Sources:◦ From Home Country (Expatriates)◦ From Host Country(Locals)◦ From a Third Country

Methods:◦ Job Posting ◦ Advertising ◦ Campus Recruiting ◦ Employment Agencies◦ On-line Recruiting◦ Employee Referrals

Technical Ability

Managerial Skills 

Personal Motives

Cultural Empathy  

Language Aptitudes

Diplomatic Skills

Emotional Maturity and Stability

Adaptability and Flexibility

Adaptability of Family

Age, Gender, Experience

Job Factors Technical skillsKnowledge about subsidiary and headquarter operationsManagerial skillsAdministrative competencies

Relational Factors ToleranceFlexibilityObjective judgementCultural empathyInterpersonal relations skills

Motivational Factors Trust in missionMission is part of careerInterest in international experiencesInterest in host country culture

Family Situation Partner wish to live in another countryPartner capacity to adaptStable mariage

Linguistic skills Host country languageNonverbal communication

Interaction degree

Cultural diferences

low content and high rigor

high content and rigor

low content and rigor

high content and low rigor

Nevoi Valori

1. Needs are inborn2. Needs are the same for all peoples3. Needs are objective4. Needs determine people to act

1. Values are created2. Values are indidual

3. Values are subjectives4. Values determine the type of action

Pyramid of Needs (A. Maslow): ◦ Physiological Needs◦ Safety Needs◦ Socialization Needs◦ Recognition Needs◦ Self Actualization Needs

Two Factors Theory (Herzberg):◦ Hygiene Factors: salary, interpersonal relations, working conditions, company

politicies and tecnical supervision◦ Motivator Factors: work content, achievement, recognition, responsibility,

advancement Combining the hygiene and motivation factors results in four scenario's:

◦ High Hygiene + High Motivation: The ideal situation where employees are highly motivated and have few complaints.

◦ High Hygiene + Low Motivation: Employees have few complaints but are not highly motivated. The job is perceived as a paycheck.

◦ Low Hygiene + High Motivation: Employees are motivated but have a lot of complaints. A situation where the job is exciting and challenging but salaries and work conditions are not up to par.

◦ Low Hygiene + Low Motivation: The worst situation. Unmotivated employees with lots of complaints.

Expectancy Theory (V.Vroom)

◦ M= V x E x I , where : M - motivation V – valence (The emotional orientations people hold with respect to

outcomes [rewards]. The depth of the want of an employee for extrinsic [money, promotion, time-off, benefits] or intrinsic [satisfaction] rewards)

E – expectancy (Employees have different expectations and levels of confidence about what they are capable of doing)

I – instrumentality (The perception of employees whether they will actually get what they desire even if it has been promised by a manager)

Equity Theory (Adams) individual’s outcomes relational partner’s outcomes

 individual’s own inputs relational partner’s inputs