The Overseas Assignment Inventory (OAI), owned by Prudential Real Estate and
Relocation Services, has helped organizations for more than 30 years. Keogh &
Associates Consulting, LLC is a registered user of the online assessment, which measures
14 attributes crucial for successful adaptation to another culture. It is provided for both
the expatriate job candidate and his or her spouse or partner.
Keogh & Associates Consulting, LLC complements the interpretation of the OAI with our
proprietary “Guided Self-Assessment for Expatriate Candidates” and a behavioral
interview to validate the candidate’s profile.
The OAI report which we provide is extensive, offering 25 pages of customized
assessment and an additional 30 pages of suggestions and resources that promote the
candidate's ability to succeed on an expatriate assignment. The OAI has helped hundreds
of organizations, and thousands of individuals and their partners, faced with this
complex decision.
Whether you need to assess the cultural adaptability of international business travelers
or expatriates, identify potential executives for a global candidate pool, or develop global
leadership competencies, the Overseas Assignment Inventory (OAI) is a reliable way to
measure the specific attitudes and behaviors critical to intercultural competence.
The instrument is statistically valid, and provides an objective means to assess cultural
adaptability for both individuals and groups.
The instrument:
The OAI evaluates 14 distinct attributes:
1. Expectations
2. Open-mindedness
3. Respect for others’ beliefs
4. Trust in people
5. Patience
6. Sense of Humor
7. Flexibility
8. Tolerance
9. Personal control
10. Initiative
11. Social adaptability
12. Interpersonal Interest
13. Risk-taking
14. Spouse Communication
MOTIVATIONS
A set of possible motivations is presented in the OAI, and the respondent indicates the strength of
each motivation.
EXPECTATIONS
Those who are realistic about what it will be like to live and work in another country, its
associated difficulties, as well as the probable benefits, have a greater chance of success than
those who have low expectations and do not look forward to the opportunity.
TRUST IN PEOPLE
Meaningful personal and professional relationships in another country will develop if expatriates
can convey and encourage mutual trust among co-workers and business associates.
INTERPERSONAL INTEREST
Experience has shown repeatedly that the human element of interpersonal relationships -- in this
case, intercultural people skills -- is critical to an expatriate's success and happiness overseas.
Those who are sincerely interested in, accepting of, and concerned for others, have a great
advantage in adjusting to another culture.
SOCIAL ADAPTABILITY
This predictor pinpoints the ability to socialize comfortably with new people in new and
unfamiliar social situations and to accept and be accepted by new groups of friends and
acquaintances. A loner or someone who feels comfortable only in a small, intimate group may
feel lost in a new and unfamiliar setting.
OPEN-MINDEDNESS
Open-minded individuals are receptive to different beliefs and ideas without feeling as if their
own are being challenged or threatened. Those with the attitude that their own or their country's
way is inherently superior will face difficulties in accomplishing many tasks.
RESPECT FOR OTHER BELIEFS
The capacity to be non-judgmental of other people's religious and political beliefs is extremely
important in another cultural environment. Expatriates who demonstrate a willingness and ability
to respect and be interested in the beliefs of other cultures are more likely to establish meaningful
intercultural relationships.
TOLERANCE
Effectively adapting to another cultural environment requires an ability to interact with, or live
closely to, people who may have fundamentally different habits and lifestyles from one's own.
This also means withstanding living conditions and surroundings that are different from or less
comfortable than one is accustomed.
FLEXIBILITY
The ability to consider new ideas and to realize that there is more than one valid way to
approach and solve a problem is necessary for effective intercultural adjustment.
PATIENCE
Expatriates need to understand that a "sense of time" means different things in different cultures,
or else they may be paralyzed by frustration from unexpected delays. Expatriates must remain
patient when business protocol demands a seemingly roundabout decision-making process or way
of doing business.
SENSE OF HUMOR
A good sense of humor is one of the most overlooked, yet important aspects of effective
intercultural coping and adjustment. The ability to bring humor into difficult or confusing
situations, to laugh at and learn from one's own mistakes often helps to ease tensions and
facilitates communication.
INITIATIVE
Those who succeed on international assignments are self-starters, meaning that they do not sit
back and expect things to happen or rely on someone else to take care of things.
RISK TAKING
Life in a new country requires exploring new things and learning new ways of doing things. The
willingness to take risks, meet challenges and cope with change greatly enhances intercultural
adjustment.
LOCUS OF CONTROL
Expatriates who believe that they can control, shape or direct the course of their lives are likely to
exert more effort to make things work abroad. Those who believe that things happen because of
luck or fate often will feel helpless when confronted by new and changing life situations.
SPOUSE COMMUNICATION
When communication between couples is open and constructive, relationships often are enhanced
and strengthened by the overseas experience. At the same time, however, the unique stresses
associated with adjusting to a new culture can be very difficult and damaging to weak or troubled
relationships.
