Category Archives: Cross Cultural Insights

Postings and discussions about cross-cultural topics

How to Make Cross-Cultural Training Effective

Guest Author:
Nathalie-Michèle Sylvain - Transitaré

[Editor's Note:  It is with pleasure we welcome Nathalie-Michèle Sylvain as a Guest Author. Nathalie-Michèle is based in Montreal, Canada, where she specializes in candidate and family assessment, expatriate support and intercultural management training. She regularly participates in global conferences and has been an invited speaker for cross-cultural topics at some of these conferences as well as at Canadian universities.]

A lot is said about cross-cultural training for international assignments. Some argue that it is very important and should be done prior to departure, others claim in should be done at the host country and others still doubt the value of cross-cultural training all together. But we tend to forget that the effectiveness of a cross-cultural training depends more on its content than on its timing. So what makes a good and effective cross-cultural training program?

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International HR Forum Best of 2011

Author:
Warren Heaps – Birches Group LLC

As we reflect back on the 2011 year just completed, we have compiled a list of the most popular posts on the site during the past year.  Each of the posts listed below had more than 1,000 views during 2011.  If you did not have a chance to view these posts when they were first published, here’s a great opportunity to see what you missed.

Why Culture is Important in International Business
Ten Steps For Building A Salary Structure
International Employment Law “Quick Facts”: Brazil
How Top Companies Manage Talent Development
The Way To Identify Your Future Leaders (Part 1)
International Employment Law “Quick Facts”: India
Global Salary Grades or Global Salary Structure?
Global HR Issues That Keep Executives Up at Night – Part 1
International Annual Leave Rules — Or I Want to Live in Brazil!
The Way to Identify your Future Leaders – Part 2
Square Peg in a Round Hole: Balancing the Global Salary Budget
Base Salary – Not So Basic!
Reverse Culture Shock (or Why Do I Hate Being Back Home?)
Creating High Performance Teams
From Training Departments to a Company Academy Part 1

We have much to look forward to as we enter 2012. We will be adding some new regular contributors to the site, and will be revamping the entire site over the next few months. We appreciate your support and encourage you to add your comments on how we can make the site even more valuable for you. Also, let us have your suggestions for future posts and other ideas you think would be helpful in advancing the site as a resource for international human resources professionals.  Finally, if you are interested in submitting a post, we welcome your participation.  Please contact me to discuss your interest.

Holiday Gift Giving Around the World

Guest Author:
Dean Foster – DFA Intercultural Global Solutions

[Editor's Note:  We are happy to welcome Dean Foster as a Guest Author.  Dean is a well-known expert on culture in business, is a frequent lecturer at various universities and conferences, and  is the author of many books on the topic of culture in business.  He is the Director of his own firm, DFA Intercultural Global Solutions.]

Gift giving can be a little tricky when giving gifts to
international colleagues. Cultural differences can make a terrific gift at home into a terrible no-no abroad. With the holiday season soon upon us, here are some important cross-cultural gift-giving considerations when sending gifts to your international friends and business associates.

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Who Dresses for Success Anymore?

Author:
Chuck Csizmar - CMC Compensation Group

It hasn’t been that many years ago that the term “business casual” was coined to describe a new flexibility in acceptable office attire .  To many business leaders though, the phrase meant no more than wearing a red tie, and perhaps only once a week.

Well, that was then.  Today, attitudes and customs are quite different, and typically much less conservative.  For example, it is not uncommon in some circles for male employees to forgo the use of socks within an office environment.  I know, because recently I visited such an office and saw for myself.

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Affirmative Action – A Global Issue

Author:
Jacque Vilet – Vilet International

MythAffirmative action is a U.S. policy that is particular to America.

Fact:  Affirmative action is an international phenomenon and is supported  by human rights principles, including the International Covenant for the Elimination of Race Discrimination.

Around the globe, historically and currently, many countries have pursued and embraced affirmative action  measures to address various forms of subordination and inequity that exclude or marginalize socially distinct groups.

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Competitive? It’s All Relative.

Author:
Jacque Vilet – Vilet International

With globalization comes added complexity for Human Resources.

Multi-national companies often have a well-documented compensation policy that outlines the specifics of their competitive market positioning.  But should there be one market position across the entire global operations of the company?  I don’t think so.

Let’s explore the realities.  Assume, for example, that the company decides on the 50th percentile (median) as their desired a market position.  Here are the problems with this approach:

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Corporate Intranets – A Global Disconnect?


