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[solution]: Chapter 10 Developing a Global Management Cadre


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71) In the globalized economy, the knowledge and management resources required for the firm to succeed are no longer concentrated in a single region but are distributed around the world. 72) IHR managers are not responsible for developing effective global management teams. 73) For a firm, the ability to develop a globally experienced top management team depends largely on the success of expatriates' assignments. 74) Effective human resource management of a company's global cadre ends with the successful repatriation of the executive into company headquarters. 75) According to the study by Lazarova and Caligiuri, career planning sessions are associated with successful repatriation. 76) Reverse culture shock occurs primarily because of the difficulty of reintegrating into the organization. 77) Feelings of alienation due to the loss of contact with family, friends, and daily life speed up the resocialization process. 78) To maximize the long-term use of their global cadre, companies need to make sure that the foreign assignment and the reintegration process are positive experiences. 79) Typically, firms use highly formal means to help the accompanying spouse find a position at the same location. 80) The attrition rate for expatriates is considerably lower than that of non-expatriates.

 


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