There were times when she used to cry and we tried to support her during that time and be close to her…it was difficult for all of us” (Andreason, 2008). The problem, in my opinion, despite the pressures of children getting by in a foreign country, zeroes down on the language barrier (Andreason, 2008). The problems could have been handled by taking beginner and proficiency courses in the individual languages before they left home.
As Andreason (2008 p. 382) points out, another problem is the perceived lack or presence of organizational support. For some expatriates and repatriates, the countries they were situated in could make or break their stay, resources, and performance. One British male says, “the expat thing, they help you how to find a house…sort out the bits and the balls as it is daunting and very time consuming to do it in a different language…compensation, additional support one receives, housing agencies and a trip home every year” (Andreason, 2008). It is in itself an opportunity. But in its absence, the person suffers as shown in another expatriate who says “...Little support in making the transition. No formal program to...put you in an apartment, orient you in the city…that was irresponsible” (Andreason, 2008). How to solve this before the expatriates left home was to familiarize themselves with the terms and conditions of the job (Andreason, 2008). If all these services were not provided by the host countries and companies, they would have contracted companies providing such to avoid frustrations when they arrived.
Andreason (2008) concurs that cultural bias could be another problem with expatriates. In Germany, for example, the model of the male being the bread-winner for the family is quite predominant. In this case, any female expatriate would expect perceptions about them with respect to organizational support or the work-family conflict to be biased in a German context before even moving to the country.