For effective global leadership, organisations need the right people and the right processes in place to let them succeed. Research from the US and South Korea outlines two important contextual factors – level of support provided by the organisation and the degree of difference between the cultures of the home and host country – that organisations should heed when crafting international assignments.
Although the steady march of globalisation opens up markets and potential sources of revenue for businesses, it can be a strain on employees – particularly when these employees are asked to take on international assignments. Some employees are better equipped for expatriate work than others, and those who are culturally sensitive, open to new experiences and are highly motivated are prime candidates for relocation. However, businesses often fail to consider the context of the assignment and how that may affect the success or failure of a particular employee. New research indicates that the...