Assignment Sample on Global Mobility Policies


The Global Mobility Policies or global mobility management are set business practises that help in the management of the entire business. It consists of the identification, justification, and management of the existing employee or the new recruit.  It helps to provide the best job to people and wherever it may be utilised, it can be beneficial for delivering better results. It rotates around the expatriate cycle, which consists of the recruitment policies, training and development policies, reward policies, along with repatriation policies.

The following study highlights the concept and the factors that the organisation undertakes in order to use the mobility policies. It also highlights its importance and the effect and development of mobility policies.

Concept of global mobility policies

Global mobility policies adhere to the different functions that can be helpful for identifying the success of an organisation. It helps to analyse the productivity by the employees and identify the talent within the employees (Shortland, 2020).  Global mobility policies intervene in the structuring of the activities and have few rules. It has more availability of tolerance and manages are already informed. The managers are mostly involved in interpersonal development and abide by the flexible styles within the organisation. Mobility policies are also known to tolerate the uncertainties and seek the deep involvement of the various details given by the company (Melkonyan et al. 2020).

The policies that are taken up by the organisation are to address the business objectives and the work on the expectations of the assignee. They also help in the development of the market opportunities that helps in forming the business in a stipulated time. Mobility policies of a company include the consequent development in the company. The organisation must include the suitability and cultural adaptability. The approaches used by the company are helpful to assess the successful development of the organisation. Cultural aspects are also identified, which can affect the consistency within a company. The international assignments are helpful to motivate the workers and ensure that diversity and inclusion are the different principles that are applied during the process of recruitment (, 2021).

They are equity-based that helps the company to retain for the long-term collaboration with the other companies. They also undergo international joint ventures that help to separate the organisational entities and invest in the financial growth of the business.

Some of the urban mobility solutions that are provided to different companies are

  • Increased diversity in the services offered

Mobility policy includes the values of the customers and understands the ethnic origin, nationality, disability, age, gender and sexual orientation. It can also be helpful to handle the religion or the beliefs of the organisation that can be impacting on their performance. It undergoes the concurrent taxation of the company and analyses the transportation services (Vulchanov, 2020).

The flow of the high quality services is also helpful to analyse the support in the decision making. This in return, analyses the preparation and the training of the employees that are impactful for the organisation. It is helpful in the selection procedure because this helps in the management of the position. It also helps in the progress of the company by undergoing the expatriation in the company.

  • New employers attracted to the sector

Mobility policies also attract new employees because they have the facilities such as the selection process, preparation and training processes that can be beneficial for them to take a position in the company (Walton-Roberts, 2020). It has also been able to develop the features within the company, such as developing the entire career. This way, the company can be avoiding the selection procedure and have proper outcomes.

Factors taken by organisation to undertake mobility policies

MNCs have notably adapted the various strategies that can be helpful for the growth of the business. There are well-defined mobility policies that ensure the consistency of the practices within the company. Some of the factors that a company adheres to are:


This is major criteria to be utilised by an organisation whenever they go through the mobility practises (, 2021). It is helpful to support the reward system within the company and influences the effective growth of the company. Several companies have adapted to the definite features of the mobility services by adopting the selection procedure. This can also affect the cultures within the company that counts on the tolerating power, ambiguity of the employees along with the selection tools that the company has developed. From the technical perspective, as well it can be analysed that the selection tool ultimately suggests that the interpersonal skills are also a part of the selection procedures. The companies can be criticised for the behavioural data that are collected by undergoing certain criteria and the nomination system (Buchter, 2020).

Preparation and training– After the selection procedure, it is very important to prepare and train the employees to help them develop the skills required for the profession they have opted for. It helps them to gain more experience while being shuffled between the home and the host country (Shortland, 2018). The main aim of the global mobility policy is to train and repair the employees who belong to the home country and have to go to a host country to work. It is also important for the global mobility policy to prepare the expats and their family who are already a part of the company. Some accommodations that are also provided by the organisation tend to develop the struggle between the host country and the home country. Though it is time consuming yet it can be helpful for the development of the organisation.

Reward management– It is an important factor as it underlies the reward packaging in the mobility policies. It motivates the perceptions of the employees, and this helps them to understand the different developments within the organisations. It helps to overcome the difficulties in the international context that can be helpful to adhere to the development within an organisation (Shortland, 2018). The operations within an organisation are one-sided and can be affecting the assignees of the company. It also helps them to avoid failure so that they are eventually benefitting in the international connection they are working in.

They may undergo certain policy transparency such as the misunderstanding policy and inequality based home and host pairing. It also includes the dual career and co-working with the couples policies, which can be helpful for the taking the process of the rewards management (Shortland and Perkins, 2016).

