AbstractDespite increased participation in international markets, poor performance and failure rates of US. expatriate managers remain high. Major factors contributing to failure include a manager's inability to adjust to the job, inability to adjust to the new culture, or a manger's spouse and family's inability to adjust to the new assignment. Strategies to improve expatriate productivity include organizational support in the form of improved job training, cultural and language training, predeparture and postarrival mentoring, and health and stress‐reduction training. This support should also be extended to the spouse and other family members.