1. MGTO 630B Managing People Globally for Competitive Advantage Instructor: Dr. Christina Sue-Chan Global Staffing Introduction: Chapter 3 Saturday, February 15, 2003 Please note: This is only a preliminary version of the file that will be shown in class. A complete version, which incorporates the thread of the discussion in class, will be available from the course website after the completion of the class.

2. 2 By the end of today’s class, you should be able to: Identify selection criteria for expatriates Evaluate the impact of cultural differences on global staffing Know what to do to make an expatriate assignment more effective

3. 3 Recall Duality, institutional, cultural values  end goal is survival of the firm but different prescription for how to achieve that goal  Duality  need the right tension  Institutional  conformity to gain legitimacy  Cultural values  local adaptation

4. 4 Figure 3-1. The Purpose of Expatriation

5. 5 Recruitment Strategies Ethnocentric  Parent-country nationals (PCN) only Polycentric  Host-country nationals (HCN) manage own countries; PCNs at HQ Regiocentric  divide operations into geographical regions; transfer staff within these regions Geocentric  ID best people for key jobs, regardless of nationality

6. 6 What are the selection criteria to be used for choosing expats? Europa construction exercise

7. 7 What are some of the things that can go wrong on an expatriate assignment? Fred Bailey mini-case