In ________, employees are entitled to 6 vacation days after 1 ...

[lak]

In ________, employees are entitled to 6 vacation days after 1 year of employment and to 2 more days for each subsequent year up to a maximum of 12 days.
 
  FIll in the blank with correct word.

Question 2

What are some of the issues companies should consider to increase the likelihood of successful repatriation?
 
  What will be an ideal response?

[sokh]

Answer to Question 1

Answer: Mexico

Answer to Question 2

Answer: Special compensation considerations should not end with the completion of international assignments. Effective expatriate compensation programs promote employees' integration into their companies' domestic workforces. Returnees may initially view their domestic assignments as punishment because their total compensation decreases. Upon return, former expatriates forfeit special pay incentives and extended leave allowances. Although most former expatriates understand the purpose of these incentives and allowances, it often takes time for them to adjust to normal compensation practices. Many expatriates may not adjust very well to compensation-as-usual because they feel their international experiences have made them substantially more valuable to their employers. Their heightened sense of value may intensify when former expatriates compare themselves with colleagues who have never taken international assignments. Two consequences are likely. First, former expatriates may find it difficult to work collaboratively with colleagues, which can undermine differentiation objectives. Second, strong resentments may lead former expatriates to find employment with competitors. Adding insult to injury, competitors stand to benefit from former expatriates' international experiences.

Companies can actively prevent many of these problems by the following two measures. First, companies should invest in former expatriates' career development. Career development programs signal that companies value returnees. In addition, former expatriates may view their employers' investments in career development as a form of compensation, reducing the equity problems described earlier. Second, companies should capitalize on expatriates' experiences to gain a better understanding of foreign business environments. In addition, former expatriates can contribute to the quality of international assignments by conveying what did and did not work well during their assignments.