The Barriers to Increasing the Productivity in Expatriate Management: Examples in the World and Turkey

Abstract

In the current frame of global rivalry perceptive, one of the significant formulas of multinational enterprises to obtain competitive advantage is having human resources who are well-equipped and having mobile ability. This situation increases the need for those who have the quality to work abroad for a definite duration, and bring forward the issue of Expariate Management (EM) for Human Resources Management (HRM). The right choose and management of assigned personnel effectively in this way is a quite important matter because of the global knowledge that is provides in areas such as production, management, marketing, but at the same time it is a problem because of high costs it may cause. The most common and costly problem facing multinationals in doing business in over seas countries is the high level failure of expatriates because of the adaptation problems to the new country. The adaptation problem expariates faced to a large extent may arise from various reasons in many developed and developing countries. This reveals the neccessity of differentiation of EM by countries. The aim of this study is to provide a brief overview of some adaptation problems encountered by expariates, to give information about EM practices and views in the world and to illustrate the EM practices of Turkey and the point it has reached in Turkey though various examples. There have been few studies dealing specifically with expatriate practices in Turkey. It is hoped that the current paper can fill this gap. Putting the barriers to increasing the productivity in EM and offering some examples from the world can be useful for both the success of business employing expatriates and for numerous scholars to study in this field.

Expatriates’ Multiple Fears, from Terrorism to Working Conditions: Development of a Model

“…In our model, fear of expatriation is particularly associated with mental health problems. This result is in line with the field literature (i.e., Perone et al, 2008 ; Andresen et al, 2014 ; Aracı, 2015 ). In addition, an expatriate might go through several personal and professional problems.…”

“…The impact of working and living conditions – resulting, for instance, in perceived risks of harms – might be higher if expatriates are scared by the impeded living conditions or by the threat of violence. This might have several negative implications as often expatriates have the tendency to “get the job done” as smoothly as possible, so they can return home again ( Aracı, 2015 ). However, this specific issue should be investigated in future studies.…”

What does expatriate success mean? Developing a comprehensive definition through a systematic literature review

“…Undoubtedly, this success is also ensured by a positive performance which is also impacted by the level of social support (Konanhalli et al. , 2011; Araci, 2015).…”

Perceived risk and sensitivity and their influence on expatriate performance during the COVID‐19 pandemic

“…A lack of performance has been identified as one of the major outcomes of inadequate support and adjustment (Araci, 2015 ). Job performance is the individual's ability to utilize their knowledge, abilities, skills, and motivation in attaining a prescribed job role behavior (Campbell & Smith, 2018 ; Che Rose et al., 2010 ).…”