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Sources:
◦ From Home Country (Expatriates)
◦ From Host Country(Locals)
◦ From a Third Country
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Methods:
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Job Posting
Advertising
Campus Recruiting
Employment Agencies
On-line Recruiting
Employee Referrals
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Technical Ability
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Managerial Skills
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Personal Motives
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Cultural Empathy
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Language Aptitudes
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Diplomatic Skills
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Emotional Maturity and Stability
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Adaptability and Flexibility
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Adaptability of Family
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Age, Gender, Experience
Job Factors
Technical skills
Knowledge about subsidiary
operations
Managerial skills
Administrative competencies
and
Relational Factors
Tolerance
Flexibility
Objective judgement
Cultural empathy
Interpersonal relations skills
Motivational Factors
Trust in mission
Mission is part of career
Interest in international experiences
Interest in host country culture
Family Situation
Partner wish to live in another country
Partner capacity to adapt
Stable mariage
Host country language
Nonverbal communication
Linguistic skills
headquarter
Interaction
degree
low content and
high rigor
high content and rigor
low content and
rigor
high content and low
rigor
Cultural diferences
Nevoi
Valori
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
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
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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.
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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)
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Equity Theory (Adams)
individual’s outcomes
relational partner’s outcomes
individual’s own inputs
relational partner’s inputs