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Postcolonial Indian society appears to have achieved political freedom but has yet to get social freedom. The modern, democratic Indian society is not yet free as for as the caste system, the unequal distribution of wealth, the safety and security of women, minorities and children, and so on are concerned. The term social exclusion or social marginalisation means ostracization or alienation of an individual or a community as a whole on the base of wealth, social status, caste, class, religion, gender etc. This paper offers a critique of Arundhati Roy’s second published novel The Ministry of Utmost Happiness in 2017 to understand the integration of the theme of social exclusion and subalternation in the novel. The novel is fundamentally a painful story of everyone and everything oppressed and suppressed and drifting to the margins of society by the powerful class. The narrative is dedicated to ‘The Unconsoled’ such as the Hijras, the outcasts, women, the Kashmiris, the disappeared, the displaced so on and so forth.  The novel transports us on a journey that spans many years, from the claustrophobic Old Delhi neighbourhoods to the escalating new metropolis and beyond, to the Kashmir Valley and the forests of central India, where war is concord and concord is war, and where, occasionally, normality is avowed.

Postcolonial Indian society appears to have achieved political freedom but has yet to get social freedom. The modern, democratic Indian society is not yet free as for as the caste system, the unequal distribution of wealth, the safety and security of women, minorities and children, and so on are concerned. The term social exclusion or social marginalisation means ostracization or alienation of an individual or a community as a whole on the base of wealth, social status, caste, class, religion, gender etc. This paper offers a critique of Arundhati Roy’s second published novel The Ministry of Utmost Happiness in 2017 to understand the integration of the theme of social exclusion and subalternation in the novel. The novel is fundamentally a painful story of everyone and everything oppressed and suppressed and drifting to the margins of society by the powerful class. The narrative is dedicated to ‘The Unconsoled’ such as the Hijras, the outcasts, women, the Kashmiris, the disappeared, the displaced so on and so forth.  The novel transports us on a journey that spans many years, from the claustrophobic Old Delhi neighbourhoods to the escalating new metropolis and beyond, to the Kashmir Valley and the forests of central India, where war is concord and concord is war, and where, occasionally, normality is avowed.

Globalization has led to exponential growth in crosscultural interaction, resulting to an incremental repository of literature on management of organizational expatriates. For an expatriate, cross-cultural training (CCT) is an important phenomenon. But a sequential CCT will be much more beneficial when it comes to cross cultural adjustment in a host country. This paper attempts to take a systematic review of literature available on CCT and focus on the need of administering a sequential CCT for increasing effectiveness of expatriate adjustment. In order to achieve the proposed objective, a systematic review of literature (from the 1950s to the present day) was carried out. The results show that there are few studies that assess the impact of the types of adjustment to organizational practices, with the cross-cultural training and language training being the most common. These practices have shown a positive effect on performance and adjustment of expatriates. But there is a lack of studies that have adequate indicators to measure the effectiveness of the sequential CCT on expat performance and adjustment.

Globalization has led to exponential growth in crosscultural interaction, resulting to an incremental repository of literature on management of organizational expatriates. For an expatriate, cross-cultural training (CCT) is an important phenomenon. But a sequential CCT will be much more beneficial when it comes to cross cultural adjustment in a host country. This paper attempts to take a systematic review of literature available on CCT and focus on the need of administering a sequential CCT for increasing effectiveness of expatriate adjustment. In order to achieve the proposed objective, a systematic review of literature (from the 1950s to the present day) was carried out. The results show that there are few studies that assess the impact of the types of adjustment to organizational practices, with the cross-cultural training and language training being the most common. These practices have shown a positive effect on performance and adjustment of expatriates. But there is a lack of studies that have adequate indicators to measure the effectiveness of the sequential CCT on expat performance and adjustment.

Globalization has led to exponential growth in crosscultural interaction, resulting to an incremental repository of literature on management of organizational expatriates. For an expatriate, cross-cultural training (CCT) is an important phenomenon. But a sequential CCT will be much more beneficial when it comes to cross cultural adjustment in a host country. This paper attempts to take a systematic review of literature available on CCT and focus on the need of administering a sequential CCT for increasing effectiveness of expatriate adjustment. In order to achieve the proposed objective, a systematic review of literature (from the 1950s to the present day) was carried out. The results show that there are few studies that assess the impact of the types of adjustment to organizational practices, with the cross-cultural training and language training being the most common. These practices have shown a positive effect on performance and adjustment of expatriates. But there is a lack of studies that have adequate indicators to measure the effectiveness of the sequential CCT on expat performance and adjustment.

I denna uppsats studeras användandet av traditionella och icke-traditionella expatriatuppdrag. Uppsatsens frågeställning är: I vilken utsträckning kan syften med traditionella expatriater uppfyllas av icke-traditionella uppdrag? Detta undersöks genom en kvalitativ studie på ett multinationellt företag som länge arbetat med expatriater. Resultatet visar tydliga exempel på hur externa faktorer samt organisatoriska- och individuella drivkrafter påverkar expatriatuppdrag när det kommer till dess syfte och/eller uppdragstyp. Resultatet visar också att flera av de syften som forskare presenterat för traditionella expatriater identifierats inom vissa icke-traditionella expatriatuppdrag. Utöver detta påträffas syftet att minska risken för konflikter som kan uppstå till följd av kulturella skillnader. Detta visade sig endast kunna uppfyllas av traditionella expatriatuppdrag, vilket motiverar att icke-traditionella uppdrag i liten utsträckning kan uppfylla traditionella uppdrag. Däremot visar studien en pågående trend mot ett minskande av traditionella expatriatuppdrag och en större acceptans gentemot alternativa uppdrag., This paper aims to examine the employment of traditional long-term and non-standardized expatriate assignments. The question posed is: To what extent can the aims of traditional long-term assignments be reached with non-standardized assignments? To do this, the authors have performed a case study of a multinational company with a long history of employing expatriates. The theoretical framework for the study was devised by focusing on factors considered to affect the purposes and design of expatriate assignments. The results clearly demonstrate, through the examples presented, how external factors, together with organizational and individual motivations, influence the design of expatriate assignments, in terms both of the purpose and the type of assignment chosen. Similar goals with expatriates have been identified within some non-standardized expatriate assignments. Further to discussing these goals, the paper also discusses the aim of reducing the risk of conflict arising through cultural differences. As this only turned out to be relevant in the case of traditional long-term assignments, one may assert that non- standardized assignments can fulfil the goals of traditional long-term assignments to a limited extent only. Furthermore, the study demonstrates an ongoing trend towards a reduction in the use of traditional long-term assignments, and a growing tendency to accept alternative non- standardized assignments.

Globalization has led to exponential growth in crosscultural interaction, resulting to an incremental repository of literature on management of organizational expatriates. For an expatriate, cross-cultural training (CCT) is an important phenomenon. But a sequential CCT will be much more beneficial when it comes to cross cultural adjustment in a host country. This paper attempts to take a systematic review of literature available on CCT and focus on the need of administering a sequential CCT for increasing effectiveness of expatriate adjustment. In order to achieve the proposed objective, a systematic review of literature (from the 1950s to the present day) was carried out. The results show that there are few studies that assess the impact of the types of adjustment to organizational practices, with the cross-cultural training and language training being the most common. These practices have shown a positive effect on performance and adjustment of expatriates. But there is a lack of studies that have adequate indicators to measure the effectiveness of the sequential CCT on expat performance and adjustment.

I denna uppsats studeras användandet av traditionella och icke-traditionella expatriatuppdrag. Uppsatsens frågeställning är: I vilken utsträckning kan syften med traditionella expatriater uppfyllas av icke-traditionella uppdrag? Detta undersöks genom en kvalitativ studie på ett multinationellt företag som länge arbetat med expatriater. Resultatet visar tydliga exempel på hur externa faktorer samt organisatoriska- och individuella drivkrafter påverkar expatriatuppdrag när det kommer till dess syfte och/eller uppdragstyp. Resultatet visar också att flera av de syften som forskare presenterat för traditionella expatriater identifierats inom vissa icke-traditionella expatriatuppdrag. Utöver detta påträffas syftet att minska risken för konflikter som kan uppstå till följd av kulturella skillnader. Detta visade sig endast kunna uppfyllas av traditionella expatriatuppdrag, vilket motiverar att icke-traditionella uppdrag i liten utsträckning kan uppfylla traditionella uppdrag. Däremot visar studien en pågående trend mot ett minskande av traditionella expatriatuppdrag och en större acceptans gentemot alternativa uppdrag., This paper aims to examine the employment of traditional long-term and non-standardized expatriate assignments. The question posed is: To what extent can the aims of traditional long-term assignments be reached with non-standardized assignments? To do this, the authors have performed a case study of a multinational company with a long history of employing expatriates. The theoretical framework for the study was devised by focusing on factors considered to affect the purposes and design of expatriate assignments. The results clearly demonstrate, through the examples presented, how external factors, together with organizational and individual motivations, influence the design of expatriate assignments, in terms both of the purpose and the type of assignment chosen. Similar goals with expatriates have been identified within some non-standardized expatriate assignments. Further to discussing these goals, the paper also discusses the aim of reducing the risk of conflict arising through cultural differences. As this only turned out to be relevant in the case of traditional long-term assignments, one may assert that non- standardized assignments can fulfil the goals of traditional long-term assignments to a limited extent only. Furthermore, the study demonstrates an ongoing trend towards a reduction in the use of traditional long-term assignments, and a growing tendency to accept alternative non- standardized assignments.

