Posts Tagged ‘International Corporate Relocation’

The Changed Realities of Corporate Relocation: Part Two

Thursday, March 8th, 2012

The mature population, especially the baby boomers, is increasing everywhere. Workers older than 45 years old are growing more than 18 times the rate of the under-45 population in the 2000s. With a majority of the voting-age population at least 45 years old, public policy should increasingly adapt to the aging population’s needs in this decade. With 92% of the growth among non-whites, primarily Hispanic and Asian, and 50 percent of births now non-white, the population is quickly transitioning away from traditional demographics.

An additional reality that will affect real estate development planning and potential hiring is reduced interstate migration. Studies point out that interstate migration slowed due to rising unemployment and the increase in home foreclosures. This affected college graduates and young adults, who tend to be the most mobile, the most. These groups can be the lifeblood of the labor force and they are most responsive to shifts in the growth industries. This is also indicative of young adults encountering a brutal job market, as many moved back home with their parents after graduating.

States and metropolitan areas that relied too heavily on immigration for growth will need to reanalyze their approach economic development. They’ll need to shape recruitment/retention efforts in order to diversify their economies and create more job opportunities for local residents. The slowdown may actually provide windfall population gains as locals will not be able to move due to a lack of employment options elsewhere. Companies with well thought-out, targeted industry planning, adoption of flexible economic incentives and training fund programs, and focused corporate relocation, could set the stage for growth in the following decade.

Relocation Trends

Thursday, May 5th, 2011

One of the most recent trends in the contemporary world is the increase in the relocation records of people moving from one state to another. In the previous years until the present, more and more people are taking this imminent option. Hence, in order to understand why this pattern is inevitably a growing reality, it is imperative to explore the different reasons behind the move.

Job change is by far the top factor that influences decisions of moving overseas and relocating. In the midst of an ailing economy and the massive drop of industries which lead to unemployment and retrenchment from work, it would be a rare opportunity if you receive career promotions or advancement. Hence, no matter how hard moving from one place to another is, it is just a relatively small price to pay in comparison to getting a higher position or more incentives at work.

Most companies give compensation to employees who are willing to relocate to other branches or offices in different locations or state. There are also cases when you are given an entirely new and higher position such as a branch manager which inevitably requires you to relocate to be able to lead the new office or new staffs assigned to you. New job positions with increased pay is just one of the irresistible reasons why relocating makes sense both in financial and professional sense.

School enrollment is another factor which contributes in the decision of an individual or family to leave his old home or neighborhood and move to a totally different and foreign place or state. Sometimes college students are the only ones who temporarily move out of the house in order to pursue their tertiary or higher education. However, in some cases, the entire family opted to move overseas in order to cater to this pressing need. It may also be of great benefit if one or two of the parents find better job opportunities in the same place where they are sending their children to school.

How to Define Culture

Saturday, April 30th, 2011

Most folks have a very vague idea of what culture means when moving overseas. The term has become a buzzword, heard and spoken everywhere, repeated ad nauseum in every medium, with little understanding. In vague, general terms it’s what makes “them” different from “us.” It’s language, customs, food, art, music architecture, and lifestyle. And that is all true; these are certainly part and parcel of what we call culture. But there’s more to it than that

There are a number of social sciences that actually define and study culture: anthropology and sociology are the two most commonly known. There are also the very specialized fields of Intercultural Communication, Cultural Psychology, Sociolinguistics and Cultural Anthropology which each deal profoundly with various aspects of culture. Among these sciences and studies there are over 500 definitions of culture. One that is simple and often used is:

Culture is all learned behavior.

Learned behavior consists of everything that would not be considered instinct. For example, all human beings have the natural instinct to find food and eat. However, the way a specific group chooses to do that, what they choose to eat, is culture, not instinct. Animals operate solely on instinct and supposedly have no culture, though that assumption has come into question.

The concept of culture is often initially taught in beginning anthropology and sociology courses using the “cultural iceberg:”

Think of an iceberg in the water. There’s a part of the iceberg you can see above the water line. The part that is above the water, represents all the visible components of culture: art forms, music, foods, food customs, funerary customs, tools and technology, dress, religious customs, objects and artifacts, and a host of others. Under the water is the part you can’t see, which is basically composed of beliefs, values, philosophy, worldview, perceptions and ways of thinking. This part of the iceberg obviously supports the part above the water. Which part of the iceberg is the largest? Obviously, it’s the invisible part and this is exactly what you run up against when you experience so called culture shock, culture bumps, and cultural conflict. A culture bumpis any specific experience in which someone experiences dissonance, discomfort, or a problem due to a cultural difference. The person involved may think that the problem is due to a visual component of culture, but most often it’s what you don’t see or understand that causes the problem, i.e. the invisible part of the iceberg. What’s more, most of our own culture is unconscious and we are not totally aware of our culture’s core beliefs and philosophies because we have internalized these so deeply, and accepted them as reality and truth.