Well-being and repatriation– This is another factor that helps the expatriates during their work in the host country. This can be very effective for them as the workload within an organisation is the main cause for the employees to shift abroad. The employees face difficulties such as the long-haul flight, moving houses, relocating with their family and the readjusting to go back again (Shortland and Perkins, 2018). It is also very important for them to get access to their daily lives and let them get allowance for the mobile services. It is also important for them to get access to their spouses who can relieve them from stress and help in the implication of the different processes within the company.

Importance of mobility policies for the facilitation of the transfer movement of the international assignees from host location

It is very much important to get mobility policies facilitated in the transfer movement of the international assignees. They are ought to get access to their families, spouses and get access to other information that can help them to relieve stress (Lee et al. 2020). This way, they are able to prepare and adjust in the organisation they are working. It helps in the effective growth and proper development of the assignments they are working. Cross-cultural training can also affect the family and cultural aspects of the company as they are supposed to reduce the return policies and undertake the adjustments and the transitional periods. This can also affect the decision-making in the career management where the expatriate has to undergo different programs within the company. The potential articulation of the company can be helpful to develop the environment within the company and develop the individual background of the company.

The host-based pay is also effective in the mobility policies because they include the opposite in the home-based content (Aljukhadar et al. 2021). It can be helpful to provide additional housing and educational support that can be advantageous for the organisations. The advantages within the host-based pay are that it develops the equity with the other employees in the same location. It can also affect the cost within the organisation by reducing the allowances for the employees. There are also some disadvantages that the company might face, such as the difficulty for the expatriates to move to low pay countries as well as repatriate from high pay countries.

Theory of ethnocentric

It is a concept that revolves around a set of rules. It is in accordance with the renewed attention that the employees gain in the host country and not in their home country. Its concept relates to the development within an organisation. It also maintains the rigidity of the social organisations and the success of the personal contributions of the employees within the organisations. The employees also help in the progress of the goals and objectives of the company they are transferring to (Aljukhadar et al. 2021). The participants of the organisations are under the trial and error evolutionary procedure that may help in the interactions between the companies.

Effect of the mobility policies for family members

Family members are also affected by the mobility practises because they are able to understand the policies explicitly within the company. They attempt to

Again, the fact can be considered to be very important that mobility policies are very important for the transfer movement of the assignee as they are able to maintain the home country salary, and develop a certain consumption pattern. It is also important to facilitate inter-country transfers and help to review the salaries (Lee et al. 2020).  The repatriation system is also important within the family members as it helps the employees to return to their own country. It also helps in the effective pay system as they are accepting the assignments in an effective manner. They can be easily administered and provide a price of compensation. The act of clear attraction can also help in the retention and the development of the employees. The clear attraction of the employees within an organisation has helped in the effective growth of the employees.

Theory of Polycentric

From the cultural aspect, it can be stated that ethnocentrism can be affecting the growth of the employees within an organisation. It is effective for them to understand the cultures as well as the way they are presenting themselves. It understands the trimming packages as well as the cost cutting of the employee go through in the company (Shortland, 2018). It also uses the hardship destinations that can be helpful to review the hardship destinations and the premiums within the company. The approaches that the company has been able to develop are able to be developed form the polycentric theory. They include the tax efficiency and the other aspects that can be helpful for changing the payment systems and the other policy systems.

Development in the different cultural and the employment traditions

The collective mental programming of the people in an environment can be stated to be the cultural aspect within an organisation. It is a way where people are trying to solve problems and understand the dilemmas that the company goes through. Culture includes the ways employees within an organisation by undergoing their values, beliefs and aesthetic standards and the linguistics facility that can be affecting the norms and styles of the organisation.

Mobility policy can thus be affecting the culture within an organisation, as they are able to ensure the survival of an employee (Omori and Alagon, 2020). Organisational culture focuses on the aspect consisting of the societal or the national and the professional. It also incorporates the different cultural trends in the expatriate and the repatriate employees. For the expatriate employees, they are required to undertake the trend, including the reviewing of the hardships and the furnishing allowances. It also includes the tax efficiency and the change in payment system.

Hofstede’s 6 dimensions of culture theory

The Hofstede’s 6 dimensions of culture model can be useful to illustrate the entire concept of culture in the mobility policy.

Power distance: It can be very effective for the cultural aspects as the less powerful members within the organisation can be helpful to expect the distribution in an equal manner. It also enhances the power of the distance created by the employees in an organisation.

Individualism- It is also very effective as the employee while acquiring the mobility policies can be able to look after themselves and the immediate family. They are required to understand the changes within the organisation (Lubell et al. 2020).

