Diego Echevenguá Borges

GESTÃO INTERNACIONAL DE PESSOAS: CONSIDERAÇÕES A PARTIR DO AJUSTAMENTO INTERNACIONAL DE EXPATRIADOS NA CHINA E ESPANHA

To meet customer expectations and exploit the advantages of locating a particular country, some companies moving their offices and commercial activities to other countries (TANURE, CYRINO and PENIDO, 2007). The executive who is working on a unit of the foreign company is given the name of expatriate and it plays an important role for the company to achieve the desired result in the international environment. The international expatriate adjustment would be major factor in the development of the companys international activities and is defined by Ali (2003) as the comfort level of the worker in the host country. Realizing the lack of qualitative research that have occurred as the adjustment of the individual, it was through the accounts of ten expatriates in China and Spain this process through model Black, Mendenhall and Oddou (1991), which considers that the adjustment starts even before the change of country. Among other findings, there is the absence of pre-transfer preparation of the teams from the Personnel Management and the influence of cultural difference in the adjustment of individuals.