Living and Working in | Communicaid Blog | Cross Cultural Training and International Communication Skills

Nov 09

Movember – What’s in a beard?

The time has come once again when men around the world take a break from their clean shaven faces and for one month pursue the growing and grooming of that beloved form of facial hair, the moustache. The month of November is renamed ‘Movember’ all in aid of ‘changing the face of men’s health’. ‘Mo Bros’, as the male participants are called, grow moustaches to create more awareness for men’s health particularly prostate and testicular cancer. Originating in Melbourne, Australia in 2003 it has grown from 30 registrants in one country to over 800,000 registrants all across the world in 2011 making it a multicultural event.

Indian businessman 6 i Movember – What’s in a beard?

Facial hair has had many different meanings throughout history and it has a rich, not to mention thick, curly and itchy history. When living and working overseas having an awareness of different views on beards and moustaches could help prevent misunderstandings and faux pas. Here are a few examples of differing cultures’ views on facial hair.

In ancient Egypt, beards were worn as a fashion statement. In ancient India beards were considered to be a sign of dignity and wisdom. Ancient Greeks considered beards to be manly and those not wearing beards were considered disgraceful. The ancient Romans, in contrast, considered beards to be a sign of laziness. Throughout the Renaissance and modern times, beards have fallen in and out of favour all throughout the world. Within history and within different cultures facial hair has been attributed with wisdom, knowledge or traps and vagabonds.

In Sikhism they believe that the beard and hair in general is given by God. Sikhs believe that God created the male body with hair therefore it is against his will to remove it.

Keeping beards in Hinduism depends on the Dharma that is being followed. The ancient text followed regarding beards depends on the Deva and other teachings, varying according to whom the devotee worships or follows. In the Dharma it is said that wearing a moustache is regarded as a sign of evil.

In Islam men are required to wear a beard because of the prophet Muhammad saying that men should grow their beards. Even the length of the beard can distinguish different Muslims, the longer beard being associated with Sunni and a closely trimmed beard being associated with Shi’a.

In the western world a moustache used to be a sign of stature but now is seen in an almost amusing way whereas a beard is often associated with being unkempt.

The views on facial hair vary hugely across cultures. In some countries facial hair is comical however in some its meaning is rooted in their key values and beliefs. A cultural awarenessof these differing views can help understand these meanings. However, Movember forms bridges across these differences and uses facial hair as a tool to gain attention of a serious cause through a potentially comical action. The international reach of this month-long event shows how people from all around the world can come together for a common cause, regardless on their culture or background.

Tagged with: expatriation • Living and Working in • Movember • relocation training

Jul 07

The Future of International Assignees – What trends can we expect in 2020?

Cross Cultural Training, Cultural training for Relocation, Culture, Culture training for Business & Management, Culture training for Human Resources, Culture training for the Public sector No Comments »

A recent report published by PricewaterhouseCoopers gives us a glimpse of the state of international assignments in the year 2020. This comprehensive report shows new trends, challenges and opportunities of international assignments in the years to come, from the use of new technology to remuneration policies and from the new type of assignees to connections between states and companies.

Here we have summarised some of the highlights of the report:

International Assignees

PricewaterhouseCoopers foresee a 50% rise in the number of international assignees, but as the baby boomers slowly begin to retire, new generations of international workers will appear to replace them. New generations of international assignees will be motivated by different factors and have diverse career goals.

According to the report, The Generation Xers will arrive at their full career potential in 2020. They will be selective about their assignments and try to maximise their income. They will be joined by the Millennials who tend to perceive international assignments as a rite of passage and are more likely to work abroad longer and come back to their homeland later in their career. In 2020 we will also still see some of the baby boomers working and seeking the best assignments in order to keep high incomes and maintain their living standards.

Competition between Companies

According to this report, the competition between firms will continue to increase in the near future so companies will have to fight even harder to hire and retain the most talented and high level employees. To find this new talent, international companies will have to recruit worldwide while they will also have to find ways of encouraging their employees to stay in the organisation.

According to the PricewaterhouseCoopers’ study, while remuneration policies will remain the main incentives, they will no longer be sufficient to retain talented employees. Companies will have to adapt to their employees’ core values and provide them with challenging and stimulating roles around the world.

New Destinations

Emergent countries will have reached their full potential in 2020 resulting in new global mobility patterns. Instead of having personnel going from Northern to Southern countries, firms will increasingly send their employees to any country in the world.

The constant search for new talent will drive international companies to scout the foreign market for employees who bring a high level of competence, knowledge and experience. For example, the report shows the case where a Chinese organisation may hire a European worker and send him or her to work in Africa.

Changes to demography around the world will also impact the mobility flow. Indian cities for instance will become more important as their educated population overtakes key urban centres in western countries making India an attractive place for doing business. Bangalore, for example, has been reported to have a huge population of experienced global mobility professionals which is attracting many western organisations looking to outsource some of the business processes.

