Contrast the positive and negative issues for using short term and international cadre as expatriate managers. Consider both the organization’s perspective and the career implications for the individual manager.

Response submitted by Jorge & Habib:

Expatriate managers are sent to explore markets, consider problem areas in the foreign subsidiary manage projects or even help with transfer of technology.

Difference between Expatriate and Flexpatriate is the service period. For Expatriate it could last more than a year.
Away from family for long periods of time, expensive assignment for company, some cases the companies may end up paying the cadre’s taxes. Because of short nature of the assignment, the expatriate manager does not fully integrate into the local work environment and does not learn how to fully adapt locally; they may be resented for neglecting the host country culture.

The cost for the organization is high in the form of training, selection and compensation including local market cost of living, housing, taxes, and benefits.

Bringing expatriate employees home and back into full participation in the company remains a difficult problem. Expatriates face at least three basic cultural problems when coming home. Many of these problems relate to the phenomenon called reverse culture shock. Second expatriates and their families must relearn to communicate with friends and coworkers in the home and organizational cultures. Third, many need time to adapt to the basic living environment in their home county.