Picture 9

Employee Expect Cross

Cultural Training as a tool to
reduce Cultural shocks

Nitin Arora (B.E. Chemical, MBA )

Amity International Business school

Noida, INDIA
 Let’s Start
Introduction

Research Conclusion &

Literature Review Analysis Conclusion
Methodology Recommendation

3
 Agenda

• My goals
1. To tell about the Expectations about
would-be-expatriates from their
organization before they are sent out for
an foreign assignment in USA
• Your expectations
What are those expectations!!!

4
4
 INTRODUCTION

• Global Assignments for Indian Orgn.

• Organizations can’t leave this
opportunity / deal/ partnerships/
contracts
• Must send employees for execution
• Would be expatriates are Born
immediately
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 Who wants to be an expatriate?

• I do! (The would-be-expatriate)

– This is my chance to have a real impact
(big fish in a small pond)
– Senior management will see what I’m truly
capable of accomplishing (testing me)
– Adventure and luxury
– Priceless experiences we’ll take home.

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 Literature Review

Introduction

Research Conclusion &

Literature Review Methodology Analysis Conclusion
Recommendation

7
 Culture: What is it??

• Culture is the art and other manifestations of

human intellectual achievement regarded
collectively; it is the customs, civilization, and
achievement of a particular time or people; is
it the way of life of a particular society or
group. Culture is the knowledge, beliefs, art,
law, morals, customs, and other capabilities
of one group, distinguishing it from other
groups
8
 Understanding
Be
the Cultural
g e
Va lief Environment u a y
lu s , g nc n e
es a
L Flu

Cultural
Differences

l s , So
b o s cie
y m om Ro ta
S st les l
Cu

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4-9
 CULTURAL SHOCK

• Dr. Kalervo Oberg (1960) says it

is the trauma suffered by people
when they are suddenly
introduced to a culture that is very
different from their own

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Fears of Would-be-expatriates

Own personality

Pre-departure fears
International
Human
Resource
Management

Novel Cultural
Family Issues
Land
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 Various Issues Raised

Cross cultural Organizational Selection

Training support Mechanism

It will produce cost Logistical support Is related

effective functioning Coworker support with
in a new Mentor in foreign land success of assgnt.
Corporate Hardship allowances and
environment Tax complexities image of Organization

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 Challenge for IHRM
Pre-departure On Site Returning

• How to prepare • Once they are

international in abroad how • How to
assignees to to facilitate plan their
succeed in their re-entry
abroad development

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 Hofstede finds USA and India to be
culturally different

Indians USA:
High Individualism
Low Individualism High Uncertainty Avoidance
Low in Uncertainty Avoidance High in Masculinity
Low in Masculinity Low in Long term Orientation
High in Long term Orientation

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Phases of Cross Cultural Training

Training Methods

Training Rigor

Duration of Rigor

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The Expectations of
Would-be-expatriates
are

GENUINE

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 Let’s Move ahead

Introduction

Research
Conclusion &
Literature Review Methodology Analysis Conclusion
Recommendation

17
 Two Global Centers taken for
North America Research

INDIA

18
4-18
 Research Gap

Expectations of
would-be-expats from
Cross cultural Training
Expectations of
Would-be-expats
From
Organizational support
till they return back

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 RESEARCH OBJECTIVE

Expectation of WBE
from CCT

Broad
Objectives

Expectation of WBE
Of Orgn support during
three phases
 Sub Objectives

• The importance given by WBE to

cultural factor in accepting a US Posting
• Importance given to the timing of CCT
(before/during/before returning)
• Duration of each CCT (3 phases)
• Intensity of each CCT phase
• expectations of who else should take
CCT 21
 Sub Objectives

• Expectations of components of CCT in

each phase
• Importance given to the Organizational
support in managing cross cultural
shocks
• Type of Organizational support in each
phase

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 Let’s Move ahead

Introduction

Research Conclusion &

Literature Review Methodology Recommendation

Analysis

23
 EXPATRIATE TRAINING –
PROGRAMME CONTENT

Service Sector

Sample Size: 130 Junior, Middle,

Senior grade
employees
Online :40
Paper based :100 Online and paper
based survey
10 online results unused

Three districts of
Punjab
plus
Chandigarh
 Sample Categorization

IT/Insurance/
share broking <1/1-3/
20-25/25-30/30-40/
Telecom/Bank/ 3-7/7-15
Educational/ 40-50/>50 age
Advt/others
/>15 years exp