Masculinity/femininityThis is another dimension of the Hofstede model where it is implicated that the performance of the male employees is what counts and the quality of life for the female employee is more important. It also considers that the people and the environment in female employment can be more effective for the growth of the company.

For the male employees, the money and the materialistic lifestyle is more important. It can be able to adhere to the varied circumstances within the company.

Uncertainty avoidance- This dimension focuses on the cultural feels of  the employees and the total tolerance of the employees within the company. It has flexible and rigid implications within an organisation such as the higher tolerance, strategy of the manners whereas the rigid factors are adhering to the large number of specialists and the involvement of the managers in a derailed way (Casework.EU, 2021).

Long-term/short-term orientation– This helps to achieve the business objective in a stipulated time and help the employees know their values. From the long term perspective, they are supposed to reach the specific time frame and meet the potential changes. This way, the business growth is effective in terms of the long and short term orientation.

Indulgence/restraint This dimension within the model may be affecting the growth of the company as they are fulfilling the needs and the demands of the employees. They are strict to the social norms and maintain the needs and regulations within the organisation.

Global Mobility Policies Assignment Sample

Figure 1: Hofstede’s 6 dimensions of culture theory

(Source: Casework.EU, 2021)


From the above study, it can be concluded that mobility policies are very important for the employees who are expatriates or repatriates. By undergoing the policy, the company is able to develop the needs of the employees from a socio-cultural perspective. It can be helpful for the employees to undertake the policies and undergo the cultural aspects within the company. They follow the traditions within the family member as well as in the organisation they are working with. It also understood from the study that the cultural space is the most important in the mobility policy because they cover the entire aspects in an organisation that can be effective for the growth of the business.

Reference list

Aljukhadar, M., Boeuf, B. and Senecal, S., (2021). Does consumer ethnocentrism impact international shopping? A theory of social class divide. Psychology & Marketing.

Buchter, L., (2020). Escaping the Ellipsis of Diversity: Insider Activists’ Use of Implementation Resources to Influence Organization Policy. Administrative Science Quarterly, p.0001839220963633. (2021), Dimensions of CultureAvailable at: [Accessed on 22nd March 2021] (2021),  Polycentric Governance: A Theoretical and Empirical Exploration Available at [Available at 22nd March 2021]

Lee, H.M., Chen, T., Chen, Y.S., Lo, W.Y. and Hsu, Y.H., (2020). The effects of consumer ethnocentrism and consumer animosity on perceived betrayal and negative word-of-mouth. Asia Pacific Journal of Marketing and Logistics.

Lubell, M., Mewhirter, J. and Berardo, R., (2020). The origins of conflict in polycentric governance systems. Public Administration Review, 80(2), pp.222-233.

Melkonyan, A., Koch, J., Lohmar, F., Kamath, V., Munteanu, V., Schmidt, J.A. and Bleischwitz, R., (2020). Integrated urban mobility policies in metropolitan areas: A system dynamics approach for the Rhine-Ruhr metropolitan region in Germany. Sustainable Cities and Society, 61, p.102358.

Omori, S. and Alagon, M., (2020). Polycentric governance and the provision of free healthcare services at public hospitals in the Philippines. Health Policy and Planning, 35(8), pp.983-992.

Shortland, S. (2018). International assignment reward policies: the importance of compensation and benefits to women’s expatriate participation, in Perkins, S.J. (ed.) Routledge Companion to Reward Management, Routledge, London, pp. 309-318.

Shortland, S. (2018). What seals the deal? How compensation and benefits affect women’s decisions to accept expatriation in the oil and gas industry. Personnel Review, 47(3), pp. 1-19.

Shortland, S. and Perkins, S. J. (2018). Segmenting international assignments theorising expatriate reward, in Routledge Companion to Reward Management, Perkins, S. J. (ed.), Routledge, London, pp. 191-199.

Shortland, S. and Perkins, S.J. (2016). Long-term assignment reward (dis) satisfaction outcomes: hearing women’s voices. Journal of Global Mobility, 4(2), pp. 225-250.

Shortland, S., (2020). Global mobility policy: good governance and effective communication. Think Global People, pp.18-21.

Vulchanov, I.O., (2020). An outline for an integrated language-sensitive approach to global work and mobility: cross-fertilising expatriate and international business and management research. Journal of Global Mobility: The Home of Expatriate Management Research.

Walton-Roberts, M., (2020). Occupational (im) mobility in the global care economy: the case of foreign-trained nurses in the Canadian context. Journal of Ethnic and Migration Studies, 46(16), pp.3441-3456. (2021), Global mobility policy: good governance and effective communication Available at [Available at 22nd March 2021]

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