Author:
Jacquelyn Vilet – TriNet

Editor’s NoteWe are pleased to welcome Jacque Vilet as a regular contributor to the International HR Forum. Jacque is a Global HR/Benefits Consultant for TriNet, providing global Human Resources services to SME’s with international operations.  She has over 20 years experience in International Human Resources with both local nationals and expatriates, and has been an expat twice during her career. Jacque holds the Certified Compensation Professional (CCP)  from WorldatWork, the GPHR Global Professional in Human Resources (GPHR) from the Society of Human Resources Management and  Strategic Workforce Planning (SWP) from Human Capital Insitute.

Every company operating on a global basis is interested in having all their employees worldwide identify  with the company  Many companies use an “Intranet” web site for this purpose.  But oftentimes, the design can be flawed, and even lead to disconnects with global employees.  Do you think the design of your intranet makes employees worldwide truly identify with your company?

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HR in Afghanistan – A Personal Story

The Author in her tent


Guest Author:
Yolanda Adrian

Why would anyone volunteer to live in a tent and sleep on a cot?  Well I did.  I had the opportunity to work in Afghanistan for three months from November 2009 through January 2010. The company I work for is a defense contractor and we won a contract in Afghanistan; I volunteered to help with the phase-in of the program.

My assignment was to assist with the hiring of the incumbent workers employed by the current supplier as employees of my company.  While this might seem like a simple task, there were many challenges – not knowing who the employees are, not being able to contact the employees at the work site during working hours, and the many different locations involved.

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Third Culture Kids – Maintaining Stability in a Life Without Roots


Author:
Megan Wu, GMS – Santa Fe Relocation Services (Shanghai, China)

[Editor's Note: We are delighted to feature this article about Third Culture Kids by Guest Author, Megan Wu.  Megan is herself a Third Culture Kid, and is now raising one of her own in Shanghai.  In addition, she serves as Relocation Services Manager for Santa Fe Relocation, a leading relocation provider.]

The business of global mobility is all about helping people who find themselves in a foreign country and a different culture. Many assignees are families and with that comes a lot of worry on how the children will adjust to the move and the new surroundings.

When a child is moved from one culture to the next they instantly begin forming their own “third” culture to incorporate all the new and the old that they come in contact with, making them “third culture kids” (TCKs). A third culture child is someone who has grown up in a culture not their own. They feel that they no longer can completely assimilate with their home culture, and as they are a foreigner, cannot completely assimilate with their host culture; therefore forming their own third culture. How each child handles this cultural jumble does of course depend on each child’s personality, duration of stay, age, parental attitude, etc.

I am one such TCK, after moving to Shanghai in 1998 at the age of 15. I have lived in Shanghai for 12 years. Now that I am the mother of a 3 year old girl and facing questions on how to best raise my daughter in Shanghai, I have thought a lot about the importance/disadvantages/advantages of being a third culture child. Since my daughter is growing up raised by an American parent, living in China, she is very much growing up in the “third” culture that I myself have created. and all the benefits and challenges that come along with it.

Cultural Acceptance and Diversity
Growing up abroad has given me a greater understanding of other cultures. I have had the chance to come in contact with children from different cultures in school, and now in an international work environment. My friends and colleagues are from many different countries around the world, opening my eyes to different cultures. I have become more aware of the fact that there are different ways of celebrating, smells, tastes etc. This has given me the flexibility and a sensitivity that can be more difficult to obtain when living “at home”.

Learning and hearing foreign languages is also an important factor in the cultural growth of TCKs. The hopes of many parents is that the children will be able to learn at least one or even more languages while being abroad. This is not so easy. After several years in China, I did not speak more than basic Chinese, as most of my world was based in English – at home and in school. My understanding was more than basic, as Chinglish (Chinese and English mixed) was a common “language” at school and I achieved some comprehension of the language this way. It was not until I began studying Chinese seriously at University that I could combine all the conscious and subconscious knowledge I had to actually advance to fluent Chinese.

Based on my personal experience, and similar experiences of friends, I believe it is critical for parents to ensure that there is some aspect of the TCKs life that is submerged in the language they should learn – be that extra language lessons, a special activity or even just spending time with a maid/nanny that does not speak your own language.

Cultural Roots
The flip-side to being culturally aware and flexible is a sense of lacking cultural roots. Growing up, I was asked if I felt rootless every time I returned home for the summer, but could not quite understand the implications until much later. I always felt that I had stability of where I came from and what I stood for. This may not have come from my culture but rather from my family. Wherever my family was – this was home and I know what social/cultural rules applied. To me this has emphasized the importance of having consistency in the home environment – not only in terms of rituals, but also in terms of rules and values.

