Expatriação e repatriação de profissionais brasileiros: desafios pessoais, profissionais e familiares

Detalhes bibliográficos
Autor(a) principal: Souza, José Felipe Ferreira de
Data de Publicação: 2015
Tipo de documento: Dissertação
Idioma: por
Título da fonte: Biblioteca Digital de Teses e Dissertações da PUC_SP
Texto Completo: https://tede2.pucsp.br/handle/handle/1124
Resumo: The expatriation is one of the main strategies used by internationalized companies to manage their international practices and ensure better communication between the mother company and their subsidiaries. From an organizational point of view there are several reasons to a company send a expatriate and these reasons, many times, don t dialogues with the reasons that do the professional accepts the international mission. By accepting to be expatriate, the professional usually create high expectations about the return, imagining the professional growth, increases in benefits and salary and best positions in the company. During the process of expatriation and repatriation, many obstacles are overcome, such as intercultural adjustment in the going and return. The literature suggests that if there is no intercultural adjustment the expatriate will be unable to perform their functions and the international mission will fail, negatively affecting the company and the professional. To deal with cultural impact and ensure proper intercultural adjustment, the company needs to assist the professional from the initial stages of expatriation, while still in the origin country, with intercultural training, until the repatriation of the professional, with supports to help to deal with the reverse cultural impact. From this contexto, this research seek, through the perspective of Brazilian expatriates and repatriates, capture the opinions of the professionals about how was the process of expatriation and repatriation. For that, three stages were defined: (1) understand the phenomenon of internationalization of companies, (2) define the expatriation and repatriation processes and (3) develop a survey with professional expatriates and repatriates. This research used an exploratory-descriptive and qualitative methodology. The focus of the discussion was talk with the professionals to capture their views about the process of expatriation and repatriation. The results signaled that when intercultural adjustment is neglected by the company hardly the international mission has successfully. Also was observed that the motivations that lead professionals to accept the expatriation are determinants to the success of expatriation
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spelling Nogueira, Arnaldo José França Mazzeihttp://buscatextual.cnpq.br/buscatextual/visualizacv.do?id=K4428343H0Souza, José Felipe Ferreira de2016-04-25T16:44:42Z2015-04-132015-03-11Souza, José Felipe Ferreira de. Expatriação e repatriação de profissionais brasileiros: desafios pessoais, profissionais e familiares. 2015. 130 f. Dissertação (Mestrado em Administração) - Pontifícia Universidade Católica de São Paulo, São Paulo, 2015.https://tede2.pucsp.br/handle/handle/1124The expatriation is one of the main strategies used by internationalized companies to manage their international practices and ensure better communication between the mother company and their subsidiaries. From an organizational point of view there are several reasons to a company send a expatriate and these reasons, many times, don t dialogues with the reasons that do the professional accepts the international mission. By accepting to be expatriate, the professional usually create high expectations about the return, imagining the professional growth, increases in benefits and salary and best positions in the company. During the process of expatriation and repatriation, many obstacles are overcome, such as intercultural adjustment in the going and return. The literature suggests that if there is no intercultural adjustment the expatriate will be unable to perform their functions and the international mission will fail, negatively affecting the company and the professional. To deal with cultural impact and ensure proper intercultural adjustment, the company needs to assist the professional from the initial stages of expatriation, while still in the origin country, with intercultural training, until the repatriation of the professional, with supports to help to deal with the reverse cultural impact. From this contexto, this research seek, through the perspective of Brazilian expatriates and repatriates, capture the opinions of the professionals about how was the process of expatriation and repatriation. For that, three stages were defined: (1) understand the phenomenon of internationalization of companies, (2) define the expatriation and repatriation processes and (3) develop a survey with professional expatriates and repatriates. This research used an exploratory-descriptive and qualitative methodology. The focus of the discussion was talk with the professionals to capture their views about the process of expatriation and repatriation. The results signaled that when intercultural adjustment is neglected by the company hardly the international mission has successfully. Also was observed that the motivations that lead professionals to accept the expatriation are determinants to the success of expatriationA expatriação é uma das principais estratégias utilizadas pelas empresas internacionalizadas para gerenciar suas práticas internacionais e garantir a melhor comunicação entre a Matriz e subsidiária. Do ponto de vista organizacional existem diversas razões uma empresa expatriar um profissional e estas razões, muitas vezes, não dialoga com as razões que motivam o profissional a aceitar a missão internacional. Ao aceitar ser expatriado, o sujeito tende a criar grandes expectativas sobre o seu retorno, imaginando o crescimento profissional, aumentos de benefícios e salários e melhores cargos na empresa. Durante o processo de expatriação e repatriação diversos obstáculos são superados, como é o caso do ajustamento intercultural na ida e na volta. A literatura sugere que se não houver o ajustamento intercultural o expatriado não será capaz de exercer suas funções e a missão internacional falhará, afetando de maneira negativa tanto a empresa quanto o profissional. Para lidar com o choque cultural e garantir o adequado ajustamento intercultural, a empresa precisa auxiliar o profissional desde as etapas iniciais da expatriação, quando ainda em solo de origem do profissional, com treinamentos interculturais até a repatriação do profissional, com suportes para ajudar a lidar com o choque cultural reverso. A partir desse contexto, essa pesquisa buscou, através da perspectiva dos profissionais brasileiros expatriados e repatriados, capturar as opiniões dos sujeitos sobre como ocorreu o processo de expatriação e repatriação. Para tanto, foram definidas três etapas: (1) compreender o fenômeno da internacionalização de empresas, (2) definir os processos de expatriação e repatriação e (3) desenvolver uma pesquisa com profissionais expatriados e repatriados. Essa pesquisa se utilizou de uma metodologia exploratória-descritiva e qualitativa. O foco da discussão foi dialogar com os sujeitos para capturar suas opiniões sobre o processo de expatriação e repatriação. Os resultados obtidos sinalizaram que, quando o ajustamento intercultural é negligenciado pela empresa, dificilmente a missão internacional possui sucesso. Também foram observados que as motivações que levam os profissionais a aceitar a expatriação são fatores determinantes para o sucesso da expatriaçãoapplication/pdfhttp://tede2.pucsp.br/tede/retrieve/2346/Jose%20Felipe%20Ferreira%20de%20Souza.pdf.jpgporPontifícia Universidade Católica de São PauloPrograma de Estudos Pós-Graduados em AdministraçãoPUC-SPBRFaculdade de Economia, Administração, Contábeis e AtuariaisExpatriaçãoRepatriaçãoAjustamento interculturalExpatriationRepatriationIntercultural adjustmentCNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAOExpatriação e repatriação de profissionais brasileiros: desafios pessoais, profissionais e familiaresDissertaçãoinfo:eu-repo/semantics/masterThesisinfo:eu-repo/semantics/publishedVersioninfo:eu-repo/semantics/openAccessreponame:Biblioteca Digital de Teses e Dissertações da PUC_SPinstname:Pontifícia Universidade Católica de São Paulo (PUC-SP)instacron:PUC_SPTEXTJose Felipe Ferreira de Souza.pdf.txtJose Felipe Ferreira de Souza.pdf.txtExtracted texttext/plain273103https://repositorio.pucsp.br/xmlui/bitstream/handle/1124/3/Jose%20Felipe%20Ferreira%20de%20Souza.pdf.txt322e021475d9c56f91c2323173a9ade9MD53ORIGINALJose Felipe Ferreira de Souza.pdfapplication/pdf807632https://repositorio.pucsp.br/xmlui/bitstream/handle/1124/1/Jose%20Felipe%20Ferreira%20de%20Souza.pdf188b2b5966b3c9f569108870cdcc832dMD51THUMBNAILJose Felipe Ferreira de Souza.pdf.jpgJose Felipe Ferreira de Souza.pdf.jpgGenerated Thumbnailimage/jpeg1943https://repositorio.pucsp.br/xmlui/bitstream/handle/1124/2/Jose%20Felipe%20Ferreira%20de%20Souza.pdf.jpgcc73c4c239a4c332d642ba1e7c7a9fb2MD52handle/11242022-08-22 19:29:25.041oai:repositorio.pucsp.br:handle/1124Biblioteca Digital de Teses e Dissertaçõeshttps://sapientia.pucsp.br/https://sapientia.pucsp.br/oai/requestbngkatende@pucsp.br||rapassi@pucsp.bropendoar:2022-08-22T22:29:25Biblioteca Digital de Teses e Dissertações da PUC_SP - Pontifícia Universidade Católica de São Paulo (PUC-SP)false
dc.title.por.fl_str_mv Expatriação e repatriação de profissionais brasileiros: desafios pessoais, profissionais e familiares
