Expatriate Adaptation

In addition to the expatriate we have founded that others person were to take into consideration for the intercultural training.

In fact, it’s a proven fact that a majority of expatriates are in couple and sometimes even have children while going to live abroad. Indeed, it seems natural to take them and their impact while evaluating all the factors that will affect the expatriate in the host country.

Thus, the family is going to face the same issues while trying to adapt itself to the host culture, and this adaptation can be a failure if it’s not well prepared (Reinhart, 2000). That being said, we must highlight one important difference between the adaptation of the expatriate and the one of the spouse. Indeed, the spouse will be confronted

Moreover, it is likely that he will get some advises and help from its co-workers (Cerdin, 2002). In the case of the spouse, his adaptation might be slightly more complicated as he/she will be on its own feeling at first huge gap with the local culture.

Moreover, a negative attitude of the spouse toward the future expatriation, before living, leads most of the time to expatriation failure. However, companies often underestimate this factor and usually botch the family’s analyze. It can be explained by the fact that most of the companies don’t want to get involved or be too intrusive in the expatriate private life (Cerdin, 2002). However, has we have seen previously, the environment including the spouse adaptation has a direct impact on the expatriate ability to merge with the local culture. A bad adaptation of the spouse can affect the working efficiency of the expatriate and cause early return. Indeed, it can be very useful for the company to make sure that the spouse wants to expatriate too and has everything that it takes to ensure a fulfilling life abroad (job, friend, permit, willingness). It’s a proven fact that seven out of ten expatriation failures are due to a reject of the host country by the spouse or the entire family. A

In fact, Leroy Merlin, with more then 90 expatriates in 80 countries, aims to respect the spouse professional carrier, especially when it comes to women’s carrier. Thus, the company proposes to the spouse some help to find a new job abroad or training. Firstly, the company meets the spouse in order to assess its motivation and desires. Then, Leroy Merlin creates a personalize follow-up according to the spouse expectations and needs. And finally, it guides the spouse throughout all the process of finding a new