Abstract
US-based multinational hotel corporations experience a high level of failure among expatriate managers. Research suggests that expatriate success is highly correlated with both technical competence and adaptability. While there are numerous ways to measure an expatriate candidate's technical competence, evaluating a nominee's ability to adapt is more problematic. One indicator of adaptability that can be identified in the expatriate selection process is a candidate's level of learning orientation. Learning orientation can also be developed through a three-stage cross-cultural training program that is explicated in this article.
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