Culture Shock: Causes and Effects

Culture Shock: Causes and Effects In the business industry the importance of expanding the business internationally is progressively growing. One industry which is constantly expanding its presence in international market is telecommunication industry. Telecommunication plays an increasingly important role in the world economy and as the global telecommunication industry. Due to increasing new market access and large number of global mergers and acquisitions within telecommunication industry larger number of managers and employees are becoming an expatriate working and living abroad. Therefore it is extremely vital to educate managers or employees in intercultural awareness. One of the very important aspects in the field of intercultural is the issue of Culture Shock. Many theories have been proposed to explain what Culture Shock is. Although the literature covers a wide variety of such theories, this review will focus on few major culture shock models which emerge repeatedly throughout the literature reviewed. Definition of Culture Shock The word Culture Shock was first introduced by world-renowned anthropologist Kalervo Oberg in 1960.He used the word culture shock to describe the anxiety resulting from not knowing what to do in new culture. Oberg (1960) as (cited in Dharm and Richard 2000, p. 2) Defined culture as occupational disease of people who have suddenly been transported abroad and suggested that culture shock is precipitated by the anxiety that result from losing all our familiar signs and symbol of social intercourse In other words the term culture shock refers to the situation where an individual migrates from a culture to which he/she is familiar with to an unfamiliar one resulting in new experiences and causing distress and discomfort or sense of loneliness. Oberg definition on culture shock was supported by many renowned scholars. For example, Hofstede (1999) as (cited in Sonja Manz 2003,p.2) has also defined culture shock as a stress of distress following the transfer of a person to an unfamiliar cult ural environment . Furthermore, Alder (1975) as (cited in Yun and Qynh Le, 2012, p. 2). Also agreed with Oberg and Hosted definition and state that culture shock is a set of emotional reactions which occurred when an individual leave its own culture and move completely into a new culture. However, Marx contradicts with Oberg, Adler and Hofstede view on culture and offers far more interesting and promising view on Culture. Her view on culture shock is more interesting because she views culture shock as a positive and learning experience. Marx view on culture shock was supported by Hawes and Kealey (1981) study (Cited in Marx 1999, p6) which was conducted on Canadian expatriates working or living in Africa. The study showed that expatriates who experienced intense culture shock are most likely to adapt effectively and adjust into the new culture easily. Thus Culture Shock should be seen as positive experience not negative. Different Theories on Culture Shock Oberg was the first one to develop a model of adaptation that suggests that going abroad or working interntionally put individuals through a cycle of distinct phase on a way to final adaptation. The model has four stages in which expatriate goes through. The first stage is honeymoon stage. In this stage telecommunication expatriate is very excited about moving into different country. The expatriate viewed his new life as providing endless opportunities the expatriate is usually in the state of exhilaration. This is followed by crisis-phase, culture shock set in-In this stage expatriate realize that something not quite right. Expatriate feels frustrated, anxious and angry. In this stage expatriate realizes the problems and starts to cope with the new culture. This is followed by recovery stage. This third phase of recovery usually starts accepting that he/she has a problem and start to find ways to deal with the problems. Finally expatriate reached into Adjustment stage, in this stage anxiety and frustration vanishes and is replaced by confidence and acceptance of host values, the expatriate is able to work effectively and accept the culture and behaviors of host society are accepted. (Marx, 1999). Other Academic professors also came up with a model which was very similar to Obergs model but with a different terms. For example Adler 1975 (Cited in Pedersen, 1999 pg. 4), came up with a model which divided the process of adaptation into five stages: contact, disintegration, reintegration, autonomy and independence. Furthermore, Richard 1974 (Cited in Pedersen, 1999 pg. 4), came up with a model which named the four stages as: elation, depression, recovery and acculturation. Even though the model developed by Richard and Adler vary little bit compared to Oberg model but the general linear process of culture remains relatively constant. However Marx criticizes the model developed by Oberg, Richard and alder. She states that it is not necessary that not every individu al will go through the same process according to Obergs models. She also states it is more realistic to use a model of culture shock that does not strictly linear but integrates a dynamic and repetitive cycle of positive and negative phases until you break through culture shock (Marx, 1999 pg. 10). However, one of the popular models on adjustment is