Globalization has led to exponential growth in crosscultural interaction, resulting to an incremental repository of literature on management of organizational expatriates. For an expatriate, cross-cultural training (CCT) is an important phenomenon. But a sequential CCT will be much more beneficial when it comes to cross cultural adjustment in a host country. This paper attempts to take a systematic review of literature available on CCT and focus on the need of administering a sequential CCT for increasing effectiveness of expatriate adjustment. In order to achieve the proposed objective, a systematic review of literature (from the 1950s to the present day) was carried out. The results show that there are few studies that assess the impact of the types of adjustment to organizational practices, with the cross-cultural training and language training being the most common. These practices have shown a positive effect on performance and adjustment of expatriates. But there is a lack of studies that have adequate indicators to measure the effectiveness of the sequential CCT on expat performance and adjustment.

Problem: Many studies are written about employees stationed abroad by multinational corporations, but nothing about non-profit organisations. The NPOs from the Swedish idea-driven sector also have employees working abroad. This thesis looks at competence development opportunities for these expatriates and what their employability situation is like after moving back to Sweden. Method: The data in this qualitative study originate from interviews with individuals from different organisations. They worked as expatriates at least three years and returned and repatriated to Sweden at least a year ago. Findings: Different kinds of competence development are available to expatriates. Whether they take advantage of this depends largely on the individual’s motivation, but also on international partner organisations’ capacity and what resources are set aside by Swedish employers. The competence development show some, but not a definite correlation to employability once the expatriate has repatriated back to Sweden. The international assignment is usually a project employment which ends as they return, so the repatriate does not get much help from the NPO in transitioning back to their home country. The results are clear that that the individual is most vulnerable during the period when they are trying to re-establish a life at home. Swedish employers are unsure how to handle a job applicant with international experience and more often than not, regard the years abroad as empty space on their CV. It is up to the repatriate to use their social skills, social network and connections, be flexible, and motivate themselves to market themselves as employable individuals in order to find a job.

Syftet med undersökningen är att undersöka varför svenskar väljer att göra karriär utomlands. Teorierna som används är push and pull modellen, kulturell intelligens, expectancy-value samt ett för studien skapat teoretiskt ramverk angående anpassning. Metoden som användes var genom kvalitativa semi-strukturerade intervjuer som genomfördes via Zoom och Facebook messenger. Studien kom fram till att förklaringen till varför svenskar väljer att göra karriär utomlands var möjligheten till unika arbetserfarenheter, sökandet efter spänning och att ta sig an nya utmaningar, vilket bottnar i intresset av andra språk och kulturer. Slutsatsen som kommer fram av uppsatsen är att det pekar mot att svenskar influeras av förtroende i akademin, en dragningskraft mot äventyr samt en social flexibilitet. Dock krävs ytterligare studier för att bekräfta dessa resultat.

Ever-growing business challenges emphasize the necessity for organizations to develop a competent workforce to achieve more stable and inclusive growth. Therefore, this study explored the ever-growing interest in expatriate workers to support organizational competitiveness. This study focuses on Uzbekistan, as its growing competitiveness is pressurizing leader-follower dyads and organizational innovation capabilities to improve productivity, reduce costs, and become more profitable. Workplace environments can be sensitive towards leadership behaviours that can adversely affect expatriates’ readiness for innovation. Therefore, this research study addressed the gap in empirical evidence within the leadership literature relevant to the interplay between toxic leadership and expatriates’ readiness for innovation. This qualitative descriptive study employed an explorative phenomenological cross-sectional design (n=10) into expatriates’ real-life experiences to understand the effects of toxic leadership on their readiness for innovation. The findings from the phenomenological study suggest that toxic leadership can adversely affect expatriate’s readiness for innovation. &nbsp

En este trabajo abordamos el régimen de exención de los rendimientos de los trabajadores españoles desplazados en el extranjero, regulado en el artículo 7.p) de la Ley 35/2006, de 28 de noviembre, del Impuesto sobre la Renta de las Personas Físicas y de modificación parcial de las leyes de los Impuestos sobre Sociedades, sobre la Renta de no Residentes y sobre el Patrimonio e introducido por la Ley 40/1998 del IRPF. Con este estudio tratamos de analizar los fines y fundamentos sobre los que se asienta la regulación de esta exención y, así mismo, intentamos dilucidar la procedencia o no de cada aspecto que compone su regulación, de conformidad con los principios rectores de nuestro Ordenamiento Jurídico. El motivo que nos lleva a realizar un examen exhaustivo de la exención de dichos rendimientos es la propia configuración que nuestro ordenamiento prevé para la misma. Así, mediante un estudio detallado, haremos un recorrido por diferentes cuestiones sin perder de vista la propia redacción del artículo 7.p) de la LIRPF para apoyar las conclusiones a las que nos iremos acercando., In this work we address the income tax exemption regime for displayed Spanish workers, regulated in article 7.p) of Law 35/2006, of November 28, on Personal Income Tax and of partial modification of the laws of the Taxes on Societies, on the Income of nonresidents and on the Patrimony and introduced by the Law 40/1998 of the IRPF. With this study we attempt to analyze the purposes and foundations on which the regulation of this exemption is based and, likewise, we try to elucidate the origin or not of each aspect that makes up its regulation, in accordance with the guiding principles of our Legal System. The reason that leads us to carry out an exhaustive examination of the exemption of such income is the very configuration that our legal system provides for it. Thus, through a detailed study, we will treat different issues without losing sight of the essay of article 7.p) of the LIRPF to support the conclusions that we will be approaching

Problem: Many studies are written about employees stationed abroad by multinational corporations, but nothing about non-profit organisations. The NPOs from the Swedish idea-driven sector also have employees working abroad. This thesis looks at competence development opportunities for these expatriates and what their employability situation is like after moving back to Sweden. Method: The data in this qualitative study originate from interviews with individuals from different organisations. They worked as expatriates at least three years and returned and repatriated to Sweden at least a year ago. Findings: Different kinds of competence development are available to expatriates. Whether they take advantage of this depends largely on the individual’s motivation, but also on international partner organisations’ capacity and what resources are set aside by Swedish employers. The competence development show some, but not a definite correlation to employability once the expatriate has repatriated back to Sweden. The international assignment is usually a project employment which ends as they return, so the repatriate does not get much help from the NPO in transitioning back to their home country. The results are clear that that the individual is most vulnerable during the period when they are trying to re-establish a life at home. Swedish employers are unsure how to handle a job applicant with international experience and more often than not, regard the years abroad as empty space on their CV. It is up to the repatriate to use their social skills, social network and connections, be flexible, and motivate themselves to market themselves as employable individuals in order to find a job.

Syftet med undersökningen är att undersöka varför svenskar väljer att göra karriär utomlands. Teorierna som används är push and pull modellen, kulturell intelligens, expectancy-value samt ett för studien skapat teoretiskt ramverk angående anpassning. Metoden som användes var genom kvalitativa semi-strukturerade intervjuer som genomfördes via Zoom och Facebook messenger. Studien kom fram till att förklaringen till varför svenskar väljer att göra karriär utomlands var möjligheten till unika arbetserfarenheter, sökandet efter spänning och att ta sig an nya utmaningar, vilket bottnar i intresset av andra språk och kulturer. Slutsatsen som kommer fram av uppsatsen är att det pekar mot att svenskar influeras av förtroende i akademin, en dragningskraft mot äventyr samt en social flexibilitet. Dock krävs ytterligare studier för att bekräfta dessa resultat.

