Culture Shock

These are the findings of an empirical study by Rosalie L. Tung about the failures of Expatriats:

A study by Rosalie Tung showed that in 7 percent of the questioned companies between 20 and 40 percent of the expatriates had to be called back or dismissed as a consequence of their failure abroad. 69 percent of the companies reported the failure of 10 to 20 percent of the expatriates, 124 percent had a failure rate of under 10 percent.

The reasons for these failures were (in rank of their importance):

  1. Expatriate´s partner had adaptation problems to the different physical and cultural environment,
  2. expatriate himself had adaptation problems to the different physical and cultural environment,
  3. other familiar problems,
  4. lack of personal or emotional maturity of the manager,
  5. lack of capability, to cope with the responsibility going along with being sent abroad,
  6. lack of technical skills,
  7. lack of motivation to work abroad

Source: Rosalie L. Tung, Columbia Journal of World Business, Spring 1981.

Culture Shock

...is simply the realization that everything that has been learned in one’s life is not necessarily valid in another culture.

Culture Shock can be seen as an identity crisis, during which the individual needs to develop new ways of perceiving oneself and the world, since the familiar patterns of behaviour - which are well accepted at home - might not be appropriate in the new environment anymore, and familiar orientation systems might be disfunctional. The questioning of “normal” behaviour, of common value systems, of the ways how we are used to build and maintain relationships, how we solve problems etc. may induce a serious disorientation and personal crisis. Seen from this point of view, the symptoms of culture shock are transitory “growing pains”, which allow, even compel the development of new skills and of the ability to see the world from a different point of view (the development of  the ability to change perspectives - an important component of critical thinking).

Activities to minimize the impact of culture shock

  • Pursue the information gathering about the host country assiduously. Learn as much as you can about the place of your stay.
  • Look consciously for logical reasons behind everything in the host culture which seems strange, difficult, confusing of threatening. Even if the “reason” is wrong, it will reinforce a positive attitude that there is an understandable explanation behind the things. Find patterns and inter-relationships - all pieces fit together once you discover where they go.
  • Don’t yield to the temptation to depreciate the host culture. No jokes and bad comments which intend to illustrate the stupidity of the local people. No “friends” would do that - they will only reinforce your unhappiness.
  • Find a host national who is sympathetic (whom you trust) and discuss with that person the specific situations and your feelings related to them.
  • Keep your faith in yourself, in the essential good will of the local people and in the positive outcome of the experience.
  • Be aware of the fact, that such a  thing like “culture shock” exists.

How to cope with Culture Shock (by Arthur Gordon)