I would have preferred to continue with the initial plans. 5. It is difficult to develop international careers in the case of dual careers couples. I think it depends mostly on the type of careers of the people in the couple. Technical jobs are the most flexible types of careers. Technicians can adapt professionally in any country. But jobs that depend on countries' cultures are less flexible. These can be jobs in marketing, certain types of management, jobs in culture, education, advertising, and others. Therefore it is important to determine the flexibility of the job, the differences between the same job in different countries, and the importance of these differences (Brislin, 2008).

6. Companies can significantly influence the success of their employees' jobs in different countries. This is because their success relies on the conditions they have there. Companies should provide the resources necessary in the case of these employees in order to ensure that they have the best conditions for development. Therefore, they should invest in training for these employees on cultural differences and on their effects. The situation of spouses is also the responsibility of the company.

7. There are situations where employees must go to regions that are politically unstable. In such situations, it is recommended that companies take security measures in order to ensure the physical safety of the employees. This refers to finding secure living conditions, transportation, and others. In certain cases, the company can use the help of specialists in this field. In my opinion, the responsibility should not be expanded to the locally hired staff. This is because they are in their...

They know this environment, and they are used to it. In addition to this, they were not determined by the company to work in this environment, like in the case of other employees.
8. The employees working in the house should not be paid more than $6. This is because they have to adapt to the salaries established by the Salvadoran workforce market. If they increase their employees' salaries, they are likely to determine others to increase the salaries of their employees. This is because employees talk with their colleagues, tell them that they have bigger salaries, which determines frustration for those with smaller salaries. These employees ask for bigger salaries in order to stimulate their performance. Therefore, it is recommended that they provide the same salary of other employees in the region in order to ensure their efficiency and productivity.

Reference list:

1. Marx, E. (2001). Breaking Through Culture Shock. Nicholas Brealey Publishing. Retrieved March 11, 2012 from http://books.google.ro/books?id=I14RCjT3XAgC&printsec=frontcover&dq=culture+shock&hl=ro&sa=X&ei=we1cT-H1IYXHsgba5KCEDA&ved=0CEYQ6AEwAw#v=onepage&q=culture%20shock&f=false.

2. Cultural Dimensions Theory (2011). Value-Based Management. Retrieved March 11, 2012 from http://www.valuebasedmanagement.net/methods_hofstede.html.

3. Brislin, R. (2008). Working with Cultural Differences. Retrieved March 11, 2012 from http://books.google.ro/books?id=wLFls4bED1QC&printsec=frontcover&dq=cultural+differences&hl=ro&sa=X&ei=oBddT_GfBtDgtQaq5KSPDA&ved=0CEEQ6AEwAw#v=onepage&q=cultural%20differences&f=false.