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Overview
Reports
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It is rare that independent, well conducted research can provide a basis for action, but in the case of international assignments, the emerging research is definitive: Family issues are the mostly likely detractor from an employee's success on the assignment. The IAP allows you to identify the unique issues for the specific family, and to institute planning, education, and preventive measures before departure, allowing employees to arrive at the location ready to go to work, with stress and distraction minimized.
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"These second wave expatriates differ greatly from their first wave counterparts. They will generally require more support from their companies to successfully adapt to new locations, and will likely be expected to take assignments simply as a lateral move with less potential for career advancement, salary increase, or possibly no guarantee of a job when/if they repatriate. "
Click here if you would like a copy of the Sirva Study
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Adjustment issues impact more than just the employee and his/her family. They impact the overall work and management system: managers have to "cover" for the employees, and their work (and mood) suffers as well. We found that in interviewing international managers, there was a pronounced tendency for the managers to take on the extra work generated by an employee who was having family adjustment issues, increasing the manager's stress, as well as lessening the time to address their work issues.
The IAP allows you to support these managers and employees in the very area that most directly accounts for assignment failures, at a fraction of the cost of either a failed or compromised assignment.
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