U-Curve. It was initiated by Lysggard (1955) as (cited in Thomas 1947, page 221) The U-curve is very similar to Obergs fours stages of transition. According to (Lysggard , 1955) expatriate progress at regular interval through three phases of honeymoon, culture shock, and finally adjustment. In the Honeymoon stage, expatriate is excited about moving into new culture; new environment intrigues the expatriate in much the same way as if the expatriate was tourist. This is followed by Culture Shock stage, in this stage expatriate is frustrated and confused because the new environment is not providing familiar cues and finally reaching to Adjustment Stage, in this stage expatriate start to understand the new culture, learn the way to get things done in the new culture. In 1963 the U-Curve model expanded to W shape when repatriation is considered in other words the expatriate achieve the mastery stage and begins to function effectively int o the new culture almost as well as at home. Even though U-Curve has been a really popular model but After testing 54 years of testing the research support U-Curve has not been convincing. Although some support have found for the U-Curve but it has been criticized by many scholars. Church (1982) has regarded U-curve to be very weak. Furthermore academic professor like Furnham and Bochner 1986 (cited in Jan Selmer , 1999 pg .4) Also reject the U-curve and argue that it is too vague and too generalized. However, Black and Mendenhall 1991 (Cited in Jan Selmer, 1999 pg. 6) Conclude due to the lack of methodological rigor in many of the investigations, a rejection or acceptance of the U-Curve by scholars or cross cultural trainers would be premature. Despite the lack of empirical support, the idea that expatriates might go through some systematic and discernible pattern of adjustment remains a very attractive notion both on an academic and a practical perspective. Acculturation There are a number of studies which have emerged on the culture shock but one of the most prominent theories on acculturative stress proposed by Berry was established as an alternative of word culture shock. The term culture shock was redefined by (Zheng Berry, 1991) as a form of stress. The reason berry gave for replacing the term Culture Shock with acculturative stress is the word shock is very negative while stress can be either both positive and negative aspects. The term stress was developed based on the concept of acculturation. (Redfield, Linton, and Herskovits (1936) as (Cited in Yun Quynh, 2012, p, 3) defined acculturation as, Acculturation comprehends those phenomena which result when groups of individuals having different cultures come into continuous first-hand contact, with subsequent changes in the original cultural patterns of either or both groups..However (Berry, 1970; Furnham Bochner, 1986) as (Cited in Yun Quynh, 2012, p, 3) did not agree with the definition of Refiled and Herskovits they argued that acculturation should be discussed at an individual level because acculturation is a change in the psychology of the individuals rather than group level. One of the popular acculturation model that has emerged in many studies by scholars is Berrys acculturation strategies model .Which list four response or types or acculturation. These are Assimilation, Separation, Marginalisation and integration. This model describes possibilities of response around two dimensions and acculturation. The first, based on maintaining cultural identify and the second around maintaining links with other groups. Depending on how respondents react to these two dimensions. Berrys (1991) model yields the fourfold classification of the acculturation model chosen by individuals. When individuals maintain a strong cultural identify, yet associated with member of other cultural group this leads to an integration strategy in which important elements of both cultures are bl ended. A separatist response refuses to identify with the host culture and idealizes home culture leading to increased ethnocentric societies and chaunvisnism. Individuals only weakly identifying among their culture of origin and becoming strongly attached to the host culture are assimiltionsit. Finally individual who does not have an interest in their own culture or fail to build relationship with the host local community are marginalized. Although acculturation theory stimulated a great number of studies on intercultural. There are some questions about the theory that Scholars pose. Firstly Benet-Martinez Haritatos, 2005 (Cited in Yun Yue Quynh le, 2012, p. 5) Argues , that Berry Four acculturative strategies are very generalized. Secondly, Rumdmin, 2003 (Cited in Yun Yue Quynh le, 2012, p. 3) Questioned the validity of marginsiation. Problems caused by culture shock for expatriate When an Individual encounters a new culture and experience culture shock .The change and unfamiliarity within the new culture affect their psychological adjustment and participation in that new cultural surrounding. This psychological. This psychological mystification and emotional discomfort usually create tremendous amount of stress. The negative impact of culture shock individual psychology often includes a large and diverse set of symptoms such as anxiety, depression etc.However, not everyone will be affected by all of these symptoms but almost all people will experience some part. When depression, anxiety and feeling of helplessness accumulate individuals who are affected by these symptoms find it very difficult to pay attention to the learning of new culture as a result it decreased their motivation of adapting new environment. However, if an individual fails to fight against the symptoms of culture shock they are more likely to become a hostile to host nationals which may lead to handicap of interpersonal relationship. It is often discussed by many scholars dealing with psychological stress caused by culture shock such as depression, anxiety very significant for those people who come in contact with new culture .