In addition to the above, the report also highlights several challenges and obstacles for the international assignees of the future that can jeopardise their success. Among these challenges are the impact of culture, increased interaction with different ethnic groups, loss of social networks and difficulties finding an occupation or employment for partners and children.

Cross cultural awareness training courses like Living and Working in India or Partner and Family Training can help by providing key insights and knowledge about the target culture and strategies for dealing with cultural adaptation. The skills developed on an intercultural training course can ensure that international assignees today and in 2020 will have the support they need to be successful anywhere in the world.

© Communicaid Group Ltd. 2010

Tagged with: challenge of international assignment • Courses - Cultural Training • Culture • culture for Human Resources • intercultural training • international assignees • Living and Working in • Working Succesfully Across Cultures

Jul 05

International Football Players – Impact of Relocation on Game Performance

Cross Cultural Training, Cultural training for Relocation, Culture, Culture training for Business & Management, Culture training for Human Resources, Culture training for the Public sector 2 Comments »

According to a recent study conducted by accounting firm Deloitte, the European football championships have approximately three quarters of the football players who are playing in World Cup.

What attracts so many players to the European football leagues over other world teams? Many argue that the main reason behind this trend is money. European football generated €15.7 billion during the 2008 season alone. This revenue comes mainly from tickets and merchandise sales as well as TV slots and adverts. English, German, Spanish, Italian and French championships have particularly high revenues which account for half of the continent total revenue.

With these colossal amounts of money, it is not surprising to see many young players from South America or Africa so eager to come and play in Europe in the hope of being recruited by prestigious clubs like Manchester, Chelsea or Barcelona. However even extremely fit and skilled professional football players are no different from expatriates when it comes to being relocated and living and working abroad.

Rows of seats Celso Pupo i International Football Players Impact of Relocation on Game Performance

Employees of corporate or public sector organisations and football players alike deal with the challenges of culture shock and adaptation when moving to a new environment which can be quite different from the one they have just left. The language, food and infrastructures can be dramatically different as well as cultural values and attitudes on a social and professional level. Adapting to these new elements can sometimes be difficult for young players who are far from home, especially with atmospheres of rivalry which can make things even tougher.

Like any other international assignees, foreign football players have to cope with the differences in the way they work. Depending on where you are, players may be faced with different management and training styles as well as differences in how the game is played. For example in Italy the Calcio tolerates rough defence and a harsher physical involvement while the English Premiere League emphasises the attack, leading to spectacular and open games. While some players adapt naturally to these differences, other can struggle and witness a decrease in their overall performance.

Players own cultural values can also become obstacles, particularly in how they adapt to different management or training styles. Their relationship to authority, for example, and how they perceive their manager or their attitude to time and arriving late for training sessions can also have an impact on how they are perceived by the rest of the team and perform as a player.

International players can also experience a kind of reverse culture shock when they come back from their club to play in their national squad. The French sports newspaper l’Equipe recently took the example of the Argentinean player Lionel Messi who they say has played for so long in Spain that he now struggles to adapt the way the Albiceleste play the game!

Hiring young players from foreign and distant countries can be really expensive so ensuring that young champions adapt quickly and efficiently to their new environment is key for football clubs both from a competition and financial perspective. Football clubs should follow in the footsteps of many international firms and provide cross cultural awareness training courses to their players to ensure a smooth adaptation process to their prodigies.

© Communicaid Group Ltd. 2010

Tagged with: Courses - Cultural Training • Cross Cultural Training • Cross cultural training for relocation • Football • international assignees • international relocation • Living and Working in • Working Succesfully Across Cultures • World Cup 2010

Jun 10

Perceptions of Animals across Cultures: Man’s Best Friend or Dirty Beast?

Cross Cultural Training, Cultural training for Relocation, Culture, Culture training for Business & Management, Culture training for the Public sector 1 Comment »

When living and working in another country, there are numerous things to consider apart from the more obvious ones of climate, language, religion, currency, etc. Some important considerations are less obvious. For example, do you have a pet or do you enjoy a hobby such as horse riding? Your animal or hobby may be perceived in a completely different light in another culture so it’s important to consider the significance given to specific animals in different parts of the world and general perceptions towards them.

One example which is often mentioned in popular press is the case of dogs. In some cultures, like the US or UK, dogs are loved and considered a great pet to have at home and with the family. In other cultures, such as those where Islam is the majority religion, dogs may be perceived as dirty or dangerous. Muslims’ treatment of dogs is still a matter of debate amongst Islamic scholars . While these animals are widely considered by many Western cultures to be ‘man’s best friend’, the Koran describes them as unhygienic. Muslims will therefore avoid touching a dog unless he can wash his hands immediately afterwards, and they will almost never keep a dog in their home.

