3.  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

4.  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

5. Job FactorsTechnical skills Knowledge about subsidiary and headquarter operations Managerial skills Administrative competencies Relational FactorsTolerance Flexibility Objective judgement Cultural empathy Interpersonal relations skills Motivational FactorsTrust in mission Mission is part of career Interest in international experiences Interest in host country culture Family SituationPartner wish to live in another country Partner capacity to adapt Stable mariage Linguistic skillsHost country language Nonverbal communication

7. Interaction degree Cultural diferences low content and high rigor high content and rigor low content and rigor high content and low rigor

9. NevoiValori 1. Needs are inborn 2. Needs are the same for all peoples 3. Needs are objective 4. Needs determine people to act 1. Values are created 2. Values are indidual 3. Values are subjectives 4. Values determine the type of action

10.  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.

11.  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