Ever-growing business challenges emphasize the necessity for organizations to develop a competent workforce to achieve more stable and inclusive growth. Therefore, this study explored the ever-growing interest in expatriate workers to support organizational competitiveness. This study focuses on Uzbekistan, as its growing competitiveness is pressurizing leader-follower dyads and organizational innovation capabilities to improve productivity, reduce costs, and become more profitable. Workplace environments can be sensitive towards leadership behaviours that can adversely affect expatriates’ readiness for innovation. Therefore, this research study addressed the gap in empirical evidence within the leadership literature relevant to the interplay between toxic leadership and expatriates’ readiness for innovation. This qualitative descriptive study employed an explorative phenomenological cross-sectional design (n=10) into expatriates’ real-life experiences to understand the effects of toxic leadership on their readiness for innovation. The findings from the phenomenological study suggest that toxic leadership can adversely affect expatriate’s readiness for innovation. &nbsp

The adjustability of expatriate managers has a major influence on the success or failure of their mission. Yet, because of the difficulty of measuring this antecedent, it does not always receive the attention that it deserves. The objective of this research is to propose an improved measurement scale of the six dimensions of expatriates' adjustability. We have simplified the measures of the first five dimensions of adjustability and have operationalized active stress resistance by creating an index based on Folkman et al. (1986)'s work. Our sample consisted of 224 managers, of which 54 were French, 53 German, 60 Korean and 57 Scandinavian. The respondents were expatriated in the area of New Delhi, India. In order to test the structure of our scale, we conducted principal components factor analyses on the complete sample and on the four cultural samples. Our research allowed us to propose an improved measurement scale of adjustability, a scale that comprises fewer items and that can be used more easily in researches on cross-cultural adjustment. We showed that the structure of the six dimensions of adjustability remained stable for the different countries of our research.

We explored the lived experiences of foreign-born women to discover influences on their international working lives. Life history narratives were collected in interviews with a sample group of participants (#12) in the United Arab Emirates. A phenomenological framework of content analysis was applied to these data, which resulted in identification of three emergent themes of influences on participants' working lives; becoming a new generation of expatriates; adjustment to socio-cultural change; centrality of womanhood. We discuss the implications of these themes for the human development and professional identity of foreign-born working-women. Insight arises from the study, for business practitioners and policy makers, about the actual and potential contributions of these women to a national workforce. The study contributes a new classification, the Foreign-born Working-Woman, to the body of academic knowledge on expatriate workers. A research direction is proposed for further study about the influences on the economic participation of foreign-born women.

It is common that soccer athletes move between cities or countries to grow ate their career. The transition to play in other with different culture is complex and it is not take into account by clubs and professionals that work with the athlete. The ability to adapt to a new culture is an important element for the athletes success that can bring difficulties and suffer due to the differences of the new environment as the values and customs. The aim of this paper is to present from a narrative review the acceptance and commitment therapy as an intervention possibility to expatriate soccer athletes. Studies related to sport and acceptance and commitment therapy suggest improvement in athlete’s performance reducing anxiety. In this sense, So, it is proposed an intervention focusing on the identification of values for the athlete, the feelings related to his suffering, strategies used to prevent suffering and strategies of commitment with values.

In acknowledgement of ongoing challenges in knowledge sharing, continuous research efforts are required to reflect the ever-changing landscape. Current research does not entirely encapsulate recent conceptualisations of multidirectional knowledge flows within the MNC, specifically from a lateral perspective. Accordingly, the role of expatriates reflect the importance of lateral knowledge sharing yet research has not holistically addressed the complex nature of exploiting such knowledge. Extensive examination of the HQ-expatriate relationship and repatriation process highlights the limited recognition for expatriates still within the expatriation cycle (i.e. moving from subsidiary to subsidiary). This thesis seeks to add to the existing literature by exploring a potential new antecedent, headquarter attention disparity. The attention-based view of the firm reflects subsidiary level outcomes of unequal distribution of HQ attention. Extending this to explore the role on expatriate knowledge sharing is novel. The research implements a hermeneutical research design using semi-structured interviews. These sought to discover expatriate conceptualisations of lateral knowledge sharing and the related perceptions of HQ attention disparities between subsidiaries. The study draws on the ability-motivation-opportunity framework within a knowledge sender-receiver context. Expatriates coming from high-HQ attention subsidiaries demonstrate their own understanding of the acquired knowledge, influenced by individual context. These same interpretations guide subsidiary willingness to learn and the nature of knowledge sharing interactions. The results illustrate these opinions of perceived benefits to impact the inclination for knowledge sharing. Where perceptions align, there is reduced uncertainty in the expatriate-subsidiary colleague relationship whereas diverging perceptions weaken the propensity to learn and expatriates’ knowledge sharing risks deterioration. These outcomes are f

This paper aims to discuss theoretically the main terms and concepts related to the association "international mobility and work" present in Administration and Anthropology; and to argue in favor of the increase of the dialogue between the areas and of the theoretical-empirical enrichment of the subject. Among the terms studied are expatriate, self-initiated expatriate, flexpatriate and global managers, in Administration; and immigrant, diaspora, transnational and refugee, in Anthropology. Each area makes a specific cut, which can promote reductionist classifications of the plurality of life and be an innocuous task to the advancement of knowledge, given the speed of changes in countries relations, in motivations of world displacement and in work settings. It is argued that the common point to individuals crossing borders still seems to be the word migration - all are migrants, emmigrants and immigrants - whereby dialogue can illustrate their diverse dimension of life and work., Este artigo teórico tem como objetivos discutir acerca dos principais termos e conceitos relativos à associação “mobilidade internacional e trabalho”, presentes na Administração e na Antropologia; e argumentar a favor do incremento do diálogo entre as áreas em prol do enriquecimento teórico-empírico relativo ao tema. Dentre os termos estudados estão expatriado, autoexpatriado, flexpatriado e gestores globais, na Administração; e imigrante, diáspora, transnacional e refugiado, na Antropologia. Cada área faz um recorte específico, o que pode promover classificações reducionistas da pluralidade da vida e mostrar-se tarefa inócua ao avanço do conhecimento, haja vista a velocidade das mudanças nas relações entre países, nas motivações de deslocamento mundial e nas configurações de trabalho. Argumenta-se a favor de que o ponto em comum aos indivíduos que atravessam fronteiras remeta ao vocábulo migração – todos são migrantes, emigrantes e imigrantes – pelo qual o diálogo poderá ilustrar a dimensão diversa de vida e trabalho destes indivíduos.

This paper aims to discuss theoretically the main terms and concepts related to the association "international mobility and work" present in Administration and Anthropology; and to argue in favor of the increase of the dialogue between the areas and of the theoretical-empirical enrichment of the subject. Among the terms studied are expatriate, self-initiated expatriate, flexpatriate and global managers, in Administration; and immigrant, diaspora, transnational and refugee, in Anthropology. Each area makes a specific cut, which can promote reductionist classifications of the plurality of life and be an innocuous task to the advancement of knowledge, given the speed of changes in countries relations, in motivations of world displacement and in work settings. It is argued that the common point to individuals crossing borders still seems to be the word migration - all are migrants, emmigrants and immigrants - whereby dialogue can illustrate their diverse dimension of life and work., Este artigo teórico tem como objetivos discutir acerca dos principais termos e conceitos relativos à associação “mobilidade internacional e trabalho”, presentes na Administração e na Antropologia; e argumentar a favor do incremento do diálogo entre as áreas em prol do enriquecimento teórico-empírico relativo ao tema. Dentre os termos estudados estão expatriado, autoexpatriado, flexpatriado e gestores globais, na Administração; e imigrante, diáspora, transnacional e refugiado, na Antropologia. Cada área faz um recorte específico, o que pode promover classificações reducionistas da pluralidade da vida e mostrar-se tarefa inócua ao avanço do conhecimento, haja vista a velocidade das mudanças nas relações entre países, nas motivações de deslocamento mundial e nas configurações de trabalho. Argumenta-se a favor de que o ponto em comum aos indivíduos que atravessam fronteiras remeta ao vocábulo migração – todos são migrantes, emigrantes e imigrantes – pelo qual o diálogo poderá ilustrar a dimensão diversa de vida e trabalho destes indivíduos.