( Junzi Xia,2009).Culture shock is one of the challenge that will might act as a barrier for telecommunication company. As part of their plan they want to ensure that the process of internationalisation runs as smoothly as possible. Initial meetings and research between your team and the senior board has identified the following issues that are likely to cause challenges within cross-cultural working  cause challenges within cross-cultural working PART TWO: Recommendations for Overcoming Cross Cultural Challenges Choose THREE recommendations to help prevent the challenges from occurring. In this section three recommendations will be provided to the organization in order to minimize the impact of culture shock on their employees. 1. Cultural Awareness In order to adjust quickly into a new environment. It is very important for expatriate to become familiar with the culture of the host country before departing. One of the main reasons for this it will provide expatriates a better understanding of host culture values and customs. With the familiarity of new culture expatriate can imagine of the problems or obstacles he/she might encounter as a result it will make the new surroundings more acceptable. According to research carried out by many scholars the more understanding and knowledge expatriate has about the new culture the more quickly he/she will be able to adapt to the environment. In a different culture, non verbal communication might be different, such as physical space between two people who are communicating. For example, For Americans twenty inches is normal distance during communicating .While Saudi Arabians prefer to stand closer during communicating. This can be viewed as rude and bad-mannered by Americans. Consequently when Saudi Arabian enters America , He/she might find hard to adjust in a new environment which is completely different to their home culture as a result anxiety and nervousness appear as he/she is not prepared to cope with culture shock. It is very important that expatriate has full knowledge and understanding of the new culture before they go there. This will not only help them to adapt quickly but will also lessen the chances of suffering from stress and anxiety. The disadvantage of this type of approach is it is very time consuming and sometimes its not possible to understand all the aspects of the new environment through books, journal etc. Before transferring expatriate aboard.It is very important that organization provide a range of literature on the country where they are sending expatriate these might include books, journals, newspapers etc. (Ferraro, 2006). 2. Cross cultural training programs Another method I would recommend to organizations in order to lessen the impact of culture shock on their employees is to provide Pre-departure Cross Cultural Training programs. These are designed to reduce the uncertainty associated with a new environment. The purpose of these cross cultural programs is to provide information about the culture of new environment where expatriate will be working as well as to provide information how to interact with the people of that particular culture. Many Scholars have view cultural training as an effective tool for expatriate to adjust into a new environment successfully. (Mendenhall et al. 2002, p. 177) state Cross cultural training can be effective in sensitizing individuals to cultural issues, in facilitating adjustment to foreign culture, in improving work performance abroad, and in helping employees to develop a global mindset. Furthermore, Mendenhall 1990, (cited in Rehg, M. and Gundlach, M. 2001 p. 3) Carried out the study in which they f ound a significant relationship between cross-cultural training and performances. Other studies suggested this view for example, (Black et al.,1991; Harrison, 1994; Katz and Seifer, 1996) as (cited in Robert H and Mike, 2004, p. 5) Carried out studies which suggest that various forms of pre-departure and post-arrival orientation programs provided by the organization can lessen the impact of culture shock and improve cross cultural adjustment process. However Scholars like Selmer, Torbio ¨rn de Leon, (1998) as (cited in Jan Selmer , 1999 pg. 14) states that post cultural training is more effective compared to the pre-arrival-cross cultural training. Even though it is acknowledged by many scholars that intercultural training help to reduce the impact of culture shock but some top-level manager believe this kind of training is very expensive, time consuming and an effective. It can cost companies up to $80,000 or more to provide a rigorous, in- depth to an expatriate. Therefore , Some organizational officials perceive cross cultural training program waste of time and money. In