Push-pull model

Definition

The push-pull model is a theoretical framework used to explain the motivations behind expatriates' decisions to accept or decline international assignments. It categorizes the factors influencing these decisions into two groups: push factors, which are negative aspects of the home country or job that drive individuals away, and pull factors, which are positive attributes of the host country or opportunity that attract individuals. Understanding this model helps organizations effectively manage their expatriate workforce.

5 Must Know Facts For Your Next Test

1. Push factors can include lack of career advancement opportunities, dissatisfaction with the current job, or unfavorable living conditions in the home country.
2. Pull factors might encompass better salary packages, enhanced quality of life, career growth prospects, and a favorable work environment in the host country.
3. The push-pull model is essential for organizations when designing expatriate assignments and support systems to retain talent.
4. Companies must consider both personal and professional factors that influence an expatriate's decision-making process under this model.
5. Effective expatriate management involves understanding how to mitigate push factors and enhance pull factors to ensure successful assignments.

Review Questions

• How do push and pull factors interact to influence an expatriate's decision to accept an international assignment?
  • Push and pull factors work together to shape an expatriate's decision-making process. Push factors create dissatisfaction or challenges in the home country, prompting individuals to seek opportunities elsewhere. Conversely, pull factors present attractive aspects of a foreign location that encourage acceptance of an assignment. The interplay between these factors determines whether an expatriate perceives the move as beneficial or burdensome.
• Evaluate the importance of understanding push-pull dynamics for organizations managing expatriates.
  • Understanding push-pull dynamics is crucial for organizations as it enables them to address potential issues that may discourage employees from accepting international assignments. By recognizing push factors such as family concerns or job dissatisfaction at home, companies can implement strategies to mitigate these challenges. Simultaneously, enhancing pull factors like competitive compensation packages and strong support networks in the host country can attract skilled employees. This comprehensive approach leads to higher success rates in expatriate assignments.
• Synthesize how organizations can leverage the push-pull model to improve their expatriate management strategies.
  • Organizations can leverage the push-pull model by conducting thorough assessments of both push and pull factors relevant to their employees. This can involve collecting feedback on home-country issues and examining host-country incentives. By implementing tailored support systems that address identified push factors—such as providing relocation assistance or family support programs—and emphasizing attractive pull factors—such as cultural integration workshops or career advancement opportunities—companies can create a more appealing environment for potential expatriates. This strategic synthesis not only enhances employee satisfaction but also improves overall assignment success rates.

Related terms

Expatriate: An expatriate is an employee who is sent to work in a foreign country for a certain period of time, often to share expertise or manage operations.

Cultural Adjustment: Cultural adjustment refers to the process expatriates go through to adapt to the new cultural environment in the host country.

Job Satisfaction: Job satisfaction is a measure of how content an individual is with their job, which can be influenced by both push and pull factors.