Cairo sunset clu i Perceptions of Animals across Cultures: Man’s Best Friend or Dirty Beast?

In Iran, for instance, a cleric once denounced ‘the moral depravity’ of dog owners and even demanded their arrest. If you are an international assignee living and working in Saudi Arabia or another Arabic country, you should remember this when inviting Arab counterparts to your house in case you have a dog as a pet. This is just one example of how Islam and other cultural beliefs can impact on aspects of everyday life that someone else may not even question. A Middle Eastern man might be very surprised when going to Japan, for instance, and seeing dogs being dressed and pampered like humans and carried around in baby prams!

Dogs are not the only animals which are perceived quite differently from one culture to another. In India, for example, cows are sacred and are treated with the utmost respect. Conversely in Argentina, beef is a symbol of national pride because of its tradition and the high quality of its cuts. An Indian working in Argentina who has not done his research or participated in a cross cultural training programme such as Doing Business in Argentina may be surprised at his first welcome dinner with his Argentinean counterparts where a main dish of beef would be served.

It is therefore crucial to be aware of the specific values assigned to objects or animals in different cultures to avoid faux-pas or cultural misunderstandings, particularly when living and working in another culture. Learning how people value animals and other symbols around the world is one of the numerous cultural examples discussed in Communicaid’s intercultural training courses. Understanding how your international colleagues may perceive certain animals can help you ensure you aren’t insensitive and it may even provide you with a good topic for conversation.

Communicaid’s cross cultural training for relocation courses can be specifically tailored to meet the needs of your business and prepare your employees for any international assignment or business venture. Our courses are tailored to include all potential topics of interest and problems that might arise to prepare your workforce to deal with them appropriately.

Living and working abroad requires not only knowledge of the business culture of a particular country, but also a more in-depth understanding of its culture and wider traditions. Such understanding will facilitate fruitful relationships and successful business partnerships wherever you need to go.

© Communicaid Group Ltd.2010

Tagged with: Animals • Argentina • Cows • Cross cultural courses • Cross Cultural Training • Culture • Dogs • India • intercultural training • Living and Working in • Perceptions • Saudi Arabia • Working Succesfully Across Cultures

Jun 02

What is the most challenging destination for an international assignment?

Cross Cultural Training, Cultural training for Relocation, Culture, Culture training for Business & Management, Culture training for Human Resources, Culture training for the Public sector 3 Comments »

China and India are often regarded as two of the most challenging destinations for international assignments. However, there are difficulties awaiting every expatriate, regardless of their destination.

Many people assume that cultures which are drastically different to their own will cause them the most challenges, however going to a country that has a similar set of cultural values or language can be even more problematic if international assignees are not prepared for possible pitfalls like assumptions of similarity, stereotypes, cultural differences and a lack of preparation which can lead to a failed expatriation experience.

Flags 2 Daniel Cardiffi1 What is the most challenging destination for an international assignment?

If we take the example of a British international assignee living and working in the US, the so called cultural closeness between the two countries (and thus strong assumptions of similarity) can create frustration and critical incidents. But there are indeed huge cultural differences between the US and the UK, and the fact that both countries speak the “same” language does not always help.

In fact, speaking the “same” language can actually hurt as many will not expect differences. US natives are not usually familiar with the nuances and turn of phrases used by the British, while the British may be confused by differences in vocabulary and business jargon. Small differences in the way English is spoken and used in each culture can lead to severe misunderstandings. Adding to the language are the many cultural values, attitudes and working habits which are often very different.

An international assignment in India or China presents a unique set of challenges. It is commonly accepted that these countries have their own values and cultural flavour; this is why intercultural training programmes are increasingly offered to expatriates going to work there. However, understanding the culture of these countries is one thing, living there every day is another. Living the rush hour in New Delhi or trying the unusual (from a westerner perspective!) Chinese cuisine cannot be explained, it has to be experienced first hand.

That being said, understanding the cultural drivers, values and traditions and having a set of strategies that help international assignees deal with any challenges they may encounter is essential for anyone going on an international assignment, no matter how ‘challenging’ the destination. This is where cross cultural training for relocation can help, whether it’s for the employee moving or their family or both, any destination which is deemed challenging can be turned into a destination of opportunity and success with the right kind of training and support.

© Communicaid Group Ltd. 2010

Tagged with: Communicating across cultures • Cross cultural courses • Cross Cultural Training • cross-cultural awareness • expatriation • intercultural training • international assignment • Living and Working in • most challenging country • Working effectively across cultures

Apr 13

International Assignments – Understanding the Impact of Reverse Culture Shock

Cross Cultural Training, Cultural training for Relocation, Culture, Culture training for Business & Management, Culture training for Human Resources, Culture training for the Public sector 1 Comment »

‘Culture shock’ is a widely tackled issue in cross cultural and intercultural training programs as it can have a huge impact on the international business community. In its broadest sense most people understand that culture shock can occur to an international assignee on their arrival in a new culture or to a short-term business traveller during their time in another culture. While culture shock is a widely understood concept, people tend to be less familiar with the concept of ‘reverse culture shock’, the condition which can affect international assignees or business travellers arriving back to their home culture after a prolonged period spent living and working in another culture.

