ltures and managers. One of the best ways of achieving this is to allow for the international employees to be the best ones for the job, regardless of their home nationality. In addition, career development internationally plays an important role in helping to alleviate the challenges of integration amidst diversity in the internal and external environment, “Given the critical role that multinational production and operations play in corporate survival, firms attempt to select their best, rather than their marginal, employees for international positions. Specifically, rather than limiting selection to home country employees, they choose managers for international positions from throughout their worldwide organization. Integrating this diversity of employees, however, is not easy. One of the explicit purposes of international assignments, beyond getting the job bone, therefore now becomes firmwide integration,” (Pieper, 1990: 250).
The career development of these high level managers is seen as being crucial for helping the organization become integrated. This group of international managers are viewed as the means by which the rest of the company will become integrated into the host culture. However, it must be remembered that the culture where the company is operating out of is neither controlled or made a non-entity by or from the corporation’s culture. Instead, the corporate culture can enhance the host culture when these is an effort for career development to achieve integration, “The firm uses international positions to develop an integrated, global organization through the international career development of high potential managers and thus the creation of a global cadre of executives…having hired people from around the world and integrated them into the overall organization, firms encounter cultural differences within the firm’s internal organizational culture. The human resource management system shou...