Reference no: EM132887373

Discuss how an organization can address each of the questions.

• Does the international strategy or structure of the firm influence the type of IE employed? Or, stated from the other direction, which type of IE tends to be used under which strategy (international, multi-domestic, global, transnational) or structure (subsidiary, joint venture, alliance, sub-contract) or managerial orientation (ethnocentric, region-centric, geo-centric)?
• Which international business or cross-cultural competency is required by which type of international employee? For example, does every type of international employee require full cross-cultural preparation, training, and support? Does every type need full knowledge of how to conduct international business?
• Which performance management problems arise for which type of international employee? And which solutions are most appropriate?
• Are there specific management, organizational, and IHR outcomes that differ according to the type of international employee?
• For which type of work and business purposes - management, sales, control, technology transfer, business development, product development, management development - are the various types of international employees used? Why? Which is most effective? Will the outsourcing and off-shoring of this type of work continue? What will be the impact on the domestic workforces of MNEs that engage in this?