When we think of returning home after time spent abroad, we don’t automatically think there might be problems or obstructions to our readjustment. We might not even think we’ll need to readjust at all – after all, we are returning back home!

Whilst abroad there is the tendency to think that life at home has stood still, that nothing has moved on and that our friends’ and family’s lives have carried on as usual. However, when we get back to our home culture, we often find the opposite has happened. Life has moved on, and we have missed it. Even seemingly trivial things such as television can have an impact on our mood and feelings.

What is more, there is often the expectation that when we return from an extended period abroad, people will want to sit and listen to our stories. This however is often not the case. People might take a passing interest, but the truth is that if they have never had a similar cross cultural experience they will not typically appreciate your situation and may be uninterested in what you did during your time away. This can cause you to either become frustrated, despondent or repress the memories of your time away.

Though you may not realise this, while things have changed at home, you too have changed over the course of your assignment so remember this. You have spent time away from what you know, from the familiar and have been transplanted into the unfamiliar. This will affect you on returning and readjustment to your home culture.

If you are preparing your return from an extended cross cultural experience living or working in another culture, here are some tips to help you deal with the effects of reverse culture shock:

Plan in advance and make sure you prepare for your homecoming in the same way you did for your departure.
Be aware that things will have moved on and will not have stayed exactly as you left them. If you are prepared for this, then you will not be so surprised by the reality of your return.
Find people with similar experiences of living abroad in the same or other culture, with whom you can share stories about your international assignment or travels.
Be aware that the business may not recognise or understand what skills you have developed or the knowledge you have gained while living or working abroad. Try to set up meetings with your manager or team to help them harness your new competencies and awareness.
If you have family, be aware of the impact your return can have on them. Be sure to set aside time when you can reminisce on your experiences together and talk about how the adjustment process is going.
Make occasional trips back to the other culture so you don’t lose touch with it.

While general tips like the above are useful, the effects of reverse culture shock can be as diverse and profound as your experience abroad. No person is the same and we all assimilate and react to different situations in our own way. Communicaid has long recognised this and developed a highly tailored and blended approach to intercultural and cross cultural training to help individuals deal with the complexity of reverse culture shock.

Communicaid’s cross cultural training programs for repatriation provide individuals returning from an extended international experience with skills and strategies to re-assimilate as effectively and smoothly to their home culture. Repatriation Training examines the potential cultural, social and work challenges of returning to your home culture. These cross cultural awareness training programs also provide practical information on recent home country changes and developments and strategies for reintegrating into the organisation. By providing repatriation training to your employees and their families, you can ensure a higher retention and satisfaction rate resulting in improved performance for the organisation.

Tagged with: Courses - Cultural Training • cross cultural awareness training programmes • Cross cultural training for relocation • Cross Cultural Training Programs • Intercultural Training Programs • international assignment • Living and Working in • relocation training • Repatriation Training • reverse culture shock

Dec 21

Coming Home: The Hidden Challenges of Repatriation

Cross Cultural Training, Cultural training for Relocation, Culture, Culture training for Human Resources No Comments »

The thought of returning home after an international assignment usually creates a variety of mixed emotions for international assignees. The excitement of seeing family and friends, anxiety about how they might be accepted professionally and personally and feelings of sadness about leaving the life they created abroad are all symptoms of reverse culture shock that many international assignees face upon repatriation.

Most people underestimate the potential challenges of readjusting to life back home. In fact, studies show that repatriation is often the most difficult phase of the international assignment process and that reverse culture shock often affects both professional and personal reintegration.

Major professional challenges may involve the:

• Lack of recognition of improved professional skills
• Lack of an appropriate professional role
• Challenge of integrating into a potentially different organisational culture

On a personal level, international assignees often:

• Have unrealistic expectations of life at home and how it has changed
• Make false assumptions about how easily they will be able to fit back in
• Have difficulty supporting family members experiencing reverse culture shock

Studies show that over 40% of returnees leave their companies within one year of their return. This has serious direct and indirect cost implications for the company.

Repatriation Training can help international assignees anticipate the challenges of returning home and develop strategies for dealing with them. Repatriation training provides international assignees an understanding of what has changed in their home country, tips for dealing with reverse culture shock and support from an expert to understand the hidden challenges of returning home. Organisations can also benefit from providing cross-cultural training programmes for relocation to international assignees as it will help them harness their new skills and experience and ensure they have a professional place to come back to.