Mar 27

The Challenges of Living and Working in Inland China

Cross Cultural Training, Cultural training for Relocation, Culture, Culture training for Business & Management No Comments »

Although China’s 2008 Labour Contract Law seemed to make western investments less profitable at the time, the economic development of the country still generates new and attractive opportunities. According to a survey carried out by the European Chamber of Commerce and Roland Berger Strategy Consultants, 68% of the polled companies were considering new investments in the country.

Chinese businessman with cellphone Hfng i The Challenges of Living and Working in Inland China

© istockphoto.com/Hfng

To date, the vast majority of China’s economic development has ocurred in the coastal cities. Places such as Shanghai, Beijing, Guangzhou and Shenzhen are commonly known as first tier cities, according to population and GDP levels. However, rising production costs, fierce competition and the population ceiling have turned these cities into less profitable places for many companies.

Second tier cities, such as Chongqing or Heifei, whose growth rate almost doubles Shanghai’s 8.2%, began to offer better conditions after first tier cities hiked their organisational cost and struggled with energy, labour and land resources. However, China’s future development and the opportunities for those living and working in China are seen to be within its 3rd and 4th tier cities.

Moving Inland
While local markets were not the main attraction when foreign investors started setting up near the coast, new market conditions now apply. First tier cities account for less than 10% of the total population, whereas more than 300 million Chinese live in smaller cities that are continuously growing thanks to migration from the countryside in massive numbers.

Today, approximately 160 cities have reached populations of more than one million people, and the rise of the Chinese middle class is expected to increase by 200 million in 2020. Companies are recognising this and are starting to become more interested in the local market place. Easier access to inland markets together with the Chinese government’s tax incentives and cheaper production costs have caused many companies to relocate their facilities to 3rd and 4th tier cities.

The biggest beneficiaries are likely to be the provinces of Sichuan in the South East of the country, the central provinces of Anhui, Jiangxi and Hunan, and the northern provinces of Hebei and Henan. Names of cities such as Wuxi, Changshu, Datong, Foshan, Yichang, Shantou or Jinzhou will sound much more familiar to westeners in the near future.

The business opportunities are clear, but many challenges may arise when a company decides to invest money in China’s more remote locations and many factors need to be carefully evaluated prior to making decisions.

Challenging Conditions
First and even second tiered cities have already adapted to western needs making it easier for anyone living and working there. They offer a wide range of fast and comfortable transport, appropriate western houses, international schools or medical facilities, and most information is usually translated into English. The 3rd and 4th tier cities however have not yet developed their capacity for receiving international assignees so living and working there can be quite challenging.

An expatriate living and working in a more remote 3rd or 4th tier Chinese city will not only find many infrastructure-related difficulties or uninteligible languages, but also people that are not used to dealing with western counterparts. A wide number of cultural differences like hierarchy, confucian values, implicit rules, different judgments and perceptions about concepts such as safety, hygiene or corruption will surely arise and cause frustration both in the work environment and in the family sphere for the international assignee.

False Expectations?
Statistics show that China is the leading location for assignment failure. Expatriates living and working in China often mention problems of adaptation as a result of cultural difference, inadequate job performance and a different business culture, spouse dissatisfaction, standards of living, or simply culture shock, as the main reasons for resignations.

Many companies investing in China overlook these cultural issues and underestimate the damage that can be done by not supporting assignees through the adjustment phase. Where appropriate measures were not taken to ensure that assignees understood the culture and had the skills to manage the challenges, both time and money were lost. As a result, investments in inland China can become a real risk rather than an opportunity if relocated personnel are not provided with specific support.

Intercultural training courses like Living and Working in China can provide international assignees and their families with the knowledge and tools to adjust more effectively to their new location, no matter what tier the city is. A better understanding of the local culture can be really meaningful not only to avoid frustration and low output, but also to help relationship building, credibility and independence in the new location, enabling assignees to make the most of their experience living and working in China and generate the expected benefits for them and their companies.

© Communicaid Group Ltd. 2013

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Nov 09

Movember – What’s in a beard?

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

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?

© istockphoto.com

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.

© Communicaid Group Ltd. 2012

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Nov 05

Forward, Believe in America – Living and Working in the US during the 2012 Elections

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

With less than a day to go until the US Election Day, the race between current president Barack Obama and his opponent Mitt Romney is neck and neck.  With the three presidential debates completed, the two candidates have been spending all their time travelling across the country to visit all key states in the last few weeks.

The impact of the presidential elections and in particular the election campaign on day-to-day life in the US is immense.  No one living and working in the US can ignore or overlook the hype, press and campaigns leading up to the elections, which started over a year and a half ago.  But why does this seem to be so important in the US?  Here are a few ideas about why this might be so but there are surely unlimited cultural explanations for this approach.

