 In this topic, we are going to discuss a model of individual reaction to re-entry. We have just discussed a case study in which we talked about how a person, Wayne Bolova, was affected by the repatriation process. So that is only one case. Research shows that there are a number of factors and there are a number of elements that emerge as individual reactions when a person is repatriated back to the home country. Now these factors could relate to two aspects and those are, number one, the job-related factors and secondly are the social factors. So as we discussed in the case study that there were certain job-related factors because of which Wayne Bolova was dissatisfied and frustrated and there were also certain social factors regarding housing, his children and his wife that were also creating problems for him in the process of repatriation. So similar kind of stories when collected from various different people and surveys conducted and research has been conducted on this aspect. A model has actually emerged that talks about various different factors which could be job-related factors as well as social factors which could affect the repatriation process and those are the individual reactions to the repatriation process. So let's take a look at this model. So you can see that there are job-related factors as well as social factor that influence repatriate adjustment. So within the job-related factors there are again certain dimensions of these job-related factors that affect the repatriation process. Number one is carrier anxiety. What is carrier anxiety and how is it created? Carrier anxiety is the fact that a person is anxious and apprehensive about what will happen to his carrier when he comes back from the international assignment. Now the carrier anxiety is created from a number of aspects. Number one is that there is a loss of visibility and isolation. When you come back after a certain period of time what happens is that even if the same people are working in the organization they have forgotten about you, they move on. So when you go from somewhere, your visibility ends there and even if they come back, they have forgotten about you and it is difficult to make them remember that you were also a person who they used to work with. So it kind of creates a loss of visibility and that leads to isolation when you are people that you used to work with, they don't accept you as a friend, they don't accept you as a colleague as a part of their social circle. That leads to a situation of isolation and this is the situation in which you are coming back to people who you already were working with. It is also possible that you come back and the total scenario has changed. All people are new and you are working with new colleagues. That would also create a sense of isolation. Then another reason for career anxiety is no post assignment guarantee. Usually organizations do not guarantee that when you come back from the international assignment you will be guaranteed a position for your job. So if there is no such guarantee then that would also create career anxiety. And then workplace changes, the workplace could be restructured, it could be moved, it could be there could be a new boss, there could be so many different kind of changes which would have taken place over a period of time that you have spent outside in another location that could also create career anxiety. So another aspect of then these job related factors is work adjustment. Work adjustment that could relate to the re-entry position. You have to adjust with the organization after repatriation. That is going to be a different position. That is going to be in a different context. You would have a different boss, you would have different subordinates, you would have different colleagues. So adjustment to the new position, even if it is a position which is in line with your interests, it is in line with your level in the organization, even then you have to face the adjustment problem. Then your employment relationship with your organization, that is something which also needs to be readjusted. And it could also create a devaluing experience because if you would remember that Wayne Belova was in the case study, he had a central position when he was on the international assignment. But when he came back to the headquarters, he was devalued because what happens is that in the headquarters or in the parent country, there are many people who can do the job. But when you are sent on the international assignment, you are the only one who can do the job. So when you come back and you face this situation, you actually have this devaluing experience that, okay, my skill is not that much important as it was important when you were on the international assignment. And that leads to coping with the new job and role demands. It also could lead to loss of status and pay. These are the job-related factors which could create problem for the repatriation process. And this is something that the organization needs to take into account. It needs to manage these factors that people who are repatriated back do not feel these kind of job-related aspects. Now, the second aspect dimension of the repatriation process are the social factors. Those social factors could be, number one, the family adjustment. When the family has moved to another place and then they have come back, they have to be adjusted back to the culture. And you will remember we discussed that there is going to be a reverse culture shock for them as well. So the family also has to be readjusted. Then you need to create your social networks once again because as I've already said, when you leave a place, you are forgotten. And when you come back, even if you have friends which were there, you need to redefine, you need to make the ties once again. So you need to develop the social networks. And then there could be effect on your partner's career as well. So if your partner comes back home and wants to work again and such kind of facility or some such kind of opportunity is not available, that would also create frustration in the family if the spouse is not able to find the job that he or she wants to work on. So this could also be a problem of repatriation process. So the organization can play a very supportive role in helping an employee get repatriated back to the home country as they play a significant role in the expatriation process by providing cultural awareness programs and pre-departure trainings. The repatriation program should also include some kind of such trainings and such kind of activities which would help a person and his family get adjusted to the home country. So these are the basically individual reactions to the re-entry issue which could lead to effective or ineffective repatriation process.