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The selection of expatriate is a bit different from the local selection of a local manager. For the selection of an international manager there are a lot of extra factors which needs to be considered by the selectors. The expatriate selection process results in higher cost to the multinationals including relocation process, allowance and accommodation apart from the training costs. (Hailey 2000, pg; 90). During the expatriate selection process, 02 conflicting forces operate within the expatriate’s mind. One that pulls the employee into moving to the new place, the other tends to stop him from going. (Baruch 2005, pg 129).

1.11 Factors involve in selection of an Expatriate.

According to Dowling and Welch the factor involve to determine an appropriate expatriate selection process are as

Country-cultural requirement

Language

MNE requirements

Technical Ability

Cross Cultural Suitability

Family Requirements (Dowling, Welch, Schuler, 1999)

So keeping in view all the above mentioned factors an expatriate should be selected by a multinational organization.

1.12 Culture:

(Kluckholn & Strodtbeck 1952) define culture as, “a set of basic assumptions-shared solutions to universal problems of external adaptation (and internal integration- which have evolved over time and are handed down form one generation to the next.’’

1.13 Corporate culture

Corporate culture includes the behavioral patterns, concept, values, ceremonies and rituals that take place in the organization. It gives the members of the organization meaning as well as the internal rule of behavior when these values and beliefs customs’ rules and ceremony are accepted shared and circulated throughout the organization. (Trompenaars & Turner 1997, pg 157-181)

1.14 Why consider culture?

Adjusting in a new culture is always difficult and it causes problems for both expatriate and family members, therefore it is important for an International HR to look for the similarities of the two cultures in order to deal with the challenges in the business world key activity.

dowling, welch,schuler, 1998 pg 132

Recent research shows that the expatriates who are unable to cope with the challenges find it difficult to adjust and incur costly implications. (Caligiuri, 1997, pg: 45-67). The factor of culture is very important for an expatriate selection process and HR managers will have to select such expatriate who is adjustable with the different cultured people and work with them for the cultural dimension Hofstede and Trompenaars cultural dimensions are given as follows

1.15 Hofstede’s four dimensions (1967-1973):

Gooderham & Nordhang (2003). ‘Culture is always a collective phenomenon, because it is at least partially shared with people who live or lived within the same e本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。