2.5 Selection and training of expatriate managers
In previous sections there has been repeated emphasis on the need for managers of international businesses to be aware of cultural factors in the work environment and how they may differ both across and within countries. In other words, we have been referring to the need for managers to have cross-cultural literacy. In this section we look at the selection and training of managers and the supporting facilities an organisation must provide when managers have taken up their positions in the host culture.
For now it is suffice to say that not everyone is fitted for the task of management in a culture different from one's own. Several factors need to be considered in selecting an expatriate manager. First, a manager must be psychologically suited to the job. In practical terms, this means such a person should:
- have a good self-image without being too egotistical
- be able to interact freely with people
- have reasonably high intelligence
- be self-motivated
- have tolerance for ambiguity.
Second, the manager should have few prejudices and be non-discriminatory in terms of race, gender or ethnic background. Third, the manager must have the skills to do the job and a broad general knowledge of the area related to the assignment. Specific skills required include job knowledge, communication skills and a working knowledge of the language of the host country.
Having selected the manager for the job, he or she must be trained. However, it is not sufficient to provide training only for the manager: the whole family must be trained. The training of a spouse/partner may be more important than training the manager because everyday activities involving school, shopping, interaction with neighbours, dealing with telephone and postal services, and selecting and managing domestic help are usually the responsibility of the spouse/partner. We will return to this topic in Chapter 11 where we also discuss why and how we conduct specialised training for managers before they go overseas.
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