Additional Case 17.2
Golden Rod is an electronics firm based in Detroit with subsidiaries in several countries including Indonesia, Egypt, Argentina, and Thailand. The top management positions in these subsidiaries are filled by U.S. citizens. Golden Rod is planning on creating a new expatriate assignment in Egypt. The firm has created a selection board of expatriates to choose the best person for the job. In the past, Golden Rod has experienced a high turnover rate among repatriated managers, so executives hope to solve this problem.

-Refer to Additional Case 17.2.It would be most effective for the selection board to:
A) choose someone who has had previous international experience.
B) screen applicants but not their families.
C) use technical ability as the most important qualifying criterion.
D) never choose a foreign-born employee to serve as an expatriate.

Question

Additional Case 17.2 
Golden Rod is an electronics firm based in Detroit with subsidiaries in several countries including Indonesia, Egypt, Argentina, and Thailand. The top management positions in these subsidiaries are filled by U.S. citizens. Golden Rod is planning on creating a new expatriate assignment in Egypt. The firm has created a selection board of expatriates to choose the best person for the job. In the past, Golden Rod has experienced a high turnover rate among repatriated managers, so executives hope to solve this problem.

-Refer to Additional Case 17.2.It would be most effective for the selection board to:
A) choose someone who has had previous international experience.
B) screen applicants but not their families.
C) use technical ability as the most important qualifying criterion.
D) never choose a foreign-born employee to serve as an expatriate.

Quizplus · Accepted Answer

Selecting someone who has had previous international experience is the most effective choice as they would be familiar with the challenges of working in foreign countries and have a greater chance of successfully adapting to a new environment. This would lower the risk of repatriation failure, which is the problem the executives hope to solve. Screening applicants' families could also be beneficial to ensure they are willing to adapt to the new environment, but it is not mentioned as an option. Technical ability is important but not as crucial as international experience in this case. Discriminating against foreign-born employees is illegal and goes against diversity and inclusion values.