USE OF THE OAI IN CANDIDATE SELECTION
For use in selection, the OAI is combined with the Behavioral Interview technique developed by
Dr. Paul Green. An Assessment Report is prepared by Keogh & Associates Consulting, LLC,
based on responses to the OAI. This report is used by Keogh to conduct the behavioral interview
with the employee and spouse. The interview assesses strengths and risks according to the OAI
dimensions. An interview report is prepared, a selection decision is made, and feedback is given
to the candidate couple.
“Guided Candidate Self-Assessment”
The OAI dimensions are complemented, in the Keogh & Associates Consulting, LLC
methodology, with the use of our proprietary “Guided Candidate Self-Assessment”. The
situation of the couple are reviewed and discussed, including dual careers, children and
schooling; dependents, disabilities and special needs
INTEGRATION WITH PRE-DEPARTURE TRAINING
This application of the assessment adds a very powerful component to the training process. The
importance of each dimension to expatriate success is explained, and suggestions are given for
areas needing development so that they recognize and plan to use their strengths in adjusting to
the country of assignment, and begin the process of developing areas needing improvement.
CAREER PLANNING AND DEVELOPMENT/CANDIDATE POOLS
Companies that have an international career planning and development process have a
tremendous advantage in creating a pre-selected and prepared pool of candidates for international
assignment.
As in the selection application, Assessment Reports are prepared, but Assessment and
Development Guides are also prepared. A behavioral interview is conducted with the employee
and spouse to explain and verify the scores. The Guides are then further used either individually
with the guidance of a corporate international career counselor, or in the context of a counseling
or training program. This type of program is conducted for groups of potential expatriates, and is
designed to fit the specific circumstances of the client company.
The results of either the individual or the group processes are employees and spouses who
understand the requirements of an international assignment, know their own strengths, as well as
areas in need of development, and have a plan to develop these areas and be prepared when the
time comes for them to embark on their assignments.
LEADESHIP DEVELOPMENT APPLICATIONS
Keogh & Associates Consulting, LLC can incorporate the use of the OAI Profile in international
leadership development training. Participant’s OAI profiles can form the basis of training related
to High Performance International and Multicultural Teams.
Please see http://www.jackkeogh.com/services.htm for more information.
Relocation Services, has helped organizations for more than 30 years. Keogh &
Associates Consulting, LLC is a registered user of the online assessment, which measures
14 attributes crucial for successful adaptation to another culture. It is provided for both
the expatriate job candidate and his or her spouse or partner.
Keogh & Associates Consulting, LLC complements the interpretation of the OAI with our
proprietary “Guided Self-Assessment for Expatriate Candidates” and a behavioral
interview to validate the candidate’s profile.
The OAI report which we provide is extensive, offering 25 pages of customized
assessment and an additional 30 pages of suggestions and resources that promote the
candidate's ability to succeed on an expatriate assignment. The OAI has helped hundreds
of organizations, and thousands of individuals and their partners, faced with this
complex decision.
Whether you need to assess the cultural adaptability of international business travelers
or expatriates, identify potential executives for a global candidate pool, or develop global
leadership competencies, the Overseas Assignment Inventory (OAI) is a reliable way to
measure the specific attitudes and behaviors critical to intercultural competence.
The instrument is statistically valid, and provides an objective means to assess cultural
adaptability for both individuals and groups.
The instrument:
- Evaluates motivation, attitudes and cultural adaptability
- Identifies strengths and development/adjustment challenges
- Identifies those areas where potential expatriates need particular support, counseling or training
- Creates a customized response toward adapting to the new cultural environment
- Creates a developmental profile
The OAI evaluates 14 distinct attributes:
1. Expectations
2. Open-mindedness
3. Respect for others’ beliefs
4. Trust in people
5. Patience
6. Sense of Humor
7. Flexibility
8. Tolerance
9. Personal control
10. Initiative
11. Social adaptability
12. Interpersonal Interest
13. Risk-taking
14. Spouse Communication
MOTIVATIONS
A set of possible motivations is presented in the OAI, and the respondent indicates the strength of
each motivation.
EXPECTATIONS
Those who are realistic about what it will be like to live and work in another country, its
associated difficulties, as well as the probable benefits, have a greater chance of success than
those who have low expectations and do not look forward to the opportunity.
TRUST IN PEOPLE
Meaningful personal and professional relationships in another country will develop if expatriates
can convey and encourage mutual trust among co-workers and business associates.
INTERPERSONAL INTEREST
Experience has shown repeatedly that the human element of interpersonal relationships -- in this
case, intercultural people skills -- is critical to an expatriate's success and happiness overseas.
Those who are sincerely interested in, accepting of, and concerned for others, have a great
advantage in adjusting to another culture.