In acknowledgement of ongoing challenges in knowledge sharing, continuous research efforts are required to reflect the ever-changing landscape. Current research does not entirely encapsulate recent conceptualisations of multidirectional knowledge flows within the MNC, specifically from a lateral perspective. Accordingly, the role of expatriates reflect the importance of lateral knowledge sharing yet research has not holistically addressed the complex nature of exploiting such knowledge. Extensive examination of the HQ-expatriate relationship and repatriation process highlights the limited recognition for expatriates still within the expatriation cycle (i.e. moving from subsidiary to subsidiary). This thesis seeks to add to the existing literature by exploring a potential new antecedent, headquarter attention disparity. The attention-based view of the firm reflects subsidiary level outcomes of unequal distribution of HQ attention. Extending this to explore the role on expatriate knowledge sharing is novel. The research implements a hermeneutical research design using semi-structured interviews. These sought to discover expatriate conceptualisations of lateral knowledge sharing and the related perceptions of HQ attention disparities between subsidiaries. The study draws on the ability-motivation-opportunity framework within a knowledge sender-receiver context. Expatriates coming from high-HQ attention subsidiaries demonstrate their own understanding of the acquired knowledge, influenced by individual context. These same interpretations guide subsidiary willingness to learn and the nature of knowledge sharing interactions. The results illustrate these opinions of perceived benefits to impact the inclination for knowledge sharing. Where perceptions align, there is reduced uncertainty in the expatriate-subsidiary colleague relationship whereas diverging perceptions weaken the propensity to learn and expatriates’ knowledge sharing risks deterioration. These outcomes are f

In acknowledgement of ongoing challenges in knowledge sharing, continuous research efforts are required to reflect the ever-changing landscape. Current research does not entirely encapsulate recent conceptualisations of multidirectional knowledge flows within the MNC, specifically from a lateral perspective. Accordingly, the role of expatriates reflect the importance of lateral knowledge sharing yet research has not holistically addressed the complex nature of exploiting such knowledge. Extensive examination of the HQ-expatriate relationship and repatriation process highlights the limited recognition for expatriates still within the expatriation cycle (i.e. moving from subsidiary to subsidiary). This thesis seeks to add to the existing literature by exploring a potential new antecedent, headquarter attention disparity. The attention-based view of the firm reflects subsidiary level outcomes of unequal distribution of HQ attention. Extending this to explore the role on expatriate knowledge sharing is novel. The research implements a hermeneutical research design using semi-structured interviews. These sought to discover expatriate conceptualisations of lateral knowledge sharing and the related perceptions of HQ attention disparities between subsidiaries. The study draws on the ability-motivation-opportunity framework within a knowledge sender-receiver context. Expatriates coming from high-HQ attention subsidiaries demonstrate their own understanding of the acquired knowledge, influenced by individual context. These same interpretations guide subsidiary willingness to learn and the nature of knowledge sharing interactions. The results illustrate these opinions of perceived benefits to impact the inclination for knowledge sharing. Where perceptions align, there is reduced uncertainty in the expatriate-subsidiary colleague relationship whereas diverging perceptions weaken the propensity to learn and expatriates’ knowledge sharing risks deterioration. These outcomes are f

In acknowledgement of ongoing challenges in knowledge sharing, continuous research efforts are required to reflect the ever-changing landscape. Current research does not entirely encapsulate recent conceptualisations of multidirectional knowledge flows within the MNC, specifically from a lateral perspective. Accordingly, the role of expatriates reflect the importance of lateral knowledge sharing yet research has not holistically addressed the complex nature of exploiting such knowledge. Extensive examination of the HQ-expatriate relationship and repatriation process highlights the limited recognition for expatriates still within the expatriation cycle (i.e. moving from subsidiary to subsidiary). This thesis seeks to add to the existing literature by exploring a potential new antecedent, headquarter attention disparity. The attention-based view of the firm reflects subsidiary level outcomes of unequal distribution of HQ attention. Extending this to explore the role on expatriate knowledge sharing is novel. The research implements a hermeneutical research design using semi-structured interviews. These sought to discover expatriate conceptualisations of lateral knowledge sharing and the related perceptions of HQ attention disparities between subsidiaries. The study draws on the ability-motivation-opportunity framework within a knowledge sender-receiver context. Expatriates coming from high-HQ attention subsidiaries demonstrate their own understanding of the acquired knowledge, influenced by individual context. These same interpretations guide subsidiary willingness to learn and the nature of knowledge sharing interactions. The results illustrate these opinions of perceived benefits to impact the inclination for knowledge sharing. Where perceptions align, there is reduced uncertainty in the expatriate-subsidiary colleague relationship whereas diverging perceptions weaken the propensity to learn and expatriates’ knowledge sharing risks deterioration. These outcomes are f

In acknowledgement of ongoing challenges in knowledge sharing, continuous research efforts are required to reflect the ever-changing landscape. Current research does not entirely encapsulate recent conceptualisations of multidirectional knowledge flows within the MNC, specifically from a lateral perspective. Accordingly, the role of expatriates reflect the importance of lateral knowledge sharing yet research has not holistically addressed the complex nature of exploiting such knowledge. Extensive examination of the HQ-expatriate relationship and repatriation process highlights the limited recognition for expatriates still within the expatriation cycle (i.e. moving from subsidiary to subsidiary). This thesis seeks to add to the existing literature by exploring a potential new antecedent, headquarter attention disparity. The attention-based view of the firm reflects subsidiary level outcomes of unequal distribution of HQ attention. Extending this to explore the role on expatriate knowledge sharing is novel. The research implements a hermeneutical research design using semi-structured interviews. These sought to discover expatriate conceptualisations of lateral knowledge sharing and the related perceptions of HQ attention disparities between subsidiaries. The study draws on the ability-motivation-opportunity framework within a knowledge sender-receiver context. Expatriates coming from high-HQ attention subsidiaries demonstrate their own understanding of the acquired knowledge, influenced by individual context. These same interpretations guide subsidiary willingness to learn and the nature of knowledge sharing interactions. The results illustrate these opinions of perceived benefits to impact the inclination for knowledge sharing. Where perceptions align, there is reduced uncertainty in the expatriate-subsidiary colleague relationship whereas diverging perceptions weaken the propensity to learn and expatriates’ knowledge sharing risks deterioration. These outcomes are f

There are prominent expatriate Indian writers known for their Diasporic literature.  Writers like Rohinton Mistory, Ashish Gupta, Kiran Desai, Chitra Banarjee -Divakaruni, Uma Parmeswaran etc. have contributed their literary genius to express Diasporic experiences. The eminent writers, especially South Asian Women novelists Jhumpa Lahiri and Bharti Mukharjee contributed a lot in the area of diasproic literature. Their contribution is recognized at the international level with applaud. The similarities and distinctions between them are briefly taken into consideration in this paper.

It is common that soccer athletes move between cities or countries to grow ate their career. The transition to play in other with different culture is complex and it is not take into account by clubs and professionals that work with the athlete. The ability to adapt to a new culture is an important element for the athletes success that can bring difficulties and suffer due to the differences of the new environment as the values and customs. The aim of this paper is to present from a narrative review the acceptance and commitment therapy as an intervention possibility to expatriate soccer athletes. Studies related to sport and acceptance and commitment therapy suggest improvement in athlete’s performance reducing anxiety. In this sense, So, it is proposed an intervention focusing on the identification of values for the athlete, the feelings related to his suffering, strategies used to prevent suffering and strategies of commitment with values.

[ES] El objetivo fundamental de este TFG es el análisis de la dimensión actual de la movilidad global de los trabajadores en las empresas. La globalización y la internacionalización empresarial, impulsadas sobre todo desde el fin de la Guerra Fría y la apertura de China, han planteado una nueva situación, en la que todos los agentes económicos/de la sociedad (gobierno, empresas, universidades, familias) son partícipes. Esta apertura global ha llevado a las empresas a hacer negocios a una escala mundial sin precedentes, lo cual necesita una fuerza laboral cada vez más global y móvil. Los trabajadores expatriados son clave en este aspecto, y su figura ha supuesto, supone y supondrá un cambio tanto en las empresas como en la legislación. Por una parte, surgen nuevas áreas cuya función es gestionar lo relativo a los expatriados. Se analizarán las funciones, evolución y tendencias de las mismas, y las corrientes teóricas que han sido su base, así como el papel y la importancia de la movilidad global en las empresas. Todo esto se complementará con el análisis de un reconocido informe. Por otra parte, la normativa aplicable ofrece una regulación, que está tratando de adaptarse a la realidad. Por tanto, se ha analizado la actual y próxima, en materia laboral, fiscal e inmigratoria, con foco en la española y europea. Para complementar y dar visibilidad al análisis previo, se han plasmado las entrevistas realizadas a empresas sobre los aspectos tratados, seguidas de su análisis y una reflexión final empleando las mismas y el contenido del trabajo., [EN] The main objective of this thesis is the analysis of the current extent of the global mobility of company s workforce. Globalization and companies internationalization, both stimulated specially after the end of Cold War and the economic liberalization of China, have set a new situation on which the main participants in the economy have a word. This global openness has led companies to do business on an unprecedented worldwide scale, which needs a more and more global and moving workforce. Expatriate workers are key on this aspect, and their presence have resulted in a remarkable change in companies and legislation. On the one hand, new areas emerge to manage all related to expatriate workers. Regarding the areas, the paper analyses their functions, evolution and trends, and the theoretical trends in which are based, as well as the role and importance of global mobility in the companies. All this will be supported by means of the analysis of a relevant report. On the other hand, some changes on the applicable law are trying to adapt it to the reality. Therefore, there is an analysis of the current and next ones, focusing on the aspects concerning labour, tax, and immigration, in Spain and Europe. Finally, some interviews have been done to companies, to complement and shed light on the previous analysis. They are followed by its discussion, and a conclusion of the thesis.

