International mobility
As markets become more global, companies have a growing need for internationally mobile managers. How to select potential expatriation candidates and maximize their chances of success?
Market globalization is creating a growing need for international managers. But many companies do not manage expatriation as well as they should.
– Recognize the inadequacy of current practices.
Benchmarking studies show that many companies do not properly select and prepare expatriation candidates. The effort expended to help managers adapt to foreign situations and form local ties is generally insufficient given the high stakes involved. This has costly consequences for both the company and the expatriate.
– Carefully select expatriation candidates.
A study of several hundred expatriation situations has been used to identify the most critical selection criteria in terms of personality and motivation.
– Set the stage for successful expatriation.
To ensure successful expatriation, companies must try to minimize the sources of stress that are likely to confront managers working abroad. Specifically, they must take particular care when defining expatriate positions and preparing transfers.
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See also
Taking a job abroad
A move abroad constitutes a challenging time. Cultural differences, especially, are manifested in a more complex way than foreseen. How can one decipher their impact more effectively to succeed in this job transition?
