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Employee motivation is an essential aspect of an organization’s financial and strategical affluence. Special attention should be given to the incentives which regard relocation or foreign assignments, as these endeavors are highly resource-demanding for the individuals involved (Al Madi, Assal, Shrafat, & Zeglat, 2017). A significant part of the interest in labor is comprised of potential financial reimbursements to be received in exchange for the tasks accomplished, which should be equal in all countries (Thomas & Lucas, 2018). However, when additional activities are demanded, such as moving to another city or country, the motivation of the workers tends to diminish significantly. The difference in the surrounding environment can be quite crucial, even in vacation attitudes (Greenwood, 2018). Therefore, it is recommended that US companies invested in transferring their employees abroad should compensate for the extra effort necessary to successfully complete the relocation procedure (Budiman, 2018). As the assignment candidates are required to leave their native environment and adjust to unfamiliar and novel conditions, they should be provided with the resources to aid the adaptation.
The health care system in the United States is drastically different from the programs adopted in other countries, primarily due to the lack of a nationwide system of insurance. For instance, in Canada and Germany, the reimbursement process does not include the patients, maintaining the single connection between the insurer and the health care provider (Ridic, Gleason, & Ridic, 2012). In comparison, in the USA, a variety of other parties participate in this process, as the reimbursement depends on the insurance company, federal and state governments, and health care providers. Furthermore, while in European countries, citizens are offered government-sponsored medical services and privately paid alternatives, in the United States, the majority of insurance coverage delivered pertains to employment-related packages (Ridic et al., 2012). From the overall assessment of the situation, it could be suggested that numerous health care providers aim to gain competitive advantages against the opponents by increasing the costs of the programs proposed. As the charges established by the medical companies remain uncontrolled, some corporations use this option as leverage to increase their financial profit.
References
Al Madi, F., Assal, H., Shrafat, F., & Zeglat, D. (2017). The impact of employee motivation on organizational commitment. European Journal of Business and Management, 9(15), 134–145.
Budiman, A. (2018). Employee transfer: A review of recent literature. Journal of Public Administration Studies, 3(1), 33–36. Web.
Greenwood, C. (2018). How paid vacation time is different around the world. Business Insider. Web.
Ridic, G., Gleason, S., & Ridic, O. (2012). Comparisons of health care systems in the United States, Germany, and Canada. Material Socio-Medica, 24(2), 112–120. Web.
Thomas, L., & Lucas, A. (2018). Nike is about to give 7,000 employees raises. CNBC. Web.
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