Here is the synopsis of our sample research paper on Unmet Social Need in the Management and Supporting Staff on International Assignments. Have the paper e-mailed to you 24/7/365.
Essay / Research Paper Abstract
This 9 page paper looks at the importance of social support and the issue of unmet social need for employees on international assignments. The importance of social support and the ways social support may be provided and what type of support an employee may need. The bibliography cites 7 sources.
Page Count:
9 pages (~225 words per page)
File: TS14_TEunmets.rtf
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Unformatted sample text from the term paper:
of resources so it is imperative for firm that wish to be efficient to ensure that all viable measures are taken to improve performance and the chances of success for
the placement. Unmet social needs are an area that can have a drastic impact on performance, yet it is often overlooked as an area where supported is needed by employees
and their families. Research in this area tends to focus on long term rather than short term placements, with a general agreement that the key areas of social support comes
from three sources, organizational support, leadership support and family support. Some firms supply some support, including for families usually on an informal level, but the value an employee can get
from this is dependant on different influences; their personality type, communications and social skills as well as their own culture and social expectation. It is only of these are taken
into account that firms may be able to develop programs that meet needs rather than generalised programs that leave employees with unmet social needs. 1. Introduction
The falling of geographical barriers as a result of the increase in the scope and scale of international business is seeing more employees sent to work abroad on either short
or long term assignments. The reasons behind this pattern are numerous revolving around the need for skills, knowledge or management in another country. This may result in the employment of
workers who will become expatiates or more temporary assignments. In each case there is a potential high cost associated with sending employees abroad, it has been estimated that between 10%
and 20% of expatriate assignments will see the employees return early (Tye and Chen, 2005), in addition to this where employees are sent aboard there will be a number of
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