Causes And Stages Of Culture Shock

Culture shock.

• Culture shock is our psychological reaction to an unfamiliar or alien environment, which often occurs during a major transitional experience. Oberg (1958) referred to culture shock as “a generalized trauma one experiences in a new and different culture because of having to learn and cope with a vast array of cultural cues and expectations, while discovering that your old ones probably do not fit or work.”

• It is pronounced reactions to the psychological disorientation that is experienced in different levels when spending an extended period of time in a new environment.

• Disorientation occurs after exposure to unfamiliar conditions in o Security and socio political tensions o Health o Housing o Education o Social network

Stages of culture shock.

• Culture shock usually manifests itself in four distinct stages.

1. initial euphoria

• characterised by o enjoying novelty o It is largely from the perspective of a spectator.

2. Irritation and hostility.

• The expatriate experiences cultural differences due to increased participation in the host environment. there are many strange sights and different people and the expatriate is fascinated by the culture

3. Adjustment.

• The expatriate Adapts to situation leading to biculturalism and even accusations of going native. At this stage identification with the host culture has progressed successfully. Expatriate feels a sense of belonging and acceptance

4. Re-entry.

• This is the period when the expatriate returns home and are faced by a changed environment.

• Reverse culture shock occurs especially if the adjustment phase was highly successful and the return home was not desired. The returning expatriate may go through all five stages.

• Frustration may occur due to loss of status and benefits enjoyed abroad.

Symptoms of culture shock

• A sense of tension and frustration. Your energy levels seem low and you cannot make decisions as quickly as

Company concerns.

• Expatriate managers who want to remain abroad may choose to remain abroad and seek other companies or even change their careers. This is not attractive to firms as this result in the companies loosing valuable staff who would have otherwise become part of their international corps of managers.

What companies can do.

• Companies can plan for repatriation of their staff through a four step process.

i. Asses the jobs in terms of environmental factors and the corporate objectives ensuring that objectives are realistic. ii. Prepare individuals for the jobs ensuring they understand when and how repatriation will occur. iii. Upon re-entry the manager should receive re-orientation and accorded adjustment time and counselling for their families.

Compensation.

• Expatriate compensation programme should be able to:

i. Provide incetive to leave on a foreign job.. ii. Maintaining certain standard of life. iii. Should take into consideration their family needs as wella s career needs. iv. Facilitate re-entry into home country after the