It may come as a surprise to the casual observer that many organizations never consider the consequences of seconding Culturally-incompetent Assignees to their global offices. They regard Intercultural or Cross-Cultural Training as an unnecessary or unworthy expenditure. Presuming that their current International Assignees have no complaints thus far, newly-arrived ones are also expected to fit in nicely.
Additionally, the subsidiary office's Human Resources Department does not see the importance of assisting an Assignee's acculturation process. Especially so in Singapore, much touted as a model multicultural society; it is not possible for the Assignee to experience any form of Culture Shock. Or so Human Resources would like to believe.
There is researched and published evidence that as many expatriates failed to adjust to their new environment as those who do not. Yet, these organizations persist in the belief that they could replace failed Expatriates anytime midway through; or upon expiry of their contracts.
At what cost?
The above is not exhaustive although representative of the issues faced by both International Assignees and organizations. Nevertheless, these costs are more expensive than a Cross-Cultural Coaching and Follow-Up Sessions put together.
Ange Teo is the Founder of e2m expat etiquette mentoring, a Singapore-based Cross-Cultural Communications Solutions Provider.
She has worked with some of the world's leading multinational companies and Singapore-based small medium enterprises for over 20 years. Thus, Ange Teo has a good understanding on the intricacies of Intercultural work relations. Besides her intense belief in the importance of Cross-Cultural Competency - a critical aspect of an organization's global competitive advantage.
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