some cases managers feel thats there is insufficient time to provide the necessary cross-cultural training required and decide to forego such training.One of the biggest disadvantage of training is it is not guaranteed that after receiving the extensive training expatriate will be able to adapt more quickly in the new environment. Even though studies suggest that cross cultural training help expatriate to adapt more effectively but everyone is different some expatriate may benefit it from it some might not . Although it is very cost effective to provide cross-cultural training and some manager find it ineffective but it is really important to provide some cross-cultural training to expatriate. If the company does not provide any cross-cultural training the expatriate might take time to adapt into a new environment or might fail completely. As a result company might incur huge cost. T he cost might range between around US $250,000-$1 Million (Vo ¨gel, Millard and Vuuren 2008, p. 3). As (cited in Gupta, R. Et al. 2012, p. 2 Help and support during the assignment It is very important that expatriate receives a support and assistance during their It has been proven in many studies conducted by many scholars that social support and guidance contributes significantly in adjusting into the new environment. If the expatriate does not get any support and is being left alone. It would increase the negative impact of culture shock therefore making it more difficult to adjust in the new environment. Research also show culture that emphasize interdependence suffer less from psychological stress than who live in culture which emphasizes independence Lafreniere Cramer, 2005 (as cited in Junzi xi, 2009, p. 3), In order to avoid being left alone lot of companies who send their expatriate abroad offers support with day-to -day life like banking, transpiration etc.. Many companies have their own relocating services that helps expatriate with all the basic tasks these include organizing schools for children etc. All these measures help to prevent culture sho ck. Overall it is very important that expatriate keep receiving support and assistance for the 1-2 months or until the expatriate settle into a new environment. Even though it is very time consuming but it will definitely help expatriate to settle into new environment easily .If the organization cannot afford to provide cultural-training to its employee providing support and assistance is the best method they can choose to help expatriate . The advantage of this type of approach is that company does not have to spend lots of money on training and secondly, the expatriate will be able to adjust more quickly

The Hound of the Baskervilles Essay -- English Literature

The Hound of the Baskervilles At the start of the story the setting is described through the legend of Sir Hugo Baskerville. Sir Hugo is described in the legend as a â€Å"wild, profane and godless man† This suggests that his inhumanity and â€Å"evil† make him a potentially viable enemy who will stop at nothing. It is Sir Hugo that sets the tone for the setting. Sir Hugo uses his power and Baskerville Hall as a prison for the young girl. She manages to escape by â€Å"the aid of the growth of ivy which covered the south wall.† The ivy indicated the age and wildness of the hall and its setting. The â€Å"moon† is â€Å"shining bright† and the act â€Å"which was liked to be done† on the moor adds to the sense of danger and isolation that we, as readers, encounter at the start of this tale. As grown men leave the impression of â€Å"screaming† and fear being associated with the moor, we are going to be given one final warning, â€Å"caution you to forbear from crossing the moor in those dark hours when the powers of evil are exalted† which tells us that this setting is both dangerous and a potential trap for those who dare to live there. We also learn about the death of Sir Charles. â€Å"The day had been wet† and the wild, untamed environment sets the tone perfectly for a mysterious death such as this. We are told that â€Å"there is a gate which leads out onto the moor.† This gate is like a barrier between the moor and Baskerville Hall that separates good from evil, and if anyone were to cross this barrier then anything could happen to them â€Å"Sir Charles lay on his face, his arms out, his fingers dug into the ground, and his features convulsed.† This creates a sense of isolation as it seems as if the only safe place on the entire moor is Baskerville H... ... find out who the man on the tor was. Watson says that â€Å"there was this feeling of an unseen force† out upon the moor, and because he is supposed to be acting as Sherlock’s eyes and ears, he is compelled to find out who or what this â€Å"unseen force† is. Watson goes up onto the tor which he describes as a â€Å"barren scene† and there he feels a â€Å"sense of loneliness and mystery and urgency.† Watson feels as if â€Å"the unknown might be lurking there,† and when Sherlock is discovered he reveals that the â€Å"figure of a man upon the tor† that Watson had seen upon the night of the convict hunt had indeed been Sherlock, when he admits â€Å"I was so imprudent as to allow the moon to rise behind me.† Because the unknown figure turns out to be Sherlock the mystery of the Barrymore at the window remains unsolved and the moor is still a place full of secrets and unanswered questions.

