IHRIM does not stop once she begins her new job; support systems carry on to optimize her performance.

I just need the question answered on this one and the previous one i just paid for….. IHRIM begins preparing an executive for an international assignment long before she is slated to go. Too, IHRIM does not stop once she begins her new job; support systems carry on to optimize her performance. Conventionally, IHRM focused on fitting an expat’s technical know-how with the position’s requirements. These concerns show that improving cultural sensitivities and interpersonal skills improves the odds of successful adjustment and, by extension, a successful assignment. IHRM translate this imperative into a two-stage program: preparation prior to departure, and then, once in-country, ongoing development: Pre-Departure Preparation Programs Expatriate preparation programs aim to transfer specific information about the host country as well as improve the executive’s cultural sensitivity. preparing expats often requires helping them recognize gaps in their global mindset. Realization helps immunize them to culture shock—a soon-after-arrival dissatisfaction with the host society that can deteriorate into homesickness, irritability, arrogance, and disdain. In-Country Development Programs In-country development efforts, often through mentorship programs, virtual meetings, and executive coaching, support the expatriate. Increasingly, MNEs use CD-based or web-based development programs, given that the expatriate can tap resources anywhere, anytime during an assignment. Their economical convenience provides in-country reinforcement tools that can span the assignment. Family Matters Increasingly, expatriate preparation and support activities include the spouse and family members. An emerging trend is including families in pre-departure preparation, particularly destination familiarization and cultural orientation programs. QUESTION: Many expatriate employees encounter problems that limit both their effectiveness in foreign assignments and their contributions to the firm once they return home. What are the primary causes and consequences of these problems. What can a firm do to reduce the occurrence of such problems?