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Expatriate managers, especially United States managers working in foreign countries, experience very high failure rates. Costs of these expatriate management failures are very high for the managers, who report personal relationship problems and a fear of career derailment, and for their companies, in terms of opportunity and hard costs. This four-phase training model for expatriate managers has been proposed: a self awareness phase to provide trainees with insight into their receptiveness and propensity for successful cross-cultural assignments; a general awareness of cultural differences phase to provide insight into how cultures differ on various dimensions; a specific knowledge acquisition phase (area studies, language studies, and host attitude awareness); and a specific skills training phase that emphasizes application and practice of skills necessary to succeed in the foreign culture. A model of expatriate manager assessment and development includes these seven steps: assessment; individualized learning agreement; pre-departure training and orientation; E-support during foreign assignment, a critical step that includes E-learning, E-mentoring, and E-counseling; periodic re-assessment; learning agreement revisions; and ongoing E-support. A comprehensive expatriate support system should include the manager, spouse, dependents, and host-country sponsor, with E-support provided for all four stakeholders. (Contains 20 references.) (YLB)

Descriptors: Administrators, Adult Education, Computer Mediated Communication, Counseling, Cross Cultural Training, Cultural Awareness, Cultural Differences, Decision Support Systems, Distance Education, Intergroup Education, International Relations, Management Development, Mentors, Models

Autor: Beitler, Michael A.; Frady, D. Allen

Fuente: https://eric.ed.gov/?q=a&ft=on&ff1=dtySince_1992&pg=5554&id=ED452391

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