." Many people and organizations, especially multinationals with subsidiaries in different countries that carry out this practice, no doubt, because the latter, by its nature, cannot move their headquarters to foreign subsidiaries, but sometimes need a whole know-how of its employees who cannot initially be supplanted by local employees (Thomas, 2009).

Strengths

Attractive features of the position (greater autonomy, variety, responsibility, challenge)

Improvement in the race.

Economic benefits.

Attractive working environment (better relationship with colleagues, it is out of the politicking of the plant, climate, results-oriented.)

Opportunities for the family.

Experience of the children.

The spouse does not need work.

Personal growth.

Learning or improving a language.

New friendships.

Savings capacity.

Lifestyle (opportunity to travel, better standard of living, attractive destination).

Negatives

Pressure at work (long hours, travel, stress).

Damage to the race (reduced visibility, experience is not valued, loss of contacts).

Inadequate salary by local standards.

Central problem with (communication, conflict).

Cultural difficulties (language, business practices).

Family dysfunction.

Problems with education and adaptation of the children.

Difficulties of the spouse.

Integration difficulties (language, poor social life).

Separation from home (loss of friends, lifestyle).

Poor living conditions (living face, little freedom, pollution).

(James, 2009)

The Problem of Expatriation

A direct consequence of corporate globalization is the use of expatriate personnel in foreign assignments. This phenomenon became the subject of much research and thinking in proportion to the increasing number of people involved. By 1971, we already estimated at about 200,000 the number of expatriate U.S. citizens, while, for historical reasons more than economic, European countries like France and Great Britain accounted for communities living abroad involving , included families, millions of people. If the phenomenon of expatriation has always existed, it had affected even in the 50s only a limited number of people who have relatively marginal and the expatriate lifestyle usual. Most positions abroad could then be filled by recruiting among all children of military personnel, diplomats and business people who already have international experience. During the 70s, when he had to fill a number of increasingly important to these positions and therefore recruit officers who go abroad for the first time, without having been prepared by their background, it is soon became clear that the transaction would not either without difficulty or without costs. It should match the ability of managers to work anywhere in the world with the reality of the internationalization of trade (Bamber, 2009)

All this has cost a great deal and also created a category of expatriate professionals whose homecoming ...