Abstract
Improving the effectiveness of U.S. business in the people side of international management is vital to continued growth. Selection of international management talent is complicated by the difficulty of using individuals' performance in domestic circumstances as a basis for predicting how well they are likely to perform when operating outside the scope of the established organization, policy, and management framework. Opening corporate top management opportunities to the international group may be the most important step to be taken in developing truly multi-national organizations.
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