Critically review the issues highlighted in the published literature regarding female international

Critically review the issues highlighted in the published literature regarding female international workers. Q2: MUST include the following Information. * Types of international assignments: * Four types of international assignment (Cranfield): Expatriate assignment – employee/ family move to host country for a specified period of time. Short-term assignment – assignment of less than one year (perhaps with family). International commuter assignments – when an employee commutes from home country to a place of work in another country, usually on a weekly or bi-weekly basis, while the family remains at home. Frequent flyer assignments – when an employee undertakes frequent international business trips but does not relocate. the‘flexi patriate’ For most expatriates this involves relocation of their family and personal lives to a different environment and, as such, it has been recognized as a difficult and strategically significant aspect of IHRM(Forster, 2000; Regnet, 2000). Since the 1980s, the issues associated with selection, training, appraisal and compensation have been reconsidered in the context of expatriate appointments (Festing, 1996) A range of difficulties and costs of the expatriation and repatriation process (Bennett et al., 2000). * International Worker Focus Home based manager - but central focus on international markets and players Multicultural team members working on a series of international projects Internationally mobile managers - frequent/short visits overseas but loyal to parent culture Non-management specialist roles - skills/knowledge transfer Expatriates - lengthy assignments representing parent in a limited number of countries Transnational managers - move across borders but detached from single HQ Sparrow P. 1999 * Cross-cultural communication skills Capacity to accept the relativity of one’s own knowledge and perceptions Capacity to be non-judgmental Tolerant of ambiguity Capacity to communicate respect for other people’s ways, their country and values Capacity to display empathy Capacity to be flexible Capacity to take turns eg in negotiating Humility to acknowledge what you do not know and to seek to learn References MUST used in Q2: 1- Ruth M. Stock & Nadine Genisyürek (2012): A taxonomy of expatriate leaders' cross-cultural uncertainty: insights into the leader–employee dyad. 2- Hartmut Haas & Stephan Nüesch (2012): Are multinational teams more successful? 3- Fiona Moore (2015) An unsuitable job for a woman: a ‘native category’ approach to gender, diversity and cross-cultural management