Introduction / Expatriate Failure

Expatriate failure has various definitions. It can be defined as a posting that either ends
prematurely or is considered ineffective by management. Thus in its simplest term expatriate
failure could be defined as Premature return. However, Harzing (1995, P2) argues that this is
definition might be viewed inadequate way to measure expatriate failure as the ones who stay
but failed to achieve expected performance are more damaging to the organization. Thus it
should also include the expatriates that failed to adapt to learn more things or to meet expected
performance standards.
Furthermore, Harzing argues that to be able to understand expatriate failure, we need to consider
the international assignment cycle first. Thus Harzing has considered two models of International
Assignment Cycle as scenarios to explain premature returns. The first model is considered as the
Ideal type as it clearly explains the life cycle of an expatriate starting with recruitment and
selection, hiring, the actual assignment and finally the repatriation phase where the cycle ends.
Unfortunately we cannot consider the ideal International Assignment cycle as many cases do not
fit into it. This is because an expatriate may experience various problems such as quit their
assignment, leave for another job or a better position within the organization or even fired due to
ineffective performance from their part. Hence this model is not reliable. In other hands Figure 2,
therefore analyses all the possible outcomes for the International Assignment such as before,
during and after. Thus by analyzing each outcomes and scenarios it will be possible to have a
better understanding of expatriate failure.
Referring to Figure 1, expatriate failure would be an undesirable outcome compared to figure 2
where all the possible outcomes have been analyzed would be seen as desirable outcome.

Towards a more comprehensive concept of expatriate failure
According to Oxford Advanced Learners dictionary, 2000 p.451, the term Failure is defined as
the lack of success in doing or achieving something, especially something that you are expected
to do. Expatriate failure might be regarded negatively not only by relating to the expatriate
himself but also from an organizational perspective. If an expatriate is not working to meet the
organization goals then it is an expatriate failure as he was unable to achieve the job given to
him. Failure could be that an expatriate is not able to adapt himself in his new country due to
lack of cultural knowledge.
In an organizational perspective, failure is when the organization itself have made a selection
mistake that is poor candidate selection or inability to select the right candidate. Many studies
show that insufficient technical competence was one among the causes of premature return.

Performance management and turnover in an expatriate context

Performance management refers to the management of employee performance. That is planning,
developing, monitoring and rewarding an employee. The first step towards performance
management is by motivating its employees to do their tasks properly. According to Armstrong
(1994) an integrated performance management system is when the organizational goals and
objectives have been clearly communicated to the employees, assessing each individual
employee performance, feedbacks about performance and rewards for performance achieved.