After Reading Watching The Attachments Share Your Views

After Readingwatching The Attachments Share Your Views On The Follow

After reading/watching the attachments, share your views on the following question: If you were considering an international assignment, which of the expatriate selection criteria would be of greatest importance? Answer only (words).

Paper For Above instruction

Selecting the appropriate expatriate for an international assignment is a critical strategic decision that can determine the success or failure of global operations. The process involves various criteria, including cultural adaptability, technical competence, language skills, leadership qualities, and family support, among others. Among these, cultural adaptability and interpersonal skills emerge as the most crucial factors, especially considering the high failure rates associated with cultural mismatch and poor integration into the host country's environment.

Research indicates that expatriate failure often stems from inadequate cultural fit, which can lead to misunderstandings, poor communication, and diminished work effectiveness (Takeuchi, Yun, & Boris, 2002). Consequently, an expatriate's ability to navigate cultural differences, display openness, demonstrate emotional resilience, and establish positive relationships in a foreign environment are paramount. Such skills facilitate smoother integration, higher job performance, and increased likelihood of accomplishing international goals (Shaffer et al., 2012).

Furthermore, the spouse's ability to adapt significantly impacts expatriate success, as family support and adjustment often influence the expatriate’s willingness and capacity to remain abroad (Black & Mendenhall, 1990). Supporting families through cultural and language training can mitigate stress and improve overall expatriate performance (Forster, 2000). This underscores that personal and social skills are not peripheral but central to expatriate success.

In contrast, technical competence and leadership qualities, although essential, are often more easily assessed and developed within organizational frameworks. Cultural adaptability, however, requires nuanced interpersonal skills and emotional intelligence that directly affect day-to-day interactions and the refugee of the expatriate’s behavior in foreign cultural contexts (Caligiuri & Tarique, 2012).

Additionally, given the increased complexity of international assignments, companies now prioritize global cultural competence, language proficiency, and cross-cultural communication skills in selection processes (Dickmann & Doherty, 2012). The ability to align personal attributes with cultural demands enhances not only individual performance but also organizational reputation and stakeholder relationships abroad.

Overall, while multiple criteria influence expatriate success, cultural adaptability stands out as the highest priority because it underpins effective communication, relationship-building, and cultural integration—all vital for achieving strategic international objectives and ensuring assignment tenure viability (Mendenhall et al., 2002). Therefore, I believe that among the expatriate selection criteria, cultural adaptability and interpersonal skills are of greatest importance.

References

• Black, J. S., & Mendenhall, M. (1990). Cross-cultural training effectiveness: A review and a theoretical framework for future research. Academy of Management Review, 15(1), 113-136.
• Caligiuri, P., & Tarique, I. (2012). Dynamic cross-cultural competencies and global leadership effectiveness. Journal of World Business, 47(4), 612-622.
• Dickmann, M., & Doherty, N. (2012). The international assignment process: A review and research agenda. The International Journal of Human Resource Management, 23(16), 3296-3317.
• Forster, N. (2000). The Development of a Model of Expatriate Employee Performance. International Journal of Human Resource Management, 11(2), 331-346.
• Mendenhall, M., Reiche, B. S., Bird, A., & Osland, J. (2002). Global leadership: Women and minorities. Journal of World Business, 37(2), 196-211.
• Shaffer, M. A., Harrison, D. A., Gilley, K. M., & Luk_out, R. (2012). Dimensions of expatriate success. Journal of Applied Psychology, 97(1), 200-208.
• Takeuchi, R., Yun, S., & Boris, M. (2002). The effect of cultural distance and organizational support on expatriate success. Journal of International Business Studies, 33(2), 361-377.