Professional Documents
Culture Documents
Pebbles Gilbert
Chapter Objectives
L01 The role of interpersonal marketing L02 The considerations in designing an international sales force L03 The steps to recruiting three type of international salespeople L04 Selection criteria for international sales and marketing positions L05 The special training needs of international personnel L06 Motivation techniques for international sales representatives L07 How to design compensation systems for an international sales force L08 How to prepare Americans for foreign assignments The changing profile of the global sales and marketing manager
Advertising
Hard sells vs. Soft sells Personal selling as a rule has to be localized for even the most global of corporations industries
Expatriate
Is increasing as the volume of world trade increase and as more companies use local to fill marketing position Keep focus on the better choice Salesperson have an advantage of greater technical trading Disadvantage is high cost, cultural, legal barriers and limits number of personnel to live abroad and extended lengths of time
Virtual Expatriate
Employee lives and works in a different country to that of their employer The internet and advances communication Diversity Low travel cost Time zone Cross cultural Communication
Local nationals
Citizens of the host country in which the business is located. Local national knowledge of the country Less expensive to filed and maintain Able to lead a company through unfamiliar distribution systems and referral network Limited English communication skills Lack of availability
Host-Country Restrictions
Individuals or organizations from other countries or states are visiting due to government invitation or meeting. Are trained to full local position, have fewer opportunities for sending home country personnel to management position abroad.
Observation Sales performance Conflicts Incentive Systems Communicates strategy, motivates employees, and reinforces achievement of organizational goals
International personnel superior have the to plans for the expatriate personnel with there move abroad, stay abroad during the assignment and return personnel back home Repatriation Bring local national back to their home country after their assignments. Overcoming reluctance to accept a foreign assignment. Reducing the rate of early returns Successful Expatriate repatriation
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