11.More and more firms are finding that managers can more easily learn the international aspects of their business in a classroom.
12.Courts have generally supported the idea that Title VII of the 1964 Civil Rights Act affords EEO protection to expatriates.
13.The 1991 amendments to Title VII of the 1964 Civil Rights Act extended protection to expatriates allowing them to sue their American employers, just as they do in the United States.
14.An employee’s track record has been found to be the most reliable predictor of success in overseas assignments.
15.When selecting employees for overseas assignments, companies should choose employees with a low stress tolerance.
16.Expatriates can facilitate the adjustment process of their overseas assignment by being willing to communicate in the host country’s language.
17.In order to be successful in an overseas assignment, it is critical that the expatriate employee becomes fluent in the host country’s language.
18.American employers do an excellent job preparing their employees for overseas assignments.
19.Conversational currency involves the expatriates’ willingness to communicate in the host country’s language.
20.Conducting effective performance appraisals is even more challenging in the international human resource management area.