[ES] El objetivo fundamental de este TFG es el análisis de la dimensión actual de la movilidad global de los trabajadores en las empresas. La globalización y la internacionalización empresarial, impulsadas sobre todo desde el fin de la Guerra Fría y la apertura de China, han planteado una nueva situación, en la que todos los agentes económicos/de la sociedad (gobierno, empresas, universidades, familias) son partícipes. Esta apertura global ha llevado a las empresas a hacer negocios a una escala mundial sin precedentes, lo cual necesita una fuerza laboral cada vez más global y móvil. Los trabajadores expatriados son clave en este aspecto, y su figura ha supuesto, supone y supondrá un cambio tanto en las empresas como en la legislación. Por una parte, surgen nuevas áreas cuya función es gestionar lo relativo a los expatriados. Se analizarán las funciones, evolución y tendencias de las mismas, y las corrientes teóricas que han sido su base, así como el papel y la importancia de la movilidad global en las empresas. Todo esto se complementará con el análisis de un reconocido informe. Por otra parte, la normativa aplicable ofrece una regulación, que está tratando de adaptarse a la realidad. Por tanto, se ha analizado la actual y próxima, en materia laboral, fiscal e inmigratoria, con foco en la española y europea. Para complementar y dar visibilidad al análisis previo, se han plasmado las entrevistas realizadas a empresas sobre los aspectos tratados, seguidas de su análisis y una reflexión final empleando las mismas y el contenido del trabajo., [EN] The main objective of this thesis is the analysis of the current extent of the global mobility of company s workforce. Globalization and companies internationalization, both stimulated specially after the end of Cold War and the economic liberalization of China, have set a new situation on which the main participants in the economy have a word. This global openness has led companies to do business on an unprecedented worldwide scale, which needs a more and more global and moving workforce. Expatriate workers are key on this aspect, and their presence have resulted in a remarkable change in companies and legislation. On the one hand, new areas emerge to manage all related to expatriate workers. Regarding the areas, the paper analyses their functions, evolution and trends, and the theoretical trends in which are based, as well as the role and importance of global mobility in the companies. All this will be supported by means of the analysis of a relevant report. On the other hand, some changes on the applicable law are trying to adapt it to the reality. Therefore, there is an analysis of the current and next ones, focusing on the aspects concerning labour, tax, and immigration, in Spain and Europe. Finally, some interviews have been done to companies, to complement and shed light on the previous analysis. They are followed by its discussion, and a conclusion of the thesis.

[ES] El objetivo fundamental de este TFG es el análisis de la dimensión actual de la movilidad global de los trabajadores en las empresas. La globalización y la internacionalización empresarial, impulsadas sobre todo desde el fin de la Guerra Fría y la apertura de China, han planteado una nueva situación, en la que todos los agentes económicos/de la sociedad (gobierno, empresas, universidades, familias) son partícipes. Esta apertura global ha llevado a las empresas a hacer negocios a una escala mundial sin precedentes, lo cual necesita una fuerza laboral cada vez más global y móvil. Los trabajadores expatriados son clave en este aspecto, y su figura ha supuesto, supone y supondrá un cambio tanto en las empresas como en la legislación. Por una parte, surgen nuevas áreas cuya función es gestionar lo relativo a los expatriados. Se analizarán las funciones, evolución y tendencias de las mismas, y las corrientes teóricas que han sido su base, así como el papel y la importancia de la movilidad global en las empresas. Todo esto se complementará con el análisis de un reconocido informe. Por otra parte, la normativa aplicable ofrece una regulación, que está tratando de adaptarse a la realidad. Por tanto, se ha analizado la actual y próxima, en materia laboral, fiscal e inmigratoria, con foco en la española y europea. Para complementar y dar visibilidad al análisis previo, se han plasmado las entrevistas realizadas a empresas sobre los aspectos tratados, seguidas de su análisis y una reflexión final empleando las mismas y el contenido del trabajo., [EN] The main objective of this thesis is the analysis of the current extent of the global mobility of company s workforce. Globalization and companies internationalization, both stimulated specially after the end of Cold War and the economic liberalization of China, have set a new situation on which the main participants in the economy have a word. This global openness has led companies to do business on an unprecedented worldwide scale, which needs a more and more global and moving workforce. Expatriate workers are key on this aspect, and their presence have resulted in a remarkable change in companies and legislation. On the one hand, new areas emerge to manage all related to expatriate workers. Regarding the areas, the paper analyses their functions, evolution and trends, and the theoretical trends in which are based, as well as the role and importance of global mobility in the companies. All this will be supported by means of the analysis of a relevant report. On the other hand, some changes on the applicable law are trying to adapt it to the reality. Therefore, there is an analysis of the current and next ones, focusing on the aspects concerning labour, tax, and immigration, in Spain and Europe. Finally, some interviews have been done to companies, to complement and shed light on the previous analysis. They are followed by its discussion, and a conclusion of the thesis.

When it comes to Diasporic consciousness, the question of roots and routes will always be an integral part of it. To go away from one’s roots in order to traverse different swashbuckling routes, one needs to have strong incentive behind it. But what happens to the emotional health of the people who tug along with such career wannabees, like wives or parents, for that matter? The novel vividly deals with the predicament of identity of the individuals. The question becomes more pertinent when the immigrants have a substantial identity at their native nation. Like, for Sue’s grandmother it was perfectly all right with an altogether new name of her husband, though she was used to Greek names. The basic reason cited by Sue is that they were very poor and they immediately got married to each other the moment they landed and they had no hesitation in adopting Canadian identity. “They made effort to mingle as fast as possible. Even though their English was limited, they didn’t insist their children leant Greek. Then my mother married a Scottish Canadian, and I married someone of Polish origin. End of Greece.”So, what was summed up (and finished off ) so nicely by Sue was a matter of grave concern for Nina. She cannot bring home the point that new beginnings had to take the route of new names. She comes to wonder at the precariousness of the identity crises or for that matter what it meant to belong to somewhere.

[ES] El objetivo fundamental de este TFG es el análisis de la dimensión actual de la movilidad global de los trabajadores en las empresas. La globalización y la internacionalización empresarial, impulsadas sobre todo desde el fin de la Guerra Fría y la apertura de China, han planteado una nueva situación, en la que todos los agentes económicos/de la sociedad (gobierno, empresas, universidades, familias) son partícipes. Esta apertura global ha llevado a las empresas a hacer negocios a una escala mundial sin precedentes, lo cual necesita una fuerza laboral cada vez más global y móvil. Los trabajadores expatriados son clave en este aspecto, y su figura ha supuesto, supone y supondrá un cambio tanto en las empresas como en la legislación. Por una parte, surgen nuevas áreas cuya función es gestionar lo relativo a los expatriados. Se analizarán las funciones, evolución y tendencias de las mismas, y las corrientes teóricas que han sido su base, así como el papel y la importancia de la movilidad global en las empresas. Todo esto se complementará con el análisis de un reconocido informe. Por otra parte, la normativa aplicable ofrece una regulación, que está tratando de adaptarse a la realidad. Por tanto, se ha analizado la actual y próxima, en materia laboral, fiscal e inmigratoria, con foco en la española y europea. Para complementar y dar visibilidad al análisis previo, se han plasmado las entrevistas realizadas a empresas sobre los aspectos tratados, seguidas de su análisis y una reflexión final empleando las mismas y el contenido del trabajo., [EN] The main objective of this thesis is the analysis of the current extent of the global mobility of company s workforce. Globalization and companies internationalization, both stimulated specially after the end of Cold War and the economic liberalization of China, have set a new situation on which the main participants in the economy have a word. This global openness has led companies to do business on an unprecedented worldwide scale, which needs a more and more global and moving workforce. Expatriate workers are key on this aspect, and their presence have resulted in a remarkable change in companies and legislation. On the one hand, new areas emerge to manage all related to expatriate workers. Regarding the areas, the paper analyses their functions, evolution and trends, and the theoretical trends in which are based, as well as the role and importance of global mobility in the companies. All this will be supported by means of the analysis of a relevant report. On the other hand, some changes on the applicable law are trying to adapt it to the reality. Therefore, there is an analysis of the current and next ones, focusing on the aspects concerning labour, tax, and immigration, in Spain and Europe. Finally, some interviews have been done to companies, to complement and shed light on the previous analysis. They are followed by its discussion, and a conclusion of the thesis.