Statue of Liberty 3 Nikada i Forward, Believe in America – Living and Working in the US during the 2012 Elections© istockphoto.com/Nikada

The American Dream

Today the US is a multicultural melting pot of almost 315 million people of varying race and cultural heritage.  Despite the many differences within American society, the nation is founded on the fundamental belief in egalitarianism.  An important value of American culture is the concept of equality, this collective understanding of the notion of equality that underpins many social relationships.  Americans believe in having equal rights, equal social obligations and equal opportunities based on the concept of individual merit.

This concept of egalitarianism contributes to the system frequently referred to as the ‘American Dream’, whereby hard work deserves success and financial prosperity.  A person’s position in US society is typically determined by their achievements as opposed to their status or age.  In other words, Americans believe that working hard should be praised and rewarded.  The American ‘Can Do’ mentality is famous – anyone and everyone can become the president.  Both candidates put high emphasis on being normal people and how working hard has brought them to where they are now.

It’s Up to You

Another important value in the US is the concept of individualism.  Americans tend to place a high emphasis on individual initiative and personal achievement.  Independence and self-reliance are highly valued which became very clear when president Obama introduced his health-care plans.  Many Americans objected to his ideas because they don’t want the government to interfere in their personal life and decisions.  Americans don’t want anyone else to tell them what to do.

This value extends to the workplace where business is frequently carried out autonomously.  When living and working in the US, you may come across employee league targets at work in which competitive targets are shared among all employees.  This shows how competitive the American business environment can be.  The concept of ‘being the best’ is very important.

An important saying in the US is ‘Tell it like it is’.  Within this concept of individualism, Americans like to speak up and tell you want they think.  They highly value their own opinion.  But despite their individualistic approach to life, Americans are considered rather nationalistic.  You can find the American flag everywhere and all children learn the Star-Spangled Banner (the national anthem) in school.

Election Day is a unique chance for Americans to share their opinion and choose a new leader for their own country.  This is one of the reasons there is such hype around the American elections: it is the one chance every four years when Americans can speak up and decide what they think is best for their own country.

Tomorrow we will find out who will be the new leader of the US and some say even the new leader of the world.  It is inevitable that you will notice the importance of these elections.  Anyone living and working in the US should try to understand and follow the elections to truly be part of American culture.

© Communicaid Group Ltd. 2012

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Jan 09

Living and Working in Germany: Bavaria and its Uniqueness

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

Every September and October Munich becomes the centre of attention, especially for those who count themselves as beer lovers. In the month of September the mayor of the city taps the first keg of beer in the Schottenhammel tent on the Theresienwiese in Munich. This annual ritual officially starts Oktoberfest which is always held in the last two weeks of September each year and finishes during the first weekend in October. As Oktoberfest kicks off, massive crowds of tourists descend upon Munich from all over the world to enjoy the well-known ‘Maβ’ beer served in a one litre mug.

Germany Flag wrangel i Living and Working in Germany: Bavaria and its Uniqueness

© istockphoto.com/Wrangel

Although this part of southern Germany is known for its beer and Oktoberfest, Bavaria has a lot more to offer. Some may argue that the free state of Bavaria cherishes its historical traditions more than any other state in Germany, while it tends to see itself as different from the others. Foreigners are not alone when they struggle to understand the local customs and traditions in Bavaria as many Germans are often surprised by the cultural differences they encounter there.

Living and working in Germany can be a completely different experience in Bavaria than in other parts of the country. Anyone living and working in Bavaria should try to gain an understanding of the customs, behaviours and traditions that are unique to this part of Germany.

Here are a few cultural mannerisms and attitudes that you may come across in Bavaria:

  • A unique combination of traditional and modern values and attitudes towards life and business
  • A distinct dialect which even Germans from the North can find hard to understand as it differs quite a bit from High German
  • A tendency to use double negations. For example: ‘Der Fonsi hod koa Gschpusi net’, meaning ‘The Fonsi has never not had a girlfriend’
  • The use of the subjunctive as an expression for politeness. For example you may often hear men say ‘I waar soweid’ when waiting for their wife when she still isn’t ready to go. In other words, they will be ready when their wife is
  • A special weather condition which can only be observed in the alpine regions called the ‘Föhn’. This kind of ‘downslope’ wind can cause migraines or sleeplessness but it is also responsible for the gorgeous blue sky often seen in this region
  • The biggest per-capita-consumption of beer at 215 litres a year
  • Beer from the widest selection of 631 regional breweries in the state all brewed by the same German purity law
  • Culinary specialties like ‘Brezn’, ‘Weiβwurscht’ (Bavarian veal sausage) or ‘Hendl’ (roast chicken) which are typically eaten with beer during Oktoberfest
  • Traditional costumes worn for daily purposes as well as cultural festivities. Some of the most well-known include ‘Lederhose’ and ‘Dirndl’ for women which usually consists of a traditional blouse, dress and apron which is said to give a stunning figure to every woman no matter the size.

Living and working in Germany can be very exciting and different when Bavaria is the selected destination. If you are going on an international assignment to Bavaria be sure to prepare yourself by researching this part of Germany thoroughly so you know what to expect. A cross-cultural awareness training course can also help you to further expand your understanding of German and Bavarian culture so that you can make the most out of this unique social and professional experience.

