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A follow up on cultural intelligence Given a few recent comments on one of my blog entries concerning how to assess cultural intelligence and how to differentiate it from other concepts, I would like to provide some further details. Let me begin by noting the difference between cultural intelligence (CQ) and the openness to experience dimension...
A new perspective on mobility professionals: The role... From a company’s perspective, the relocation of an employee to another country for a longer period of time sounds quite manageable. However, operating globally and moving multiple employees to different destinations for different time periods becomes a much more complex matter. So we probably shouldn’t...
Why cultural differences matter and how they can be... Dealing with cultural differences is an inevitable part of every cross-cultural encounter and one that simply cannot be overlooked. In the workplace, this becomes easily evident when your foreign colleagues misunderstand your gestures, have a different view towards time schedules, do not share your preferred...
Spotlight International Recruitment: Strategies, data... Following up on my previous post about global labour market trends, this entry will focus on the topic of international recruitment. In particular, the increased international mobility of the global workforce goes hand in hand with a growing demand for international recruitment by companies. The Global...
The latest trends of the global labour market: Highlights... From the employer standpoint, the globalization of labour markets inevitably leads to the need to recruit internationally. In the past few years people have become more willing to relocate for their jobs and companies are more interested in hiring international staff than ever before. However, what remains...
A follow up on cultural intelligence
By sreiche | Posted on May 16, 2012
Following up on one of my blog entries about the cultural intelligence construct, I would like to provide some further details on how to assess cultural intelligence and how to differentiate it from other concepts, specifically from the openness to experience concept of the Big5 personality traits.
A new perspective on mobility professionals: The role of risk management
By sreiche | Posted on May 09, 2012
From a company’s perspective, the relocation of an employee to another country for a longer period of time sounds quite manageable. However, operating globally and moving multiple employees to different destinations for different time periods becomes a much more complex matter. This complexity is reflected in an ever increasing number of service providers that give rise to a new breed of service professional called mobility professionals.
Why cultural differences matter and how they can be managed: Managing People across Cultures at IESE Business School
By sreiche | Posted on May 04, 2012
Dealing with cultural differences is an inevitable part of every cross-cultural encounter and one that simply cannot be overlooked. Scientific research implies that there are very real differences in how people from different cultures process information. However, the brain processing patterns are not permanent, as cross-cultural experiences can change them. So what does this mean for managing people across cultures?
Spotlight International Recruitment: Strategies, data and implications
By sreiche | Posted on Apr 28, 2012
Following up on my previous post about global labour market trends, this entry will focus on the topic of international recruitment. In particular, the increased international mobility of the global workforce goes hand in hand with a growing demand for international recruitment by companies. The Global Talent Mobility Survey (2011) identifies two main strategies that ensure successful international recruitment: the ‘work to people’ strategy and the ‘people to work’ strategy.
The latest trends of the global labour market: Highlights of a large-scale survey
By sreiche | Posted on Apr 19, 2012
From the employer standpoint, the globalization of labour markets inevitably leads to the need to recruit internationally. In the past few years people have become more willing to relocate for their jobs and companies are more interested in hiring international staff than ever before. However, what remains unclear is how to find the right candidates and match them with the right organizations? The Global Talent Mobility Survey aims on answering international recruitment related questions.
Older expatriates: When maturity becomes an advantage
By sreiche | Posted on Apr 11, 2012
Common sense would suggest that these days, younger people are more globally minded than before. It is argued that Generation X and Y employees are much more open to living abroad, more adventurous and internationally oriented compared to previous generations. Thus, when considering international assignments as ‘going global’ experiences, shouldn’t younger expatriates be more suitable and successful in terms of cross-cultural adjustment and communication than older professionals?