title Expatriação e repatriação de profissionais brasileiros: desafios pessoais, profissionais e familiares
spellingShingle Expatriação e repatriação de profissionais brasileiros: desafios pessoais, profissionais e familiares
Souza, José Felipe Ferreira de
Expatriação
Repatriação
Ajustamento intercultural
Expatriation
Repatriation
Intercultural adjustment
CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO
title_short Expatriação e repatriação de profissionais brasileiros: desafios pessoais, profissionais e familiares
title_full Expatriação e repatriação de profissionais brasileiros: desafios pessoais, profissionais e familiares
title_fullStr Expatriação e repatriação de profissionais brasileiros: desafios pessoais, profissionais e familiares
title_full_unstemmed Expatriação e repatriação de profissionais brasileiros: desafios pessoais, profissionais e familiares
title_sort Expatriação e repatriação de profissionais brasileiros: desafios pessoais, profissionais e familiares
author Souza, José Felipe Ferreira de
author_facet Souza, José Felipe Ferreira de
author_role author
dc.contributor.advisor1.fl_str_mv Nogueira, Arnaldo José França Mazzei
dc.contributor.authorLattes.fl_str_mv http://buscatextual.cnpq.br/buscatextual/visualizacv.do?id=K4428343H0
dc.contributor.author.fl_str_mv Souza, José Felipe Ferreira de
contributor_str_mv Nogueira, Arnaldo José França Mazzei
dc.subject.por.fl_str_mv Expatriação
Repatriação
Ajustamento intercultural
topic Expatriação
Repatriação
Ajustamento intercultural
Expatriation
Repatriation
Intercultural adjustment
CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO
dc.subject.eng.fl_str_mv Expatriation
Repatriation
Intercultural adjustment
dc.subject.cnpq.fl_str_mv CNPQ::CIENCIAS SOCIAIS APLICADAS::ADMINISTRACAO
description The expatriation is one of the main strategies used by internationalized companies to manage their international practices and ensure better communication between the mother company and their subsidiaries. From an organizational point of view there are several reasons to a company send a expatriate and these reasons, many times, don t dialogues with the reasons that do the professional accepts the international mission. By accepting to be expatriate, the professional usually create high expectations about the return, imagining the professional growth, increases in benefits and salary and best positions in the company. During the process of expatriation and repatriation, many obstacles are overcome, such as intercultural adjustment in the going and return. The literature suggests that if there is no intercultural adjustment the expatriate will be unable to perform their functions and the international mission will fail, negatively affecting the company and the professional. To deal with cultural impact and ensure proper intercultural adjustment, the company needs to assist the professional from the initial stages of expatriation, while still in the origin country, with intercultural training, until the repatriation of the professional, with supports to help to deal with the reverse cultural impact. From this contexto, this research seek, through the perspective of Brazilian expatriates and repatriates, capture the opinions of the professionals about how was the process of expatriation and repatriation. For that, three stages were defined: (1) understand the phenomenon of internationalization of companies, (2) define the expatriation and repatriation processes and (3) develop a survey with professional expatriates and repatriates. This research used an exploratory-descriptive and qualitative methodology. The focus of the discussion was talk with the professionals to capture their views about the process of expatriation and repatriation. The results signaled that when intercultural adjustment is neglected by the company hardly the international mission has successfully. Also was observed that the motivations that lead professionals to accept the expatriation are determinants to the success of expatriation
publishDate 2015
dc.date.available.fl_str_mv 2015-04-13
dc.date.issued.fl_str_mv 2015-03-11
dc.date.accessioned.fl_str_mv 2016-04-25T16:44:42Z
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dc.identifier.citation.fl_str_mv Souza, José Felipe Ferreira de. Expatriação e repatriação de profissionais brasileiros: desafios pessoais, profissionais e familiares. 2015. 130 f. Dissertação (Mestrado em Administração) - Pontifícia Universidade Católica de São Paulo, São Paulo, 2015.
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identifier_str_mv Souza, José Felipe Ferreira de. Expatriação e repatriação de profissionais brasileiros: desafios pessoais, profissionais e familiares. 2015. 130 f. Dissertação (Mestrado em Administração) - Pontifícia Universidade Católica de São Paulo, São Paulo, 2015.
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