Issues and values affecting the integration of American expatriates in emerging economies
Reish, Alexander Edward.
Thesis (M.A.L.S.)--Georgetown University, 2011.; Includes bibliographical references.; Text (Electronic thesis) in PDF format. The international competition arising from the increasingly integrated world economy has highlighted the need for effective selection, training, and repatriation of expatriate employees. The technical and cultural obstacles characteristic of an overseas assignment require equal technical and cultural competencies on the part of expatriate employees. However, a diminished understanding of effective expatriate selection and training has led to a high failure rate of expatriate assignments, both due to premature return as well as insufficient expertise. The annual financial costs associated with expatriate failure in the United States are estimated between $2 and $2.5 billion, with an estimated failure rate of 40% to 50%; such failure rates are all the much higher in emerging economies, which make up a growing proportion of American overseas investments. Considering such high costs, it behooves MNCs to refine their hiring practices: this thesis is an attempt to provide a comprehensive model to serve as a basis for International Human Resources Management in expatriate selection and training. This is accomplished by identifying distinguishing cultural characteristics of American workers and their implications in international management; identifying the characteristics of emerging economies contributing to expatriate failure; finally, adapting Engle's competency cube to selecting and training workers for overseas assignments.
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