This preview shows page 1. Sign up to view the full content.
Unformatted text preview: on Balance Sheet Approach – Equalizes cost differences between the international assignment and the same assignment in the home country.
• Home-country reference point used to maintain a
standard of living equivalency.
• Home-country compensation and other benefits are
protected during the international assignment. Global Market Approach – International assignments are viewed as continual and core components of compensation and benefits are provided regardless of assignment location.
18–18 Typical Expatriate Compensation Components
Typical Expatriate Compensation Components Figure 18–10
18–19 Global Employment
Global Employment Global Employee
Relations Issues Global LaborGlobal LaborManagement
Globally Global Health,
Security 18–20 Union Membership as a Percentage of
Union Membership as a Percentage of
the Workforce for Selected Countries
tthe Workforce for Selected Countries
the Source: International Labor Organization, available at www.ilope.org. Figure 18–11
View Full Document
This note was uploaded on 08/26/2012 for the course MGMT 1 taught by Professor Srinivas during the Spring '12 term at SMU.
- Spring '12