¶ … accept it - why or why not?
According to the 2000 white paper "International transfers: Making relocation offers employees can't refuse" by Andrea C. Poe, international assignments are often viewed as a 'lateral' step in a career trajectory, even a pause or a demotion on the corporate career ladder (Poe 2000). Thus, combined with the logistical difficulties of moving to a new location and dealing with a foreign culture, there is little incentive to look forward to an international assignment with enthusiasm. Spouses are likely to be unhappy if they are treated as appendages, especially if they have thriving careers in the United States, although more organizations are attempting to accommodate spousal needs. Children are another concern: despite the presence of high-quality education abroad, many employees may dislike the idea of their children being immersed in a foreign culture during the child's formative years. Employees may worry about their children adjusting to the new environment, or to America itself once the family returns.
Additionally, according to Poe, the employee may worry about getting 'out of touch' with the home office and corporate culture as a result of the assignment, and fear that his or her skills may grow stale. Of all the concerns, this seems the least valid: an employee is likely to find his or her managerial and technical skills enhanced working abroad, given the challenges of the assignment. For a young employee in particular, working abroad could create the opportunity for him or her set the tone of a new branch and to add value to the company's bottom line.
As I have no spouse or children, working abroad would seem like fantastic resume-enhancer. Imagine being the pioneering leader of one of Google's new international offices! But personal happiness cannot be discounted: I would have to feel comfortable or at least interested in the nation's culture and people before I accepted the assignment. Selling a job abroad, although the perks mentioned by Poe are certainly important, may have equally as much to do with 'selling' the country as dealing with personal and professional obstacles, at least for an employee in the beginning stages of his or her career with few personal responsibilities in the United States.
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