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Introduction:
A Japanese company operating in the United States has both American and Japanese executives working at their corporate headquarters. The Japanese national executives in the United States are expatriates. When the American executives are in foreign countries, they are also expatriates.

Tasks:

* Explain the different considerations for Japanese and American executives who work as expatriates.
* Specifically, identify some special incentives that are important to executive expatriates that may not be important to hourly employees working for the same company but in another country.

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https://brainmass.com/business/international-business-strategy/expatriates-293069

Solution Preview

One of the most important considerations for expats is to keep them motivated to accept expatriatr assignment and work in different cultural environment in an effective manner. In other words, it is essential for companies to design the compensation programs for expat in such a way so as to motivate them ...

Solution Summary

A Japanese company operating in the United States has both American and Japanese executives working at their corporate headquarters. The Japanese national executives in the United States are expatriates. When the American executives are in foreign countries, they are also expatriates.

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See Also This Related BrainMass Solution

Intercultural Management Questions about expatriate retention, forces for global convergence and divergence, how MNC's compensate expatriates and four components of compensation packages, and how to assimilate the spouse of an expatriate. Includes references.

Question 1: The attrition rate for expatriates is about double that of non-expatriates. How do MNCs increase expatriate retention? What are the three reasons for poor expatriate retention?

Question 2: What are the forces for global convergence in a labor system? What are the forces for a labor system to maintain divergence or establish a divergent system?

Question 3: How do MNCs compensate expatriates? In order to fairly compensate the expatriates, what four components of a compensation package must be considered?

Question 4: The inability of the spouse to adjust to the new environment is cited as the most likely reason for expatriate failure. What should companies do to lessen the impact of family unhappiness?

Course Text Book: Deresky, H. (2011). International management: Managing across borders and cultures (7th ed.). Upper Saddle River, NJ: Prentice Hall

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