Final answer:
International companies can mitigate expatriation performance issues by providing practical and emotional support, family-friendly policies like flextime and telecommuting, cross-cultural training, and maintaining oversight over their subcontractors to ensure fair working conditions.
Step-by-step explanation:
To avoid performance problems associated with expatriation, international companies should consider implementing policies and support structures that address work-family conflict and enhance job satisfaction among expatriate workers and their families. Strategies such as providing practical support for expatriates in the form of assistance with domestic chores, offering emotional support to help with the psychological adjustment, and facilitating family-friendly policies like flextime and telecommuting can all contribute to reducing the chance of performance issues. Companies should also ensure that supervisors are trained to be sympathetic and supportive, recognizing the unique challenges faced by expatriate families.
Providing robust cross-cultural training and ensuring comprehensive understanding of local labor laws and practices in the host country can also help mitigate potential problems that may arise from cultural misunderstandings and exploitation.
In summary, companies need to recognize the challenges faced in a multigenerational workforce and the home country cultural adjustments which are essential for expatriates. Furthermore, MNCs should respect the need for proper remuneration and safe working conditions as a means of avoiding accusations of neocolonialism and labor exploitation. By addressing these concerns, international businesses can improve their expatriation strategies and outcomes.