КОНТРОЛЬНАЯ РАБОТА №3 (III семестр)
для студентов специальностей «Менеджмент
организаций», «Управление качеством»
РАБОТА С ТЕКСТОМ
Selecting international managers

Упражнение 1.
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Упражнение 2.
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неверные утверждения.
1. Many international organizations have decentralized selection.
2. They look for different personal qualities in different cultures.
3. The "SWAN” criteria have international validity.
4. The definition of some qualities can lead to cultural misunderstandings.
5. Mobility and language capability are clearly understood across cultures.
Упражнение 3.
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Всего 11 упражнений

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Approaches to selection vary significantly across cultures. There are
differences not only in the priorities that are given to technical or interpersonal
capabilities, but also in the ways that candidates are tested and interviewed
for the desired qualities.
In Anglo-Saxon cultures, what is generally tested is how much the
individual can contribute to the tasks of the organisation. In these cultures,
assessment centres, intelligence tests and measurements of competencies
are the norm. In Germanic cultures, the emphasis has always been made on
the quality of education in a specialist function. The recruitment process in Latin
and Far Eastern cultures is very often characterised by ascertaining how well
that person ‘fits in’ with the larger group. This is determined in part by the
elitism of higher educational institutions, such as the "grandes ecoles” in France
or the University of Tokyo in Japan, and in part by their interpersonal style and
ability to network internally. If there are tests in Latin cultures, they will tend to
be more about personality, communication and social skills than about the
Anglo-Saxon notion of "intelligence”.