Answer to Question 1
Answer: B
Answer to Question 2
Answer: Repatriation is the process of bringing expatriates home. Repatriation is often the weak link in global HR management. Returning expatriates have not always had a pleasant experience. Even though a company may spend considerable money in sending managers overseas, too many returning managers report dissatisfaction with the process. Many companies do not specify in advance how the international experience will fit into an employee's career progression. In fact, numerous expatriates were not even guaranteed a job on their return. Further, expatriates often come home to a company that has undergone significant change from such events as mergers, acquisitions, reorganizations, and workforce contraction or expansion, which can create an unfamiliar environment. International businesses spend upward of two to three times of an expatriate's base salary only to have 16 percent resign within two years of their return. Reasons given for leaving include they were not being properly prepared to return to their work and were not able to use skills they learned abroad. Employers should make every effort to find a place in the organization that will use the expatriate's experience gained during the assignment. Also, the returning expatriate should be given a job with at least the same degree of responsibility and authority.
Total fertility rates (TFRs) among major regions of the world.
Stellar Birth Rates
U.S. Unemployment Rates for Emerging Adults (Ages 16-24)
Effect of an Increase in R&D in the Follower Country on the Steady State
Demographic transition model for changes in population growth rates and sizes, correlated with long-
Prevalence rates of obesity in the United States, 2014