Beyond the obvious job

Beyond the obvious job - also be factored into the...

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Beyond the obvious job-specific qualifications, an organization needs to consider the following  qualities and circumstances when selecting expatriates for positions in foreign countries: A willingness to communicate, form relationships with others, and try new things Good cross-cultural communication and language skills Flexibility and open-mindedness about other cultures The ability to cope with the stress of new situations The spouse's career situation and personal attributes The existence of quality educational facilities for the candidate's children Enthusiasm for the foreign assignment and a good track record in previous foreign and  domestic moves Of course, the factors that predict a successful expatriate assignment are not identical for everyone.  These differences—which reflect variations in the expatriate's home culture, his or her company's  human resource management practices, and the labor laws specific to the foreign country—must 
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Unformatted text preview: also be factored into the selection process. Even if these complexities are taken into account in the selection process, a person chosen for a foreign assignment may decide not to accept the job offer. The financial package needs to be reasonably attractive. In addition, family issues may be a concern. Most candidates, after a position is offered, also want information about how the foreign posting will impact their careers. If a potential candidate accepts the job offer, he or she should be aware of the potential for cultural shock the confusion and discomfort a person experiences when in an unfamiliar culture. In addition, ethnocentrism, or the tendency to view one's culture as superior to others, should be understood and avoided....
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This note was uploaded on 11/18/2011 for the course MGMT 4375 taught by Professor Eixmann during the Fall '11 term at Texas State.

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