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section one
Question 1: Describe in your own words, the difference between an international organization, a multinational organization and a global organization.

Question 2: Describe in your own words, home country nationals (expatriates) and host country nationals. When would it be best to use one versus the other?

section 2
Question 1: How would power distance influence leadership behavior in a different culture? Give an example.

Question 2: Different cultures understand time differently. Read: http://www.businessinsider.com/how-different-cultures-understand-time-2014-5

Give an example of how this might create an issue in a multicultural environment and what can be done to avoid conflict.

section 3 Question 1:

IN YOUR OWN WORDS, explain the advantages and disadvantages of the three types of staffing. In which situation would you use each of the three?

Question 2: What skills do you believe are most valuable for expatriates to acquire, both for an expatriate’s career development and overall operational success, as well as the success of the companies for which they work?

section 4
The management team at Holiday Villas is interested in understanding a bit more about the theoretical foundations behind international HR.
Choose ONE of the three theories and explain it clearly and in detail, IN YOUR OWN WORDS.
a. Expatriate adjustment to the cross-cultural environment can be viewed as having three primary dimensions: degree, mode, and facet.

b. The process of adaptation can be explained using the theory of the U-curve and social learning theory.

c. The factors that influence expatriate adjustment have four aspects: individual factors, job-related factors, organizational factors, and non-work factors.
section 5 Companies can take one of four approaches to compensation. Which do you think is the best approach? Why?

The home-country-based approach. The objective of a home-based compensation program is to equalize the employee to a standard of living enjoyed in his or her home country. The 2016 Cartus Global Mobility Policy & Practices Survey found that 76 percent of long-term assignments and 75 percent of short-term assignments use a home country pay structure.1 Under this system, the employee’s base salary is broken down into four general categories: taxes, housing, goods and services, and discretionary income.
The host-country-based approach. With this approach, the expatriate employee’s compensation is based on local national rates. Many companies continue to cover the employee in its defined contribution or defined benefit pension schemes and provide housing allowances. Only 14 percent of long-term assignments and 5 percent of short-term assignments base pay on local rates, according to the Cartus survey.2
The headquarters-based approach. This approach assumes that all assignees, regardless of location, are in one country (i.e., a U.S. company pays all assignees a U.S.-based salary, regardless of geography). Cartus found that a small percentage of companies use headquarters-based approaches for long-term assignments (4 percent) and short-term assignments (5 percent).3
Balance sheet approach. In this scenario, the compensation is calculated using the home-country-based approach with all allowances, deductions and reimbursements. After the net salary has been determined, it is then converted to the host country’s currency. Since one of the primary goals of an international compensation management program is to maintain the expatriate’s current standard of living, developing an equitable and functional compensation plan that combines balance and flexibility is extremely challenging for multinational companies. To this end, many companies adopt a balance sheet approach. This approach guarantees that employees in international assignments maintain the same standard of living they enjoyed in their home country. A worksheet lists the costs of major expenses in the home and host countries, and any differences are used to increase or decrease the compensation to keep it in balance.
Source: https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/designingglobalcompensation.aspx (Note that this source requires a paid subscription to SHRM to view the full article.)
section 6 Question 1: Choose one country other than Spain and identify and discuss 3 major issues that might impact the safety of expatriates living abroad in this country. As a Global HR manager, what steps would you take to ensure the safety of expats in your organization who were posted to this environment?

Question 2: Read the following article: Is Monitoring Employee Communications Lawful? Then do some research on the country you chose for question 1 and explain whether the outcome would have been the same or different. Support your response with references.

after each section questions list the refrences right under it