Expatriate Management At Astrazeneca Case Study

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The case study of the Expatriate Management at AstraZeneca organization appears to have many topics the organization has done well to include how to treat these types of employees when their work requirements take them to another country for an uncertain amount of time. There are always possible lessons learned that may not be so much for the organization but rather the employee and their quality of life when they become an expatriate. The requirements for this task may be difficult but the organization can help with what is required along the way from the very beginning to the end of the assignment. The article does not talk about family relations which could be something done better. Management of an expatriate can be a crucial task …show more content…
The organization brings in employees that have completed these assignments in the past and they pass on vital information to make the assignment productive to the employee and the organization. According to Deresky (2013) expats have flexible schedules due to time zones and time management would be an essential part to being successful and with the help of the former expats advice can be shared on when to operate and when to take care of personal issues.
When the employees arrived in the host country training did not stop there. They still offered more new training and remedial training as necessary. This may appear that the organization is in a sense overwhelming the employee with information but the organization and according to Deresky (2013) the employee both know that there is a lot of preparation that goes in to this assignment and with the organization doing all this for the employee success is a
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In some cases it can be lessons learned on behalf of the organization if they sent the right person, did the project end well or even if the organization should use expatriate employees at all. The organization could consider hiring employees native to the host country, which may turn out to be cheaper because they would require less transition training.
There may also be lessons learned by other organizations that watch this organization carefully on how they treat their employees that partake in this type of overseas employment opportunity. Expatriates are treated almost special with the level of commitment the organization puts towards them. It could be for the sake of the organization but still the level of training and continued training is very impressive and the employee is better off for it. Other organizations that deal with expatriate employees should explore this type of business

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