SOCIAL ADAPTABILITY
This predictor pinpoints the ability to socialize comfortably with new people in new and
unfamiliar social situations and to accept and be accepted by new groups of friends and
acquaintances. A loner or someone who feels comfortable only in a small, intimate group may
feel lost in a new and unfamiliar setting.
OPEN-MINDEDNESS
Open-minded individuals are receptive to different beliefs and ideas without feeling as if their
own are being challenged or threatened. Those with the attitude that their own or their country's
way is inherently superior will face difficulties in accomplishing many tasks.
RESPECT FOR OTHER BELIEFS
The capacity to be non-judgmental of other people's religious and political beliefs is extremely
important in another cultural environment. Expatriates who demonstrate a willingness and ability
to respect and be interested in the beliefs of other cultures are more likely to establish meaningful
intercultural relationships.
TOLERANCE
Effectively adapting to another cultural environment requires an ability to interact with, or live
closely to, people who may have fundamentally different habits and lifestyles from one's own.
This also means withstanding living conditions and surroundings that are different from or less
comfortable than one is accustomed.
FLEXIBILITY
The ability to consider new ideas and to realize that there is more than one valid way to
approach and solve a problem is necessary for effective intercultural adjustment.
PATIENCE
Expatriates need to understand that a "sense of time" means different things in different cultures,
or else they may be paralyzed by frustration from unexpected delays. Expatriates must remain
patient when business protocol demands a seemingly roundabout decision-making process or way
of doing business.
SENSE OF HUMOR
A good sense of humor is one of the most overlooked, yet important aspects of effective
intercultural coping and adjustment. The ability to bring humor into difficult or confusing
situations, to laugh at and learn from one's own mistakes often helps to ease tensions and
facilitates communication.
INITIATIVE
Those who succeed on international assignments are self-starters, meaning that they do not sit
back and expect things to happen or rely on someone else to take care of things.
RISK TAKING
Life in a new country requires exploring new things and learning new ways of doing things. The
willingness to take risks, meet challenges and cope with change greatly enhances intercultural
adjustment.
LOCUS OF CONTROL
Expatriates who believe that they can control, shape or direct the course of their lives are likely to
exert more effort to make things work abroad. Those who believe that things happen because of
luck or fate often will feel helpless when confronted by new and changing life situations.
SPOUSE COMMUNICATION
When communication between couples is open and constructive, relationships often are enhanced
and strengthened by the overseas experience. At the same time, however, the unique stresses
associated with adjusting to a new culture can be very difficult and damaging to weak or troubled
relationships.
USE OF THE OAI IN CANDIDATE SELECTION
For use in selection, the OAI is combined with the Behavioral Interview technique developed by
Dr. Paul Green. An Assessment Report is prepared by Keogh & Associates Consulting, LLC,
based on responses to the OAI. This report is used by Keogh to conduct the behavioral interview
with the employee and spouse. The interview assesses strengths and risks according to the OAI
dimensions. An interview report is prepared, a selection decision is made, and feedback is given
to the candidate couple.
“Guided Candidate Self-Assessment”
The OAI dimensions are complemented, in the Keogh & Associates Consulting, LLC
methodology, with the use of our proprietary “Guided Candidate Self-Assessment”. The
situation of the couple are reviewed and discussed, including dual careers, children and
schooling; dependents, disabilities and special needs
INTEGRATION WITH PRE-DEPARTURE TRAINING
This application of the assessment adds a very powerful component to the training process. The
importance of each dimension to expatriate success is explained, and suggestions are given for
areas needing development so that they recognize and plan to use their strengths in adjusting to
the country of assignment, and begin the process of developing areas needing improvement.
CAREER PLANNING AND DEVELOPMENT/CANDIDATE POOLS
Companies that have an international career planning and development process have a
tremendous advantage in creating a pre-selected and prepared pool of candidates for international
assignment.
As in the selection application, Assessment Reports are prepared, but Assessment and
Development Guides are also prepared. A behavioral interview is conducted with the employee
and spouse to explain and verify the scores. The Guides are then further used either individually
with the guidance of a corporate international career counselor, or in the context of a counseling
or training program. This type of program is conducted for groups of potential expatriates, and is
designed to fit the specific circumstances of the client company.
The results of either the individual or the group processes are employees and spouses who
understand the requirements of an international assignment, know their own strengths, as well as
areas in need of development, and have a plan to develop these areas and be prepared when the
time comes for them to embark on their assignments.
LEADESHIP DEVELOPMENT APPLICATIONS
Keogh & Associates Consulting, LLC can incorporate the use of the OAI Profile in international
leadership development training. Participant’s OAI profiles can form the basis of training related
to High Performance International and Multicultural Teams.
Please see http://www.jackkeogh.com/services.htm for more information.
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