Brain Drain - Hochschule der Bundesagentur für Arbeit

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3. Course 3: The Characteristics of International Careers
3.1 Learning objectives
• Counsellors know the specific patterns of international careers. (TAX 2 –
supporting competences, foundation competences)
• Counsellors have experiences with the main challenges and problems concerning
the career development of migrants (professionals). (TAX 3 – foundation
competences, client-interaction competences)
• Counsellors can prepare counselees towards a realistic view on career
Development in selected countries. (TAX 3 – client-interaction competences)
3.2 Unit 1: Patterns of International/Transnational Careers
The modern typologies of spatial migration and migrants, as opposed to the older
classifications, are more focused on the more varied criteria:
• motivation (cultural vs. economic),
• freedom of relocation,
• attachment to a place,
• family status,
• lifestyle.
3.3 Unit 2: International Careers as a Family Problem: Models of
Spouse Adjustment
• Classification of family models
• The traditional family model according to Parsons
• Family model according to Myrdal and Klein
• Partnership family model according to Liljeström
• The relationship between the motives for migration, the attachment to the host
country and the family status and the types of transnational migration.
• Marriage and family at the times of migration.
• Kinds of emigration
• Emigration of entire families
• Individual emigrants
• Crises and break-ups
• Migration as an opportunity and a challenge
3.4 Unit 3 Living Globally: Working and Living Abroad
• What caused the appearance of the global job market?
• The rising of the homo sapiens globalus, i.e., the global job market.
• People are relocating in search for work – occupational migration.
• Jobs are relocating in search for workers – outsourcing and off shoring.
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