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1) Why did Bosch state the cost of living allowance amount as a CEHB-based sum and a separate cost of living supplement in first and the second year of the assignment in the balance sheet for Korea?
2) Which expatriate compensation elements at Bosch Group were already based on cost reduction considerations listed in the case study? Please suggest
3) What further cost-reduction measures could be implemented?
4) Do you
5) One of the measures used to reduce the costs of expatriation was to outsource elements of the administration function to external service providers. Please discuss the advantages and disadvantages of such a policy.
6) Do you believe that alternative assignment can substitute for traditional expatriate assignments in the long run? Please discuss the major opportunities and barriers.
7) What are the major barriers to the localization of expatriate manager?
8) Many International companies do not provide any additional foreign assignment allowance. Do you think it would have been feasible to implement this system at Bosch? What would be the related advantages and disadvantage?
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