The intent of my work is to explore the relationships between history, space, community, and movement in and through the city of Berlin throughout the last century. I trace common threads of liminality, memory, survival, and the relationships between the urban space and the individual over a 100-year period. The three periods that I particularly focus on are the Weimar era (1919-1933), the division of Germany and Berlin (1961-1989), and the reestablishment of Germany as a united country (1990-present).

Considering their significance to the globalised economy, expatriate communities have attracted relatively little scholarly scrutiny. Much has been written about non-Western migration to the West, but there has been little attention paid to population transfers in the opposite direction. Shanghai has a long historical and cultural association with the West and, thanks to China’s continued economic growth, the city's Western expatriate population has more than tripled since 2001. This research utilises ethnographic methods to examine identity and community within Shanghai's expatriate population. Using data from participant-observation, as well as text gleaned from interviews and personal narrative, I document the construction, by expatriates, of small, tightly bounded networks of support as well as the broader imagined community of "Westernness" from which these fictive kinship groups were typically drawn. Analysing transmigrancy through a ritual lens, I argue that this imagined Western community is best understood as an expression of communitas and that expatriates are liminal figures themselves, stalled in the middle phase of the migration ritual. Indeed, expatriates frequently located themselves between China and the West, unable to become Chinese but also unwilling to be seen as just another tourist. Local Chinese constructions of self also position the Western Other on the periphery - entangling "whiteness" and Westernness with assumptions of class, cosmopolitanism and personal freedom. Walled compounds and private drivers allowed some expatriates to move easily from one comfortable enclave of Westernness to another, only engaging with the local Chinese Other touristically. However, many expatriates made deeper claims of local emplacement, stitching together patchwork cosmopolitan neighbourhoods out of scattered, often discontiguous local and expatriate spaces. These blended neighbourhood bubbles provided expatriates with a space for the performance of new, lim

Globalization is unsealing national boundaries and cross-cultural interactions are becoming a natural part of modern business. Many enterprises are going international, as a result, there is an increasing need of sending employees, so called expatriates, abroad. Operating in a foreign market require certain knowledge. Adjustment may be a struggle and many expatriates shorten their assignment early because of this. A cancelled expatriate project harms both the individual and the organization and literature suggests that cross-cultural training (CCT) could be used to facilitate adjustment. Research on CCT has mainly been focusing on large multinationals, hence, there is a lack of research on the subject in small and medium enterprises (SMEs). Addressing this gap, this study contributes to existing research by providing a deeper understanding of how CCT can be used in SMEs and the attitudes toward it. To begin with, a literature review is presented. Following, a case study in a Swedish Multinational SME was done, including four semi-structured interviews with expatriates and a HR-manager, which is presented subsequently. The interviews covered topics regarding how the company works with cross-cultural training and personal impressions of expatriate projects. General findings of this study are that they implement abstracts of CCT activities and the attitudes toward CCT are generally positive. Expatriate projects are successful and the case company expresses a desire to implement CCT further., Globaliseringen har medfört att nationernas gränser öppnas upp och multikulturell interaktion har blivit en naturlig del av modernt företagande. Många företag etablerar sig internationellt och till följd av detta ökar behovet av att sända arbetskraft utomlands. Att verka på den internationella marknaden kräver specifik kunskap. Anpassning till det nya landet kan vara utmanande och på grund av detta väljer många utlandsstationerade att avsluta sina uppdrag i förväg. Ett avbrutet projekt utomlands skadar både den anställde, till lika företaget. Litteraturen föreslår att träning i interkulturell medvetenhet (CCT) kan användas för att underlätta anpassningen till det nya landet. Forskning på området har främst fokuserat på större multinationella företag medan forskning rörande små och medelstora företag (SMF:s) är begränsad. Denna studie bidrar till föregående litteratur med en ökad förståelse av CCT, om det används i SMF:s och attityderna till det. Till att börja med så presenteras en litteraturöversikt på området. Därefter presenteras fallstudien som gjorts på ett svenskt multinationellt SMF och inkluderar fyra semi-strukturerade intervjuer med utlandsstationerade anställda och en representant från personalavdelningen. Intervjuerna behandlade frågor om hur företaget arbetar med CCT och personliga intryck från de anställdas utlandsuppdrag. Studien finner att vissa delar av CCT aktiviteter används i det SMF som undersökts och attityder gällande CCT är positiva. Utlandsuppdragen har varit framgångsrika och det finns en önskan om att implementera CCT i en större utsträckning i framtiden.

Considering their significance to the globalised economy, expatriate communities have attracted relatively little scholarly scrutiny. Much has been written about non-Western migration to the West, but there has been little attention paid to population transfers in the opposite direction. Shanghai has a long historical and cultural association with the West and, thanks to China’s continued economic growth, the city's Western expatriate population has more than tripled since 2001. This research utilises ethnographic methods to examine identity and community within Shanghai's expatriate population. Using data from participant-observation, as well as text gleaned from interviews and personal narrative, I document the construction, by expatriates, of small, tightly bounded networks of support as well as the broader imagined community of "Westernness" from which these fictive kinship groups were typically drawn. Analysing transmigrancy through a ritual lens, I argue that this imagined Western community is best understood as an expression of communitas and that expatriates are liminal figures themselves, stalled in the middle phase of the migration ritual. Indeed, expatriates frequently located themselves between China and the West, unable to become Chinese but also unwilling to be seen as just another tourist. Local Chinese constructions of self also position the Western Other on the periphery - entangling "whiteness" and Westernness with assumptions of class, cosmopolitanism and personal freedom. Walled compounds and private drivers allowed some expatriates to move easily from one comfortable enclave of Westernness to another, only engaging with the local Chinese Other touristically. However, many expatriates made deeper claims of local emplacement, stitching together patchwork cosmopolitan neighbourhoods out of scattered, often discontiguous local and expatriate spaces. These blended neighbourhood bubbles provided expatriates with a space for the performance of new, lim

Vidiadhar Surajprasad Naipaul (1932- ), the expatriate writer of Indian origin, is one of the most prominent figures in the list of exiles and expatriate. Born in Trinidad, he is a third generation descendent of a family of Brahmin Pundits, hailing from a village in Eastern Uttar Pradesh. He has been recognised as a Commonwealth writer, a world traveller, a voice of the Indian diaspora and a literary figure of world significance. Besides being a noted novelist, he is a great travel writer too. His fictional and non-fictional writings deal with the problems of colonial, postcolonial, and Third World societies. He has written extensively on alienation, displacement, identity crisis and frustration of diasporic people. Naipaul has been placed as an exile figure, a rootless nomad in the literary world, always on a voyage to find his identity.

Vidiadhar Surajprasad Naipaul (1932- ), the expatriate writer of Indian origin, is one of the most prominent figures in the list of exiles and expatriate. Born in Trinidad, he is a third generation descendent of a family of Brahmin Pundits, hailing from a village in Eastern Uttar Pradesh. He has been recognised as a Commonwealth writer, a world traveller, a voice of the Indian diaspora and a literary figure of world significance. Besides being a noted novelist, he is a great travel writer too. His fictional and non-fictional writings deal with the problems of colonial, postcolonial, and Third World societies. He has written extensively on alienation, displacement, identity crisis and frustration of diasporic people. Naipaul has been placed as an exile figure, a rootless nomad in the literary world, always on a voyage to find his identity.

