The paper "The Training of International Manager" is an outstanding example of management coursework. Professional sent abroad have recorded significant failure to adapt to the lifestyle of other nation’ s culture. For global firms intending to send some of its workforces aboard, they tend to provide special training since they recognize the costs that come along the way with setting back. Will some managers and top executives depict the willingness to take on international assignments some still may be unwilling. Those expressing willingness observe such opportunities as a platform that would help them advance their professions and aid them in standing out in the competitive global workforce.
To achieve greater success and stand out, international manager must fulfill the following requirements; the manager has to demonstrate the capacity to adapt to global environment away from home, must possess technical aptitude, social aptitude, family adaptability, motivation and will to venture global market and flexibility to adapt to the culture and way of life of the host nation (Boţescu 2010). While the above skills and concepts can be developed slowly via experience, exposing the international managers to a series of tailored training programs that cover specifically on intercultural concerns will ensure that the managers are protected from any form of cultural faux-pas and support them in realizing their full potential in the global environment with a diverse cultural setup.
Also, intercultural training initiative is crucial in supporting the international managers in overcoming the diverse cultural problems they are yet to face in their targeted culture which has the significant capacity of hindering the performance and eventual progress both at personal levels and their respective workstation (Boţescu 2010). It will take time and cultural insight and knowledge before international managers can work effectively in a new state.
This cultural insight and knowledge can be developed through a combination of intercultural training and experience delivered by an expert working currently or has extensive experience in intercultural concerns and issues. Recruitment of managers to undertake the global challenge can be internal or external. Internal recruitment possesses the benefit of accustoming the selected managers to the operational way of doing business and to the necessary culture of the global firm. Suppose a global firm decides to seek external recruit it has some added advantage since it the scope of selection would be wide (Collings, Scullion, and Morley 2007). Moving to abroad job by managers is a great sacrifice, and thus it is reasonable enough that firms need to motivate the managers with better incentives for their bold step of expressing a willingness and desire to venture into global subsidiaries despite the multiple challenges.
Better incentives should come in the form of a better salary, housing and travel allowances, educational opportunities, health care facilities and allowances among others.
This will foster their adaptability in the foreign nation and performance would be certain (Templer, and Chandrasekar 2006). Special attention needs to be devoted to the need for training of international manger if they have to perform and produce a positive result when relocated to international branches full of a diverse culture.