It was only upon my return to the US after graduating from high school in Shanghai and starting US University that I discovered what the effects were of my overseas experience. My lack of understanding of common conversations such as TV shows and politics was embarrassing. My gap of knowledge in the modern culture with regards to TV shows, commercials, programs/activities growing up, and that my peers did not understand my experiences, was a constant reminder of my time away from “the norm”. Reverse Culture Shock does exist and in my case, resulted in my decision to embrace my overseas experiences, return to my life a nomad and move back to China. Every child deals with reverse culture shock differently, of course. Some will see their return “home” as yet another adventure.

Social Skills
Going to school in a foreign country puts great emphasis on your social skills but also builds you empathy. At any international school around the world, each student will have been “the new kid” at one time or another. Generally I have found that TCKs will have a sense of openness and confidence in handling new situations simply because they have to! During school they will inevitably say many goodbyes to good friends; they have to make new friends continuously. This can lead to many good friends all over the world that will last for a long time, but can also create a situation where a protective mechanism is built up where “out of sight is out of mind”, leaving the TCK with few friends from a specific period in their life.

Reflections
Looking back I do feel that the advantages of being a TCK far outweigh the disadvantages. I will always be unique. In my role as a relocation professional, I will always have a different way of perceiving the world and a different understanding of the challenges that face our clients, especially the children.

Resources
There are plenty of resources either from the web or books where you can better understand your Third Cultural Kid. Here are a few websites that might provide you with more insight:

Whatever you do as a parent, the most valuable suggestion I can give you is: Tell your child that their life will be different, the lessons they learn along the way as a TCK will be valuable tools in their adult life, and most importantly they are not alone.

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What Kids Say About International Assignments

Author:
Michael F. Tucker, Ph.D, CMC
Tucker International

Some years ago, Art Linkletter had a featured segment on his television show “Art Linkletter’s House Party”  called “Kids Say the Darndest Things.”  Bill Cosby hosted a later version, and there were also similar series in the U.K. and Australia.

We at Tucker International have found this to be true today when we listen to kids accompanying their parents on international assignments.  The following are some of the things we have heard from them during our intercultural training programs for them and their families.

The Turtles, the Cat, the Dog and the Orangutan
A ten-year old boy going to Indonesia insisted that he was only going to go if his two turtles, cat and dog went… unless his parents promised him a baby orangutan.

Mom’s Happy – Dad’s Happy, What About Me
A ten year old boy had this to say about the ease of the move:  “My mom’s happy; she gets a maid.  My dad’s happy; he’ll get a lot of money.  I’m the only one in our family who feels sad about going.  It will be easy for them.  They are old!”

My Mom the Grandma
A ten year old girl summed up her feelings about how long she would be away from the U.S.A.:  “When I get back, my mom will probably be a grandma.”

Boy Am I Lucky
A teenager’s view of the move:  “I hate it.  Everybody keeps telling me how lucky I am to get to live overseas.  But they don’t have to do it… I do.”

The Pilgrims and the Indians “Over There”
A seven-year old girl from the UK moving to the Southern USA was listening to the story of the first Thanksgiving.  When the part came up about the Pilgrim Fathers having the neighboring Indians for dinner on the big day, a look of horror came across her face.  The youth trainer asked what “was the matter,” and the little girl replied, “Ohhh, the Pilgrims ate the Indians for dinner!”

My House, My Pet, Am I Next?
A nine-year old boy broke into tears as he was explaining the family’s international move:  “My parents are selling my house and my dog, I think I might be next!”

We’re Not Really Moving?!!
On the first day of the pre-departure training program, (the family was departing on their assignment the following week), a twelve-year-old girl was asked how she felt about moving to Switzerland.  She said “I don’t know.  I haven’t really thought about it.  I am not sure we are really moving.”

Some of these stories illustrate the need to provide high quality intercultural training for kids.  Young people, generally ages seven and above, are very sensitive to changes associated with international relocation.  They are sometimes left out during the international assignment decision and preparation process.  It is very helpful to counsel and educate them on how to handle changes that greatly affect their lives.

Intercultural training can reduce fear and stress and create a more realistic and optimistic view about the international move.  The results are young people about to become “third culture kids” who are happier, more supportive, adjust easier and have a willingness to culturally engage themselves in the country of assignment.

The best practice followed by many successful organizations is to provide intercultural training for assignees and their families.  Many studies show that if the family fails to adjust successfully while on assignment, the likelihood of a failed assignment is high.

Does your organization include children in pre-assignment inter-cultural training?  What has been your experience with children of assignees?

More about Michael: