Answer the following questions in as great detail as possible:

1. That is the difference between franchising and licensing? When is one more preferable over the other?
2. What are "expatriates" and what do they do?
3. What is the most appropriate staffing approach when going global? Why?
4. When "Repatriating" what are some things that must be considered? Why?
5. How does economic unions affect international human resource management? What causes the need for these considerations?

Question 1

When a company gives another party permission to use its trademark, it is called franchising. If you want a successful business, you should go with franchising rather than licensing. Franchising provides a system of uniformity and consistency in how the business is run.

Question 2

Expatriates are people who have made the conscious decision to leave their country of origin in order to pursue employment opportunities in another country. They frequently have specialized knowledge and abilities that are highly sought after in today's global economy. The majority of expatriates hold positions of authority, such as those of executives, managers, or other professionals. Engineers, scientists, and teachers may also be employed in lower-level positions.

Question 3

This question has no "correct" answer. A company's specific requirements and objectives determine the best approach to staffing when going global. The company's size and scope, as well as its location and the types of products and services it offers, are all important considerations.

Question 4

An artifact's condition, storage location and use should all be considered when returning it to its original country of origin. When it comes to protecting the artifact and making sure it's used in a respectful manner, all of these things need to be taken into account.

Question 5

International human resource management can be affected by the formation of economic unions. A common market, for example, makes it easier for businesses to hire workers from other countries. But unions can also restrict the hiring of foreign workers. The ability of labor unions to regulate working conditions for their members in other countries is another benefit of membership. Employers may take this into account when deciding whether or not to hire workers from other countries.

Step-by-step explanation

Question 1

• When a company gives another party permission to use its trademark and help market its products or services, it is called franchising. Giving another party permission to use your intellectual property, such as a copyrighted work or a patent-protected invention, is known as "licensing." If you want a successful business, you should go with franchising rather than licensing.
•  In the case of franchising, the franchisor's knowledge and support are transferred to the franchisee, which results in a more cohesive and successful business operation. As a side benefit, franchising helps businesses build their brand recognition and credibility. 
• When it comes to building customer loyalty, franchising provides a system of uniformity and consistency in how the business is run. Even though licensing is less desirable than franchising, it can still be a viable business strategy. Using another person's intellectual property can be a very lucrative business opportunity if done correctly. 
• There are advantages to licensing over franchising, such as the ability to get your product or service into the hands of customers more quickly. There are some drawbacks to obtaining a license, however. One of the main drawbacks is that obtaining a license can be more difficult than obtaining a franchise. Customers may be dissatisfied if the product or service does not meet the standards of the franchisor. It is ultimately up to the needs and goals of the company whether or not to franchise or license.

Question 2

• Expatriates are people who have made the conscious decision to leave their country of origin in order to pursue employment opportunities in another country. They frequently have specialized knowledge and abilities that are highly sought after in today's global economy. The majority of expatriates hold positions of authority, such as those of executives, managers, or other professionals. Engineers, scientists, and teachers may also be employed in lower-level positions.
• The cultural challenge is one of the most important aspects of expatriation. An expatriate's social and business interactions must be adapted to a new culture. The local language and customs, for example, may necessitate that they learn about regional etiquette and taboos as well. As they begin to adapt to life in their new country, their family dynamics may also change.
• Expatriates tend to be self-motivated people who enjoy the challenge of learning about other cultures and experiencing new places. Mountains, lakes, and beaches may draw them in to countries with distinct geographic features. Expats are often friends with other expats in their host country, but it can be difficult for them to make friends with locals who don't speak their native language.

Question 3

• A company's specific requirements and objectives determine the best approach to staffing when going global. The company's size and scope, as well as its location and the types of products and services it offers, are all important considerations. A standardized approach to staffing across all locations may be advantageous for companies with a large workforce. 
• Those companies with operations in multiple countries may find this to be particularly useful. Uniform staffing can, for example, help employees feel more connected to one another and better collaborate on projects that span multiple countries if the company has several branches in Europe. 
• Changing locations doesn't necessitate learning a new set of rules and regulations every time an employee moves around the company. Small businesses and businesses that operate in only one or two countries may benefit more from localized staffing approaches. 
• So, companies are able to tailor their hiring practices in accordance with regional preferences and regulations. It also makes it easier for companies to retain talent over long periods of time because they can offer employees opportunities for career advancement while keeping them close to home.

Question 4

• An artifact's condition, storage location and use should all be considered when returning it to its original country of origin. When it comes to protecting the artifact and making sure it's used in a respectful manner, all of these things need to be taken into account.
• There should be no blemishes on the artifact when it is returned to its rightful owner(s). Original owners will not be compensated if the artifact is damaged during transport or storage. A damaged artifact would be disrespectful to the people who had stolen it from you in the first place. 
• When lending an artifact, even if it is only for a short period of time, you should make sure that the recipient understands the artifact's fragility and how to properly store and display it so that the item does not get damaged. When returning an artifact, the second thing to consider is where it will be stored after you hand it over.
•  Ensure that the person receiving this item is aware of why this particular location was selected and what security precautions need to be taken at all times. For instance, if this location was chosen for cultural or religious reasons,

Question 5

• Several effects on international human resource management can be attributed to economic unions. A common market, for example, makes it easier for businesses to hire workers from other countries. But unions can also restrict the hiring of foreign workers. 
• The ability of labor unions to regulate working conditions for their members in other countries is another benefit of membership. Employers may take this into account when deciding whether or not to hire workers from other countries. International human resource management can be impacted by economic unions by creating a common market, which eliminates trade restrictions between member states. 
• Common markets allow the free flow of goods and services across national boundaries because of their economic unity (Nikolova, 2016). Employers may find it easier to hire workers from other countries if they don't need special permissions or visas to work in the union's borders.
• When it comes to cross-border work requirements, economic unions can also limit the movement of people. Since the 2015 Paris attacks, some EU member states, for example, have implemented more stringent border checks due to growing concerns about terrorism and criminality (European Commission - PRESS RELEASES - Press release - State of the European Union 2017: President Juncker delivers annual address and presents White Paper on the Future of Europe). Employ