The document discusses recruiting candidates who can work effectively in cross-cultural environments, training employees to handle intercultural communication issues, and facilitating cross-cultural teams. It also notes that cross-cultural adjustment is a significant factor in international assignment success and that training can help reduce uncertainty, increase self-efficacy, and lead to better cross-cultural adjustment. The document also lists having good cultural knowledge, respecting other cultures, relating to other cultures positively as important aspects of cross-cultural interaction while ignoring cultural differences should be avoided.

5.  Recruiting candidates that can be effective
in cross cultural environment.
 Training employees to handle intercultural
communication issues.
 Facilitating cross cultural teams.
 Human Resource policies and procedures
across corporate entities in different
nations.

7. Cross Cultural adjustment is found
to be the most significant factor
determining the success of
international assignments.
Training facilitates effective cross
cultural interactions.
Training was found to be effective for
reducing uncertainty and increasing
self-efficacy->cross-cultural
adjustment.

10. Good knowledge of foreign
culture
Respect of a foreign culture
Relationship to a foreign culture
Ignore the cultural differences
Managing differences

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