Explaining expatriate labor to train up the workforce

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Reference no: EM1331016

Q1) What impact do you believe senior leaders' assumptions, beliefs, and values contribute to an organization's culture? Offer at least one example

Q2) Thoughts about all operational and sales related activities having to be customized? Doesn't it depend on your perspective (Global, Multinational, Transnational)?

Q3) Expatriate labor staying long enough to train up the workforce, but what about leadership positions in the host country? Do we need expatriate leaders or will they rise up from the local market in the host country?

Reference no: EM1331016

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