INTRODUCT

ION
ORGANIZATIONAL
SELECTION CRITERIA
COMMITMENT

FACTOR MODERATING
PERFORMANCE DUAL CAREER
COUPLESION CRITERIA

ISSUES IN STAFF
TOPICS
SELECTION FEMALE BARRIER
EXPATRIATE
The Myth of The Global Profile of An
Expatriate Failure
Manager Expatriate

Definition :
There is a universal Premature return of an
appproach to management expatriate

People can acquire

multicultural adaptibility
and behaviours What is the magnitude of
the phenomenon?

There are a common

characteristic shared by
succesfull intr.manager

The Cost Associated

There are no impediments with failure
to mobility
Inability to adjust to the foreign
culture

Length of assignment

Willingness to move

Work-related factors

Psychological contract
 Organizational Commitment
Affective employees attachment to,
identification with and involvement in, the
organization
Continuance based on assessed costs
associated with exiting the organization
Normative refers to employees
feelings of obligation
 COUNTRY/CULTURAL
LANGUAGE REQUIREMENT

MNE REQUIREMENTS
TECHNICAL ABILITY

SELECTION
FAMILY REQUIREMENT
DECISION
CROSS CULTURAL
SUITABILITY
Solutions to the dual-career challenge
Alternative assignment
arrangements :
Short-term
Commuter
Other (eg. unaccompanied,
virtual)

Family-friendly policies :
Inter-company networking
Job-hunting assistance
Intra-company employment
On-assignment career
support
SUMMARY

Four myths related to the concept of a global manager

there is a universal approach to management
- that people can acquire multicultural adaptability and behaviors
- that there are common characteristics successful international managers
share
- that there are no impediments to mobility.
The debate surrounding the definition and magnitude of expatriate failure.
Cultural adjustment and other moderating factors affecting expatriate
intent to stay and performance. These included duration of the assignment,
willingness to move, work-related factors and the employment relationship.
Individual and situational factors to be considered in the selection
decision.
Evaluation of the common criteria used revealed the difficulty of selecting the
right candidate for an international assignment and the importance of
including family considerations in the selection process.
Dual-career couples as a barrier to staff mobility, and the techniques that
multinationals are utilizing to overcome this constraint.
Female expatriates and whether they face different issues to their male
counterparts.