© Communicaid Group Ltd. 2011

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May 06

Understanding the World of ‘Third Culture Kids’

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 »

What do Yoko Ono, Carlos Fuente and Barack Obama all have in common? A shared cultural identity based on similar upbringings: they are Third Culture Kids.

Third Culture Kids spend their developmental years in a fusion of multiple cultures, typically growing up in countries different from their parents’ ‘passport country’. Dr. Ruth Hill Useem first coined the phrase in the 1950s when she was conducting primary research on American children in India. Useem recognised that children growing up in this fusion of cultures exhibited elements of their parents’ cultural background as well as facets of their immediate cultural surroundings, thereby creating their own ‘third culture’.

Flower Tulips Maria Pavlova i Understanding the World of ‘Third Culture Kids’

© istockphoto.com/ Maria Pavlova

TCKs have an innate open-mindedness and cross-cultural awareness that significantly helps them to cope with their unique cultural make-up and use it to their advantage. They usually come from globally mobile groups such as expatriate communities, the military, governmental bodies or missionaries.

When parents decide to accept an international assignment they must consider the long-term impact that exposure to multiple cultures will have on their children. Unlike adults, children and teenagers can be more deeply affected by their experiences abroad. Why? Because, unlike their parents, they are in a natural process of developing their identity.  Exposure to multiple cultures at an early age means that each new experience will be embedded in their identities for life. This is a key characteristic of TCKs and a massively potential tool for their future professional lives. Given the implications that international assignments can have on families, spouse and family training can be worth its weight in gold.

The TCK community is vast. TCKid, a non-profit community supporting TCKs around the world, welcomes over 21,000 website members, and that is just the tip of the iceberg. Every TCK possesses a unique multicultural identity but they are all able to lay claim to a common TCK identity. Common behavioural characteristics of TCKs might include the ability to:

  • Build cultural bridges easily
  • Integrate well into new surroundings
  • Adapt well to unfamiliar situations
  • Pick up new languages with ease
  • Adopt an open-minded and flexible approach with others
  • Demonstrate maturity at an earlier age than their non-TCK peers

Although TCKs tend to have a high level of cross-cultural awareness, they also have a concerning identity dilemma. TCKs live in a dichotomy of worlds. They identify with an abundance of cultures but yet they are unable to take full ownership of any. As they get older, questions such as ‘Who am I?’ and ‘Where is home?’ becoming increasingly difficult to answer. For a TCK, home is everywhere and nowhere at the same time.

TCKs have little experience in domestic schools where peers do not fully appreciate their multicultural backgrounds. Often on repatriation to their ‘passport countries’, this can sometimes push them to the fringes of social groups where they are misunderstood or simply do not feel like they fit in. Perhaps unsurprisingly, it is common to find TCKs who possess a deep-rooted wanderlust.

Third Culture Kids are Third Culture Kids for life. When they can recognise their own TCK behaviours, feelings and identity traits they are more likely to realise that they do in fact share a common ground with others. TCKs of all ages can manage their cross-cultural awareness and unique multicultural identities and use them to their advantage rather than a restraint, throughout life.

Parents and TCKs alike can benefit immensely from spouse and family training programmes before, during and after an international assignment. Culture for relocation programmes like these provide opportunities to discuss the challenges of each international assignment and develop strategies for the whole family to ensure they effectively adjust to their new environment, no matter how many cultures may be present.

© Communicaid Group Ltd. 2011

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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.

©  Communicaid Group Ltd. 2010

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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.

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Nov 30

Impact of Culture Shock

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

Culture shock, a natural state of psychological and physical disorientation that can occur when living and working in a new culture, can have a huge impact on international business if not recognised and dealt with effectively.

Most people think about culture shock as something that happens only when they are relocated to another country. In fact, it can also happen when doing business in another culture on a short-term basis, whether you are visiting for a week or a month. Being aware of the cultural differences and having the ability to deal with them is integral to ensuring a successful cross-cultural business endeavour or international assignment.

Cultural training for relocation such as Living and Working in France and cross-cultural business and management training such as Doing Business in India can help you better understand the culture thereby reducing the impact of culture shock.

Another common assumption about culture shock is that it only happens when you go to a culture which is significantly different from your own. However, culture shock can often be more intense when you go to a similar culture.

For example, a business person being relocated from the UK to the US may assume that they will not have difficulty adapting to American culture since they share the same language and have similar values and attitudes. However, what many people don’t recognise are the subtle nuances and behaviours unique to American culture which impact social and business communication and relationships and result in culture shock. Often, because these nuances and behaviours are very subtle, they are interpreted as rudeness or disrespect instead of a cultural difference.

The assumption that doing business in a similar culture will not be very challenging has been proven wrong by numerous studies which show that the majority of international assignments which failed were those where people were relocated to a culture very similar to their own. No matter where you are doing business or relocating to, cross-cultural training can help reduce the impact of culture shock on international assignments and global business.

© Communicaid Group Ltd. 2009

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