Expatriate Management at AstraZeneca

Expatriate Management at AstraZeneca
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Expatriate Management at AstraZeneca
There are many things that can be gleaned from the manner in which AstraZeneca handled its expatriate employees. From the case study, it is clear that the company took different measures that would enable the employee to fit in the host country.
Before leaving for their international assignments, employees were offered training on different issues that they were going to face. This included learning on the culture that they were going to encounter, as well as the things that they were supposed to do and those not to do once in their host countries. At other times, the training involved learning the local language for the entire family. This is important as it helps the expatriate to fit in the host country (Purkayastha, 2012).
In order to ensure that the employees are fully settled in their international assignment, AstraZeneca organizes further workshops to fully orient them with the country’s culture. In addition to this, the company puts the expatriates in touch with other expatriates that have worked in the same country to help in the briefing task. Conducting this exercise is important as it enables the expatriate to be fully acquainted with the country’s culture and also prevents the expatriate from engaging in practices that might be deemed as offensive to the host country’s culture.
In order to enable the employee to fit in the host country, AstraZeneca also ensured that the expatriates were well compensated. This acted as a morale booster that would make them more productive in their assignments. By assigning an IA manager, the company was creating a forum through which the...