ABSTRACT
The record in the United States for training expatriates has been inadequate to support the corporate competitiveness required in today’s global environment. Studies suggest that approximately 30 percent of overseas assignments are mistakes (Black, 1988; Harvey, 1989; Schwind, 1985; Tung, 1987). Some of these mistakes no doubt derive from poor selection of expatriates, but many of them are due to insufficient or inappropriate training. Baker (1984) found, as have earlier studies (Lanier, 1979; Tung, 1981), that fewer than 25 percent of an MNC Fortune 1,000 sample offered predeparture training; those doing so provided only superficial programs, usually of one to five days in length. To ensure appropriate training, a model for managers accepting international assignments is needed that will allow the proper knowledge, skills, and performance abilities to be selected and taught. This chapter will propose such a model and will provide information about the effectiveness of possible teaching methodologies for categories of contingencies an expatriate might face.