Globalization is unsealing national boundaries and cross-cultural interactions are becoming a natural part of modern business. Many enterprises are going international, as a result, there is an increasing need of sending employees, so called expatriates, abroad. Operating in a foreign market require certain knowledge. Adjustment may be a struggle and many expatriates shorten their assignment early because of this. A cancelled expatriate project harms both the individual and the organization and literature suggests that cross-cultural training (CCT) could be used to facilitate adjustment. Research on CCT has mainly been focusing on large multinationals, hence, there is a lack of research on the subject in small and medium enterprises (SMEs). Addressing this gap, this study contributes to existing research by providing a deeper understanding of how CCT can be used in SMEs and the attitudes toward it. To begin with, a literature review is presented. Following, a case study in a Swedish Multinational SME was done, including four semi-structured interviews with expatriates and a HR-manager, which is presented subsequently. The interviews covered topics regarding how the company works with cross-cultural training and personal impressions of expatriate projects. General findings of this study are that they implement abstracts of CCT activities and the attitudes toward CCT are generally positive. Expatriate projects are successful and the case company expresses a desire to implement CCT further., Globaliseringen har medfört att nationernas gränser öppnas upp och multikulturell interaktion har blivit en naturlig del av modernt företagande. Många företag etablerar sig internationellt och till följd av detta ökar behovet av att sända arbetskraft utomlands. Att verka på den internationella marknaden kräver specifik kunskap. Anpassning till det nya landet kan vara utmanande och på grund av detta väljer många utlandsstationerade att avsluta sina uppdrag i förväg. Ett avbrutet projekt utomlands skadar både den anställde, till lika företaget. Litteraturen föreslår att träning i interkulturell medvetenhet (CCT) kan användas för att underlätta anpassningen till det nya landet. Forskning på området har främst fokuserat på större multinationella företag medan forskning rörande små och medelstora företag (SMF:s) är begränsad. Denna studie bidrar till föregående litteratur med en ökad förståelse av CCT, om det används i SMF:s och attityderna till det. Till att börja med så presenteras en litteraturöversikt på området. Därefter presenteras fallstudien som gjorts på ett svenskt multinationellt SMF och inkluderar fyra semi-strukturerade intervjuer med utlandsstationerade anställda och en representant från personalavdelningen. Intervjuerna behandlade frågor om hur företaget arbetar med CCT och personliga intryck från de anställdas utlandsuppdrag. Studien finner att vissa delar av CCT aktiviteter används i det SMF som undersökts och attityder gällande CCT är positiva. Utlandsuppdragen har varit framgångsrika och det finns en önskan om att implementera CCT i en större utsträckning i framtiden.

Expatriate är en gränsöverskridande identitet i dagens globala samhälle som förknippas med en tillfällig arbetsposition utomlands. Den kritik som riktats mot begreppet, att det är ett begrepp reserverat för Vita västerlänningar, går i linje med en postkolonial teoretisk strävan att problematisera de begrepp och språkliga gränsdragningar som används i den globala diskursen. Uppsatsens syfte är att analysera de diskurser som finns gällande begreppet expatriate i en postkolonial kontext. Detta för att uppmärksamma de kategorier som samverkar till att upprätthålla postkoloniala maktrelationer och på så sätt verka för förändring. Empirin utgörs av sju intervjuer med sammanlagt åtta personer som på olika sätt kan sättas i relation till begreppet expatriate. Analysen utförs med kritisk diskursanalys som teori och metod samt en postkolonial teoribildning som kompletterande teoretisk ansats. Diskursanalysen visar två diskurser: den denotativa, färglösa diskursen samt den konnotativa, Vita diskursen. De faktorer som verkar inkluderande för att innefattas av begreppstillhörigheten expatriate är ’tillfällig migration’, främst för att ’arbeta’ och ’tjäna mer pengar’ än hemma. Det som skiljer den denotativa och konnotativa diskursen är ’Vithet’ som inkluderande faktor för den konnotativa diskursen samt att ’en ökad inkomst’ ersätts av en ’upplevd höginkomstklass’. Den sociala kod som möjliggör den konnotativa diskursens gränsdragning till andra kategorier tolkas därmed ur ett postkolonialt perspektiv där det dominerande sättet att se på ’the West and the Rest’ blir tydligt. Begreppet expatriate och den transivitet som visas till tidigare kolonialstyre samt Ras och Vithet upprätthåller maktrelationer som baseras på bland annat just hudfärg, Ras och klass även efter avkolonialisering och självständighet. Den hegemoni som går att urskilja i den konnotativa diskursen visar även hur en rasmaktsordning, där Vithet överordnas, upprätthålls genom social praktik.

The adaptation of an expatriate is a function of several factors and family issues have been identified as potential influencers in the process. However, little is known about the effect of the existing role of the spouse in the adaptation of the expatriate. Thus, the objective of this study is to evaluate the relationship between the adjustment of expatriates and their spouses with the performance of the expatriate. It is a quantitative study with 217 couples in which one member of the couple occupied the expatriate position. The results showed no significant relationship between the adjustment of the spouse and the performance of the expatriate, but revealed that the adaptation of expatriate moderates the relationship between these variables. These results suggest that the adaptation of the spouse can have an indirect relationship on expatriate performance, via the expatriate’s adaptation. These findings support the idea that companies should invest in organizational support to facilitate a better fit of the expatriate and his spouse to the host country culture and to promote a higher individual performance., A adaptação de um expatriado é função de diversos fatores, e questões familiares têm sido apontadas como possíveis influenciadores nesse processo. Entretanto, pouco se sabe sobre o efeito existente do papel do cônjuge na adaptação do expatriado. Assim, o objetivo deste trabalho é avaliar a relação entre a adaptação de expatriados e seus cônjuges com o desempenho do expatriado. Trata-se de um estudo quantitativo, realizado com 217 casais com um dos cônjuges tendo ocupado a posição de expatriado. Os resultados não mostraram uma relação significante entre a adaptação do cônjuge e o desempenho do expatriado, mas revelaram que a adaptação do expatriado modera a relação entre essas variáveis. Esses resultados sugerem que a adaptação do cônjuge pode exercer uma influência indireta no desempenho do expatriado, via sua adaptação. Esses achados suportam a ideia de que deve-se investir em suporte organizacional para facilitar um melhor ajuste do expatriado e seu cônjuge à cultura do país de destino e promover um desempenho individual superior.

Increasing globalisation of workforce has resulted into a large population of expatriate workers who engage in temporary work outside their home country. Along with monetary benefits, expatriate assignment is closely associated with a number of challenges which influence adjustment of an expatriate in a foreign country. This paper presents an expatriate adjustment model derived from review of research papers published on expatriate adjustment in the last two decades. Later section of this paper presents major internal and external expatriate support factors. The paper concludes with suggestion of a multilevel action plan at organisational level to support expatriate adjustment.

The adaptation of an expatriate is a function of several factors and family issues have been identified as potential influencers in the process. However, little is known about the effect of the existing role of the spouse in the adaptation of the expatriate. Thus, the objective of this study is to evaluate the relationship between the adjustment of expatriates and their spouses with the performance of the expatriate. It is a quantitative study with 217 couples in which one member of the couple occupied the expatriate position. The results showed no significant relationship between the adjustment of the spouse and the performance of the expatriate, but revealed that the adaptation of expatriate moderates the relationship between these variables. These results suggest that the adaptation of the spouse can have an indirect relationship on expatriate performance, via the expatriate’s adaptation. These findings support the idea that companies should invest in organizational support to facilitate a better fit of the expatriate and his spouse to the host country culture and to promote a higher individual performance., A adaptação de um expatriado é função de diversos fatores, e questões familiares têm sido apontadas como possíveis influenciadores nesse processo. Entretanto, pouco se sabe sobre o efeito existente do papel do cônjuge na adaptação do expatriado. Assim, o objetivo deste trabalho é avaliar a relação entre a adaptação de expatriados e seus cônjuges com o desempenho do expatriado. Trata-se de um estudo quantitativo, realizado com 217 casais com um dos cônjuges tendo ocupado a posição de expatriado. Os resultados não mostraram uma relação significante entre a adaptação do cônjuge e o desempenho do expatriado, mas revelaram que a adaptação do expatriado modera a relação entre essas variáveis. Esses resultados sugerem que a adaptação do cônjuge pode exercer uma influência indireta no desempenho do expatriado, via sua adaptação. Esses achados suportam a ideia de que deve-se investir em suporte organizacional para facilitar um melhor ajuste do expatriado e seu cônjuge à cultura do país de destino e promover um desempenho individual superior.

