Question
Female expatriates tend to be employed by companies: That are small With over 1000 employees Going into the USA In the marketing field
Answer
4.5
(345 Votes)
Charlotte
Veteran · Tutor for 12 years
Answer
In the marketing field
Explanation
The question is asking us to identify in what kind of business context women tend to be hired as expatriates, based on common observations. An expatriate is a person who resides in a country outside of their native country, in the context of this question, the women who work overseas are called expatriates. This question directs at identifying the size and geographical preference of companies that hire women expatriates more likely. This impacts business strategy, marketing, human resources, and on a macro level, economic and social structures. Now, let’s clarify the available options:Option A posits that women expatriates are typically employed by "small" companies. The term "small" could be relative and without a clear definition of "small" in relation to companies or strong reason why smaller companies would preferentially hire women as expatriates. This answer suffers from generality and vagueness.Option B points out that only companies "with over 1000 employees" hire female expatriates. While sizeable companies may indeed have more resources to place employees overseas, dealing with female expatriates aren’t conversely proportional to the size, but more associated with their global visions, management styles and workforce structures of enterprises.Option C proposes companies "going into the USA" are more inclined to hire women expatriates. Nevertheless, why being likely to go into USA pave ways for women expatriates does not have logical corollary. Even more, intralingual interactions encompass employees with wide closure with multinational countries ready than sovereignty fixations.Option D suggests they are primarily "in the marketing field". Considering the global nature of marketing as a field and the perhaps closer gender balance in marketing positions - along with a potential judgment bias that favor towards considering issuing a more marketing-ish immersion to their female employees, this reflects paradigm. Therefore, there does not appear to be a single clear-cut answer given the multiple choices, as it tends to vary upon complexities beyond a mere manual correlative establishment. Ideally, some more company qualitative factors i.e, global envelope adoptions maturity, gender balance visions, social theories could still be a game changer. Based on the given options, to pick the one embracing maximum concrete contextual standing with minimum counter evidence is Option D—mutating familiarities in the marketing field deeply imaginable in pragmatic pursuits goes with the trend point.