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Transcript training - Management Class
Expatriate International Career
Cycle
Recruitment, Orientation, and
Reentry Criteria for the
Expatriate Assignment
Cross-Cultural Studies Focus on:
Behavior of employees;
Trains people to work in a multi-cultural
environment ;
Describes and compares organization
behavior across cultures; and
Outlines ways to interact within a multicultural workforce.
Definition of Culture:
Something that is shared by all or
almost all members of some social
group;
Something that the older members of
the group try to pass on to the younger
members; and
Something (e.g., morals, laws, customs)
that shapes behavior, or structure’s
one’s perceptions of the world.
Six Dimensions of Cultural
Orientations in Societies
Individuals
Relationship to nature and the world
Relationship to other people
Activity: “Doing” or “Being”
Orientation in time
Orientation in space
Source: Nancy J. Adler
Edward Hall:
High Context Culture
Low Context Culture
How much information is enough?
Space
Territoriality
Personal space
Multisensory spatial experience
Time
Monochronic
Do one thing at a
time
Time commitments?
Low-Context
Rules of privacy
Respect for property
S-t relationships
Follow plans
Polychronic
Do many things at
once
Are highly
distractible
Time commitments?
High-context
Relationships
Change plans
Stages of Expatriate International
Career Cycle
Home Country Assignment
Recruitment
Selection
Orientation
Foreign Country Assignment
Debriefing
Reentry
Return
Typical First-Year Cost of a U.S.
Expatriate (Married, Two
Children) in Tokyo, Japan
Direct Compensation Costs:
Base Salary
$100,000
Foreign Service Premium
15,000
Goods and Services
73,600
Less: U.S. Housing Norm
(15,400)
U.S. Taxes
(17,200)
Company-Paid Costs:
Schooling (two children)
Annual Home Leave
Housing
Japanese Income Taxes
Transfer/Moving Costs
Total Company Costs
$ 15,000
4,800
150,000
84,000
38,000
$447,800
Selection Criteria for the
International Assignment
(Gonzalez and Negandhi)
The study surveyed 1,161 U.S.
Expatriates in 40 Countries
Survey asked expatriates to list the
ideal background for an overseas
career
Ideal Background for an
Overseas Career:
Adaptability of the Family
Leadership Ability
Knowledge of the Job
Knowledge of the Host Country
Well-educated
Respect for Foreigners
20%
19%
14%
13%
13%
12%
Ideal Background for an
Overseas Career:
Previous Overseas Experience
Desire to Serve Overseas
Miscellaneous
Total
4%
4%
1%
100%
Desirable Skills and Attributes:
Technical Competence
Written and Verbal Competence
Common Sense
Assertiveness
People-Oriented
Fair
Energetic
Sense of Humor
Source: Stephen Heumann, The West Co.
Educational Background:
Broad-based course of study
Liberal arts blended with technical skills
Foreign language
Travel
Understanding cultural and religious
differences
Reading foreign journal/newspapers
Source: Stephen Heumann, The West Co.
Are You Right for the Job
Outside of the U.S. ?
Do I have the necessary skills for the
position?
Does my family favor living overseas
and are we able to adapt to new
situations?
Is our current family life stable?
If a family member has a health
problem, can it be treated in the host
country?
Are You Right for the Job
Outside of the U.S.?
Will this experience provide general
career advancement?
Where will I be when we return home?
Will I have an immediate position with
my sponsor or another organization?
Since many expatriate spouses are not
able to get work permits, is my spouse
willing to interrupt a career?
Are You Right for the Job
Outside of the U.S.?
Does my firm offer sufficient support
and financial compensation to
expatriates?
Selection Methods:
Tests:
California Test (the indirect scale of
ethnocentrism)
Personal Interviews
Assessment Centers
Training Techniques for
Expatriate Preparation:
Informational Training:
Lectures, Reading Material, Video
Tapes
Overall Purpose: Area Studies
Experiential Workshops
Cultural Assimilator, Role Playing
Overall Purpose: Learning via
experience
Training Techniques for
Expatriate Preparation:
Sensitivity Training:
Communication Workshops,
Outward Bound Trips
Overall Purpose: Communication style,
empathy, and listening skills
Language Skills:
Classes, Tapes
Overall Purpose: Interpersonal
communication
Training Techniques for
Expatriate Preparation:
Field Experiences:
Meeting with former expatriates,
short-term visits to host country
Overall Purpose: Customs, values,
non-verbal communication skills
Source: S. Ronen, “Training the International
Assignee,” in Training and Career
Development, 1st edition, San Francisco:
Jossey-Bass, 1989, p. 438)
Ten Ways to Prepare for the
Overseas Assignment:
1.
2.
3.
4.
5.
6.
Read and Learn About the Culture.
Learn the Language.
Study Maps.
Practice the Currency.
Learn Measurements.
Meet Someone from the Host
Country.
Ten Ways to Prepare for the
Overseas Assignment:
7. Talk to someone who has been
there.
8. Prepare as a Family.
9. Arrange Good-Byes.
10. Take What You Need to Make a
Home.
Source: Copeland and Griggs, Going
International
Four Stages of Culture Shock:
Initial Euphoria
Irritation and Hostility
Adjustment
Reentry--Reverse Culture Shock
Ten Ways to Cope When the
Going Gets Rough:
1.
2.
3.
4.
5.
6.
7.
Review and Renew.
Look for the Local Logic.
Make a Friend.
Avoid Complaining Americans.
Do Not Neglect Your Partner.
Use the Time.
Do Not Deny Reality When Things
Are Bad.
Ten Ways to Cope When the
Going Gets Rough:
8. Do Not Make Comparisons With
Home.
9. Do Not Get Hung Up on Being
Liked.
10. Be Careful About the Culture Shock
Cures You Choose.
Source: Copeland and Griggs, Going
International
Three DCs as a Rule of Thumb:
Do not Compare
Do not Complain
Do not Criticize
Source: Infogram, The International Family,
David M. Kennedy Center for International
Studies
Why U.S. Employees Fail in
Foreign Assignments:
Inability of the manager’s spouse to
adjust to a different physical or cultural
environment;
The manager’s inability to adapt to a
different physical or cultural
environment;
Other family-related problems;
Why U.S. Employees Fail in
Foreign Assignments:
The manager’s personality or emotional
immaturity;
The manager’s inability to cope with the
responsibilities posed by overseas
work;
The manager’s lack of technical
competence; and
The manager’s lack of motivation to
work overseas.
The Degree of Reverse Culture
Shock Depends On:
How long you have been away;
Whether you were immersed and
comfortable in the host country culture
or remained a “visitor”;
Whether you had a difficult time
adjusting to your host culture;
Whether you kept up-to-date on trends
and events at home;
The Degree of Reverse Culture
Shock Depends On:
Whether you had a mentor relationship
with someone within the “home”
organization; and
What type of living conditions you
experienced or witnessed in the host
culture.
Source: Infogram, “Coming Home Again,”
David M. Kennedy Center for International
Studies, Brigham Young University.
How to Cope with Reverse
Culture Shock:
Be prepared to acknowledge that you
have changed.
Find a mentor within your organization.
Communicate often with family and coworkers.
Research returning to the home country.
Re-adjust your expectations of the “ideal
place to live.”
How to Cope with Reverse
Culture Shock:
Do not expect people to listen to your
cross-cultural experiences.