This article aimed to identify the terms used in studies to refer to the process of changing country/region for reasons related to sports practice. It also aimed to understand the studied impacts concerning the process of adaptation of the individual to a new context due to sports practice. A systematic review on the PsycNET, Web of Science and Scielo databases was conducted from the descriptors: Expatriates AND Sport, Acculturation AND Sport, Migratory Transition AND Sport and Migrants AND Sport. After applying a filter based on criteria of inclusion and exclusion related to the objectives of the review, we identified nine articles. It was observed that there is not a single term to define the transition of athletes between cultures, identifying terms such as: migratory transition, migration, acculturation. The interest of the studies is to understand how the adaptation process of individuals into a new culture occurs. It was possible to understand that although athletes are motivated by reaching projection in their sports careers, they face challenges such as: adaptation to a new training style; distance from family and childhood friends; and difficulty in effectively communicating with people of the local culture. Athletes undergo situations of isolation and difficulties for establishing relationships, which interferes with their mental health and sports performance., Resumo O presente artigo teve como objetivo identificar o(s) termo(s) utilizados nos estudos para se referir ao processo de mudança de região/país para a prática esportiva. Buscou-se também compreender os impactos estudados referentes ao processo de adaptação do indivíduo a um novo contexto para a atividade esportiva. Uma revisão sistemática nas bases PsycNET, Web of Science e SciELO foi conduzida a partir dos descritores: Expatriates AND Sport, Acculturation AND Sport, Migratory Transition AND Sport e Migrants AND Sport. Após filtro baseado em critérios de inclusão e exclusão relacionados aos objetivos da revisão, foram identificados nove artigos. Observou-se que não existe um único termo para definir o processo de transição entre culturas de atletas, identificando-se termos como: transição migratória, migração, aculturação. O interesse dos estudos está em entender como ocorre o processo de adaptação de indivíduos em uma nova cultura. Foi possível entender que, embora motivados a uma projeção na carreira esportiva, os atletas enfrentam desafios como: adaptação ao novo estilo de treinamento, a distância da família e de amigos e a dificuldade em comunicar-se efetivamente com as pessoas da cultura local. Os atletas enfrentam situações de isolamento e dificuldades de estabelecer relações o que interfere na saúde mental e performance esportiva., Resumen Este artículo pretende identificar el(los) término(s) utilizado(s) en los estudios para referirse al proceso de cambio país/región para la práctica deportiva. También se buscó comprender los impactos estudiados sobre el proceso de adaptación del individuo a un nuevo contexto para la actividad deportiva. Se realizó una revisión sistemática en las bases de PsycNET, Web of Science y Scielo de los descriptores: Expatriates AND Sport, Acculturation AND Sport, Migratory Transition AND Sport e Migrants AND Sport. Después de aplicar un filtro basado en criterios de inclusión y exclusión relacionados con los objetivos de la revisión, nueve artículos fueron identificados. Se observó que no existe un término único para definir el proceso de transición entre las culturas de los atletas, identificándose términos tales como: transición migratoria, migración, aculturación. El interés de los estudios es entender cómo ocurre el proceso de adaptación de los individuos a una nueva cultura. Es posible entender que aunque motivados por alcanzar proyección en su carrera deportiva, los atletas enfrentan retos como: adaptación al nuevo estilo de formación; distancia de familia y amigos; y dificultad para comunicarse efectivamente con personas de la cultura local. Los atletas se enfrentan a situaciones de aislamiento y a dificultades para establecer relaciones, lo que interfiere con la salud mental y el rendimiento deportivo.

Twentieth century is defined by its peculiar feature that is migration, its shifts cultural as well as physical frontiers that it emerged. Migration is now common factor of postcolonial writers as reflected in their respective works. Man made borders are blurred or vanished owing to migration. It is an umbrella term which anyone can live anywhere as he wishes, such cosmopolitan identity is engendered but on another side such writers are underwent through feeling of loosing own motherland. Thus in the words of Edward Said, he said, “migration is a potent, enriching motif of modern culture as the exile break barriers of thought and experience”. For Postcolonial novelist the issue of migration is evident and avoidable, lead exile life, looses birth place, ancestral home, visualized imaginary world, blurred lines of thought and experience. Being a migrant writer by identity, he is divided in multiple identities. He was born in India, shifted in Pakistan and lastly stay in Britian, indicated that how his life is shifted and gone through identity crisis. This paper aims at to explore disporic element in his well known novels ‘Fury’ and ‘The Ground Beneath Her Feet.’  V.S. Naipaul regards migration as form of rebirth and moulds that a writer can bring his new world into being by an act of pure will. Different terms such as disporic, immigrants, expatriate and exile alienation have used by postcolonial writers respectively in their works. The term Diaspora is derived from the Greek word ‘dia’ (through) ‘speiro’ (to scatter or sow seeds) in terms of etymology. The Greeks were initially used in the conclusion of Jews scattered in exile. Presently, the term has been come to refer to any people or population that is transnational that is residing in a land other than that of its origin, and the development in their dispersal and culture.

Ruth Prawer Jhabvala (1927-2013) is a well known name because her elaboration of experiences in India and writing novels and tales on Indian subjects. Heat and Dust (1975) is a very well known novel by Jhabvala. It was the novel which brought the Booker Prize in 1975, the year of its publication, was something of a watershed for this expatriate novelist.  This most celebrated novel came at the end of a series of three novels which dwell upon the dilemma of western women living in India. More strikingly after this novel Jhabvala took her final flight for the United States after living in India for 25 years of her married life. Heat and Dust is again a sordid tale of misadventures of the Europeans coming to India either on administrative task or for spiritual enlightenment or on some other adventurous mission. Jhabvala presents the European individuals especially women suffering from the agony of a tragic obsession with India-the country that metamorphoses every being and everything. In Heat and Dust, the British individual identity was tarnished by a married English woman, Olivia Rivers. Olivia got exploited by a fading bankrupt dynamic ‘Nawab’ in whose pursuit she became the fallen Eve of the high English moral society. The bridge between the two societies widened as this kind of a relationship was not accepted, especially in the rigid Indian society, where marriage held certain ‘moral values’.

Expatriate är en gränsöverskridande identitet i dagens globala samhälle som förknippas med en tillfällig arbetsposition utomlands. Den kritik som riktats mot begreppet, att det är ett begrepp reserverat för Vita västerlänningar, går i linje med en postkolonial teoretisk strävan att problematisera de begrepp och språkliga gränsdragningar som används i den globala diskursen. Uppsatsens syfte är att analysera de diskurser som finns gällande begreppet expatriate i en postkolonial kontext. Detta för att uppmärksamma de kategorier som samverkar till att upprätthålla postkoloniala maktrelationer och på så sätt verka för förändring. Empirin utgörs av sju intervjuer med sammanlagt åtta personer som på olika sätt kan sättas i relation till begreppet expatriate. Analysen utförs med kritisk diskursanalys som teori och metod samt en postkolonial teoribildning som kompletterande teoretisk ansats. Diskursanalysen visar två diskurser: den denotativa, färglösa diskursen samt den konnotativa, Vita diskursen. De faktorer som verkar inkluderande för att innefattas av begreppstillhörigheten expatriate är ’tillfällig migration’, främst för att ’arbeta’ och ’tjäna mer pengar’ än hemma. Det som skiljer den denotativa och konnotativa diskursen är ’Vithet’ som inkluderande faktor för den konnotativa diskursen samt att ’en ökad inkomst’ ersätts av en ’upplevd höginkomstklass’. Den sociala kod som möjliggör den konnotativa diskursens gränsdragning till andra kategorier tolkas därmed ur ett postkolonialt perspektiv där det dominerande sättet att se på ’the West and the Rest’ blir tydligt. Begreppet expatriate och den transivitet som visas till tidigare kolonialstyre samt Ras och Vithet upprätthåller maktrelationer som baseras på bland annat just hudfärg, Ras och klass även efter avkolonialisering och självständighet. Den hegemoni som går att urskilja i den konnotativa diskursen visar även hur en rasmaktsordning, där Vithet överordnas, upprätthålls genom social praktik.

This study examined how expatriate employees perceive the challenges in their work environment in the NGO sector in Nairobi, Kenya. The study question was “how do expatriate employees’ workings in the NGOs sector in Kenya perceive the challenges in their work environment?” The study was anchored on person-environment fit theory and the culture shock theory of adaptation to explain the strategies employed by expatriate employees to cope with challenges in their work environment. The research design used was a descriptive survey with a target population of 2394 NGOs based in Nairobi, Kenya. The study sample consisted of 120 expatriates, although only 84 participated in the final study drawn from 60 NGOs. Questionnaires were used to collect the data. Data was analyzed using SPSS. The result showed that expatriate employees working in the Kenyan NGOs respond to challenges in their work environment by finding a fit between the Kenyan culture and that of their countries. However, sometimes there is a big clash between the two cultures which makes it difficult for the expatriates to adjust well. Some have devised some strategies to interact with the locals that have improved their communication skills and ability to work on the assignments. In cases where conversing in the local languages has been a challenge, the expatriates have sought the help of locals as interpreters. Some expatriates accompanied by their families to provide psychological support. The study therefore recommends that since the expatriate employees seem to have integrated well into the Kenya society, they can be a great source of strength to those who are taking up new assignments in this country -Kenya. The future studies could focus on how the extent of expatriate employees ‘adjustment to the conditions in the host country affects their performance. In addition, they are a source of transmission of management ‘know-how’. This makes them a strong pillar as the local employees rely on their explicit kno