What is the primary challenge faced by returning expatriates during the repatriation process?

A$)$ Language barriers

B$)$ Cultural shock

C$)$ Reverse cultural shock

D$)$ Legal compliance issues

Which of the following strategies can help organizations ensure successful repatriation of employees?

A$)$ Offering no support, as the employee should adapt naturally

B$)$ Providing a repatriation package and career development opportunities

C$)$ Reducing the expatriate's salary to local levels immediately upon return

D$)$ Ignoring the repatriation process to focus on current expatriates

What is a common reason for the high turnover rate among repatriated employees?

A$)$ Inadequate repatriation support and career advancement opportunities

B$)$ Excessive financial rewards during their international assignment

C$)$ Improved job opportunities in the host country

D$)$ Lack of desire to return to their home country

Which of the foilowing baet describes a repatriation agreement?

A$)$ A legal contract that prevents expatriates from leaving the company

B$)$ A document that outiines the expatriate's salary during the international assignment

C$)$ An agreement that details the support and career planning for the expatriate's return

D$)$ A formality that has little impact on the repatriation process

What is the primary role of the headquarters in international industrial relations $($IIR$)$ in aMultinational Corporation $($MNC$)?$

A$)$ To manage the expatriation process

B$)$ To oversee the organization's supply chain operations

C$)$ To handle labour relations and collective bargaining across different countries

D$)$ To manage the company's international marketing strategy

Which one of the following factors can complicate industrial relations in an international context for Multinational Corporations $($MNC$)?$

A$)$ Uniform labour laws across all countries

B$)$ Consistent wage levels worldwide

C$)$ Diverse legal frameworks and cultural differences

D$)$ Standardized work hours globally$8$