国际商务-查尔斯W.L.希尔-第七版-原版官方教学课件Chap016.ppt

* * * * * The answer is a. * The answer is a. * The answer is b. * The answer is c. * The answer is d. * * * Repatriation should be seen as the final link in an integrated, circular process that selects, trains, sends, and brings home expatriate managers. * Management Focus: Monsantos Repatriation Program Summary This feature describes Monsanto’s repatriation program for its expatriate managers. The program is very sophisticated, and is designed to provide a supportive environment for the company’s managers who are returning from overseas assignments. The feature describes the details of the repatriation program, which is a model program for the repatriation of expatriate managers. Suggested Discussion Questions 1. How does Monsanto’s repatriation program provide an incentive for high-potential managers to accept overseas assignments? Discussion Points: One question that managers often have when accepting a foreign assignment is how the assignment will help their career. At Monsanto, foreign assignments are clearly linked to business objectives allowing managers to understand what the assignment means to their future. In addition, managers are explicitly told about their position in the firm once the assignment is over, eliminating questions over how the manager might fit in when the foreign assignment ends. Students will note that these steps will help alleviate some of the stress that may come with accepting a foreign assignment. 2. According to the feature, after they return home, Monsanto’s expatriate managers are given the opportunity to showcase their experience to their peers, subordinates, and superiors, in special information exchange. Why is this important? What function does this serve in the repatriation process? Discussion Points: Students will probably recognize that Monsanto’s program allows expatriates to “show their stuff” to the home country staff. This can help avoid the problem of “out of sight, out of mind” that can make it difficult f