Application 11.6 1. If I were Andrea and concluded that there was little enthusiasm for my return to corporate headquarters, I would choose to stay at this company for a period of time. If the company still ignore my return and fail to take advantage of my word experience abroad, I will quit and change other job, because I cannot see the prospects and potential development in the future for this company. Global business experience and market resource have become the most valuable fortunes for me after three-year overseas assignment, which can attract more competitors in the same industry to hire me. 2. If I were the company management, I would take some steps to change the attitude towards Andrea’s return when I recognized that few people were enthusiastic about this thing. The organizational culture, attitude, and spirits need to be changed by management team. I need to set new compensation and incentive systems for the returned employees who have successfully finished the overseas assignments and increased the market shares and profit margins. As many companies grow across the globe, the company should pay more attention on hiring employees who have global business skills. 3. Andrea’s work experience abroad is critical and necessary for the company who expand its market share across abroad. Working in another country can open up opportunities to develop new skills and have new experiences. From the employer’s perspective, clients are looking for professionals who have been exposed to more advanced processes and structures in more overseas markets. After completing the global assignments, employees have improved communication skills, built a global network, gained a competitive edge, and found fresh ideas, which are beneficial to the company. The company can promote Andrea’s position when she return to corporate headquarters, which can take full advantage of Andrea’s global work experiences. 4. If an expatriate does not remain in contact with the home office, she is not a visible asset to the global team and, therefore, might not be considered for a promotion. In my opinion, not only Andrea does, also the HR in head office should maintain strong and regular communication by creating a formal reporting program, which require that Andrea and other expatriates communicate at certain times. Staying connected to the headquarters office is significant so that when they come back they are credible members of the global team in this company. The more frequent expatriate contacts with home office, the more difficult for managers be unfamiliar with you in the company.