5/25/3/3/17 31/36/18 15/28/27/

/14/1/11% /9/6% 12/12/18%

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 Diagram One
Factors that influence would -be-expartriates decision for accepting an
official deputation in U.S.A
selection mecahnism
100% 5 11
90% 8 14 17 whole family adjustment
25
80% 3 12 14
27
70% 20 25 spouse adjustment
60% 60 20 22 19
50% 20 5 16 type of job
40% 8 20 21
20
30% 14 7 0
8 self personality factors
20% 10 32
26 15
10% 16 19 21
0% 8 10 difference between culture
1 2 3 4 5 6
Ranks (1 - 6)

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 Diagram Two

importance of cross cultural training programme

100%
80%
60% before coming back to India
after arrival in U.S.A
40%
before departure
20%
0%
1 2 3
rank (1 -3)
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 Diagram 3

intensity of each CCT programme

100% 8 8
before coming back to
80% 39 India
preference of
respondents
percentage

60% 60
46 after arrival in U.S.A
40%
62 before departure from
20% 38
India to U.S.A
0% 10
High Moderate Low
intensity of training
(high,moderate,low) 28
 Diagram 4

duration of CCT -expectation of would

be expatriate
respondents

before coming
percentage

48 54
45 back to India
17
56 37
27
after arrival in
1 2 3 U.S.A
duration ('1' less than a
before departure
week,'2' 1-4 week,'3' 1 or
to U.S.A from
more month India
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 Diagram 5
which components of cultural training programme
you expect to be given by organisation (before
departure to U.S.A),that will minimize cultural
shocks?
percentage performance

personal and fam ily

100 evaluation
90 adjustm ent to locals
80
70 adjustm ent to job
60
50 dailly living
40
30 am erican english
20 language
10 cultural aw areness
0
1 2 3 4 5 6
ranks(1-6) in de ce nding orde r
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 Diagram 6

components of CCT you expect (after arrival) to be given by

organisation for minimising cultural shocks

100%
percentage
preference

80% specific case oriented

60%
american english language
40%
20% organisational culture

0% adjustment to locals
1 2 3 4
rank('1' most important,'4'
least important
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 Diagram 7
w hich
components of cultural training you expect (after completion of assignment in
USA) to be given by organisation that will minize reverse cultural shocks in India

100
90
80 family counselling
percentage preference of respondents

70
60 self development
50
40 evaluation
30 future career
20 planning
10
0 updation of new
1 2 3 4 culture
ranks (most important to least important
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 Diagram 8
type of organisational support expected (before departure to
USA) to positively manage cultural shocks
percentage preference of respondents

100

90
financial s upport for
80 e xpe nce s
trave l s upport
70
inte rnational job place m e nt
60 s upport upon re turning
im m igrational s upport
50

40 te chnical s upport

30 s pous e re late d s upport

20
cultural training program

10

0
1 2 3 4 5 6 7
rank (de s ce nding orde r) 33
 Diagram 9
type of organisational support expected (after arrival in USA) to
manage cultural shocks

100%
educational counselling for kids
90%
percentage performance

cultural training program

80%

70% spouse support

60%
appointment of mentor
50%
getting local connections
40%

30% adversity allowance

20%
emotional support
10%
accomodation support
0%
1 2 3 4 5 6 7 8
rank(descending order)

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 Diagram 10
type of organinsationa l support that help in
managing reverse cultural shocks
percentage performance of

100% spouse related

support
90%
80% settling in support
respondents

70%
60% financial support for
50% expences
40%
international job
30% placement upon re-
20% entry
educational
10%
counselling for kids
0%
1 2 3 4 5 6 facilitate family
reintegration
ranks (in descending order)

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 Let’s Move ahead

Introduction

Research
Literature Review Methodology Analysis

Conclusion &
Recommendation

36
 The research study makes us understand
Punjabi Would-be-Expatriate
• Offer the Job of liking
• Punjabi People demand
English language training
besides CCT
• Immigration support before
departure
• CCT and Accommodation
support after arrival
• Placement support on return

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 Limitation

• Limited to Punjab (3
districts) and UT
chandigarh only
• Sample size * * *
limitation
• No prior deputation
experience
• Cross sectional
study
• Convenient *
sampling
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 Managerial Implications

• Pay attention to cultural differences and

their impact on Human Resource Management
(B) Focus on key areas:
Duration
Intensity
Components of training

Be more vigilant on changing genuine

expectations of Would-be-expats
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