View stunning SlideShares in full-screen with the new iOS app!Introducing SlideShare for AndroidExplore all your favorite topics in the SlideShare appGet the SlideShare app to Save for Later — even offline
View stunning SlideShares in full-screen with the new Android app!View stunning SlideShares in full-screen with the new iOS app!
Development: Broader concept involving developing manager’s skills over his or her career with the firm
Several foreign postings over a number of years
Attend management education programs at regular intervals
Repatriation of expatriates Didn’t know what position they hold upon return. Firm vague about return, role and career progression . Took lower level job. Leave firm within one year. Leave firm within three years 10 20 30 40 50 60 70 percent
Pay executives in different countries according to the standards in each country?
Equalize pay on a global basis?
Method of payment
Compensation for four positions in 26 countries
National differences in compensation Table 18.4 b CEO HR Director Accountant Mfg. Employee Argentina $860,704 $326,874 $63, 948 $17, 884 Canada 742,228 188, 070 44,866 36,289 Germany 421,622 189,785 61,375 36,934 Taiwan 179,486 102,491 30,652 11,924 United Kingdom 719,665 268,302 107,839 28,874 United States 1,403,899 306,181 66,377 44,680
National differences in CEO pay for midsize companies Fig 18.1
Compensation issues Type of Company Payment Ethnocentric How much home-country expatriates should be paid. Polycentric Pay can and should be country-specific. Geocentric/Transnational May have to pay its international cadre of managers the same.