2 management - School of International Business and ...

Harald Meier
– persönliche Anforderungen, z. B. physische und psychische Belastbarkeit (Fitness, Stressre-
sistenz), familiäre Bindungen und deren Auslandsmotivation, kulturelle Bedingungen (Religi-
on, Alter …).
Beispiel: U.S. Food Manufacturer
One expert on expatriate assignments tells the story of a major U.S. food manufacturer who
selected the new head of a marketing division in Japan. The assumption made in the selection
process was that the management skills required for successful performance in the United States
were identical to the requirements for an overseas assignment. The new director was selected
primarily because of his superior marketing skills. Within 18 months his company lost 89 % of its
existing market share [Tung 1987, Seite 118].
Das Beispiel zeigt das Problem der Auswahlkriterien im Entsendungsprozess, die sich für eine
Fach- oder Führungsfunktion in einem anderen Land auf mehr Anforderungen als im Inland kon-
zentrieren müssen, was sich zum einen auf die Kriterien selbst und zum anderen ihre Gewichtung
bezieht.
Beispiel (Fortsetzung):
The (U.S.) foodmanufacturer placed almost all the decisions weight on the technical compe-
tence of the individual, apparently figuring that he and his family could adjust or adapt to almost
anything ... In fact, a recent review of expatriate selection cites the »domestic equals overseas
performance equation« as one of the major problems in expatriate selection. The result is an
overemphasis on technical skills and previous accomplishments in a domestic setting. The study
concluded that the selection of expatriates should focus on four key dimensions: (1) self-orientati-
on, (2) other-directedness, (3) perceptual factors, and (4) cultural toughness. The self-orientation
dimension is concerned with activities which serve to enhance self-esteem through reinforcement
substitutions, stress reduction, and technical competence. Stress levels can be measured with
personality instruments. The other-directed dimension has to do with the ability to interact with
host-country nationals. The perceptual dimension reflects an ability to understand how foreig-
ners behave and can also be measured with standardized personality instruments. The cultural
toughness dimension has to do with the extent to which the culture and environment of the host
country are different from those in the United States. To the extent that the difference is great,
more weight should be given to the other three dimensions [Early 1993, Seite 22].
Internationale Personalsuche und -auswahl
Typische Instrumente der Personalsuche am internen Arbeitsmarkt für international orientierte
Funktionen sind neben internen Stellenausschreibungen und Direktansprachen von Vorgesetz-
ten oder Mitarbeitern Entwicklungspositionen (z. B. Assistent der Geschäftsführung), Junior-
Boards oder eine unternehmenseigene Business School (Corporate University); außerhalb des
Unternehmens am externen Arbeitsmarkt z. B. internationale Stellenanzeigen, Praktika, Stipen-
334