Publication Date

1966

Document Type

Dissertation/Thesis

First Advisor

Grokë, Paul O.

Degree Name

M.S. (Master of Science)

Legacy Department

Department of Business

LCSH

Executives; International business enterprises

Abstract

Statement of the Problem The purpose of this study was to determine some criteria for the selection of executives for overseas marketing operations. Procedure The material for this study was derived frost several types of research. In the first place, the offices of several American corporations that had manufacturing and distribution facilities abroad were visited. Several executives and personnel representatives were interviewed. The interviews were informal but quite directive. Primary and secondary information on the various qualities and pro­cedures American companies employed for selecting their executives were also analyzed. The writer has tried to reveal certain qualities and characteristics one should possess in order to be successful in an overseas assignment. The writer also established an outline one should follow during the selection procedure. Results and Conclusions The following findings are the suggested basic standards to be used in a company's selection of a qualified representative for an overseas assignment: I. Educational Criteria A. Knowledge of the language B. Knowledge of customs and traditions C. Knowledge of the company's products and operating procedures D. General knowledge about the country II. Human Criteria A. Appealing personality B. Good health C. Adaptable and flexible attitude D. Organizational ability With these requirements in mind, the following selection procedure should be followed: I. A job description of the potential assignment should be prepared. II. The requirements and qualities desired of the prospective candidate should be determined. III. The prospective candidate should be selected from within the organization and be measured as follows: A. Actual performance B. Past experience C. Interviewer's appraisal D. The possession of the required criteria IV. The prospective candidate should be interviewed by the following methods: A. Multiple type interviewing by company personnel B. Self-analysis type interviewing C. Foreign national type interviewing D. Family interviewing V. The prospective candidate should visit the potential place of employment for a short orientation period of six to eight weeks duration so as to obtain an understanding of the environment under which he will be living, the people with whom he will be working, and the company's operating procedures. VI. At a conference presided over by the officials of the International Division, a final decision is reached by the top officials after considering the comments and opinions of their colleagues who have participated in the selection process. Various topics such as: salary, bonuses, housing, insurance, education for the candidate's children, travel arrangements, and fringe benefits are discussed at this meeting. The results are then communicated by telephone or letter to the prospective candidate. If the candidate has met all of the qualifications and requirements and has performed satisfactorily in the orientation period, he should develop into an effective overseas executive.

Comments

Includes bibliographical references (pages [64]-66)

Extent

ix, 66 pages

Language

eng

Publisher

Northern Illinois University

Rights Statement

In Copyright

Rights Statement 2

NIU theses are protected by copyright. They may be viewed from Huskie Commons for any purpose, but reproduction or distribution in any format is prohibited without the written permission of the authors.

Media Type

Text

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