1 / 12

Unlocking the Global Manager Myth: Strategies for Successful International Assignments

Explore the truths behind global management myths, expatriate challenges, and factors influencing international assignment success. Learn about expatriate selection criteria, dual career couples, and female expatriates' unique experiences. Discover family-friendly policies and effective strategies for overcoming barriers to international assignments.

bluna
Download Presentation

Unlocking the Global Manager Myth: Strategies for Successful International Assignments

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. IHRM Chapter 5 International Human Resource Management Recruiting and selecting staff for international assignments Managing people in a multinational context

  2. Chapter Objectives • We address the following: • The myth of the global manager • The debate surrounding expatriate failure • Factors moderating intent to stay in or leave the international assignment • Selection criteria for international assignments • Dual career couples • Are female expatriates different? IHRM Chapter 5

  3. Global manager myths There is a universal approach to management. People can acquire multicultural adaptability and behaviors. There are common characteristics shared by successful international managers. There are no impediments to mobility. 3 IHRM Chapter 5

  4. Table5-1 Current expatriate profile 4 IHRM Chapter 5

  5. International assignments:factors moderating performance Figure5-1 5 IHRM Chapter 5

  6. Reasons for early return Family concerns Accepted new position in the company Completed assignment early Cultural adjustment challenges Security concerns Career concerns 6 IHRM Chapter 5

  7. Figure5-2 The phases of cultural adjustment 7 IHRM Chapter 5

  8. Figure5-3 Factors in expatriate selection 8 IHRM Chapter 5

  9. Table5-2 Harris and Brewster’s selection typology 9 IHRM Chapter 5

  10. 4 dimensions for successful expatriate selection Self-orientedExpresses adaptive concern for self-preservation, self-enjoyment, mental hygiene. PerceptualAccurately understands why host nationals behave the way they do. Others-oriented Cares about host national co-workers and affiliates with them. Cultural-toughness Able to handle the degree to which the culture of the host country is incongruent with that of the home country. 10 IHRM Chapter 5

  11. Family-friendly policies • Inter-company networking • Job-hunting assistance • Intra-company employment • On-assignment career support 11 IHRM Chapter 5

  12. Table5-3 Barriers to females taking international assignments 12 IHRM Chapter 5

More Related