Employment Prospects at the Department of Homeland Security

Amongst young individuals contemplating their career aspirations, those who consider a career in government service are hardly a majority. However, government service covers a broad range of employment opportunities. These opportunities find use of almost any discipline or degree imaginable. The Department of Homeland Security is no exception. Despite being the youngest of the U. S government’s federal agencies, the DHS is one of its largest, concerned with coordinating efforts with other agencies and private industry to obtain and enhance the security of the American homeland.(Jones, 2006) As such, the Department of Homeland Security is also the fastest growing and most occupationally diverse of the federal agencies. Despite the economic recession, the employment opportunities within the federal sector have continued to grow since 2001, particularly in areas of civil employment within the executive branch. (Riechmann, 2009) This job growth is credited largely to the emergence of the DHS, which created a demand for a broad range of individuals with a diverse set of skills and talents pertinent to its duties.Furthermore, it is interesting to note that the American Recovery and Reinvestment Act that the Obama administration has recently signed calls for increased funding to create job opportunities. A majority of this is in the private sector, but a substantial amount (about 3 billion U. S. dollars) is directed towards jobs in the DHS as well (DHS, 2009) The Bureau of Labor and Statistics projects job growth in the entirety of the homeland security sector to be about 42% (Stone, 2009b) The DHS emerged as a result of the Homeland Security Act of 2002, which was passed as a response to the successful attacks known as 9/11.Kyle Stone, editor of the civilian government employee community resource GovCentral notes that in effect, the DHS represents the â€Å"centralization of hundreds of smaller U. S. government industries,† and college graduates can rea sonably conclude that the DHS is less a specialized branch with specific functions, but an organization with broad range in spite of the specificity of its goals. The DHS oversees the U. S. infrastructure, technology, transportation, borders and a diverse array of research projects and scenario planning initiatives in the interest of promoting and developing homeland security.(Stone, 2009; Stone, 2009a; Gressle, 2004) Hutton and Mydlarz (2004) mirror Stone’s observation, noting that the DHS is a coordination of various skill sets. As such, they note in their guide to careers in homeland security that opportunities exist for almost any field imaginable. Number-crunchers and pattern specialists face prospects in the area of information analysis, while science majors can, with further study, find themselves in the area of radiological, biochemical, radiological and nuclear defense.Furthermore, security needs are highly specific in the areas of aviation and transportation infrast ructure. As such, the DHS is a large pool of employment opportunity to be tapped by fresh graduates. Still, there are many who consider the Department of Homeland Security no better than any other area of government service, and as such regard it with the similarly dim view accorded to other federal branches. Riechmann (2009) notes that in the face of recession, federal jobs have remained stable with regards to insurance and health care benefits as well as employment security.As such, the popular assumption that the private sector is a more lucrative area has been destabilized by recession, making federal jobs fare better to those who feel uncertain about their financial and employment welfare. Between the rapid growth of the homeland security sector in years recent and yet to come, the number of jobs present to a diverse set of educational disciplines and the stability of benefits and security of employment, the Department of Homeland Security proves to be full of opportunity, maki ng it an ideal start for college graduates uncertain as to where to find a promising career.REFERENCES Jones, E. (2006) â€Å"Careers in homeland security: Many jobs, one mission. † Occupational Outlook Quarterly. Riechmann, D. (2009, February 2) â€Å"As unemployment rises, Uncle Sam has jobs. † Associated Press. Retrieved online on July 22, 2009 from: http://www. foxnews. com/wires/2009Feb02/0,4670,FedsPaddingPayrolls,00. html Department of Homeland Security. â€Å"The American Recovery and Reinvestment Act of 2009. † DHS. Gov Gressle, S. S. (2004, January 14) â€Å"Department of Homeland Security: Organization Chart. † Congressional Research Service. Retrieved online on July 22, 2009 from: http://www.ndu. edu/library/docs/crs/crs_rs21366_14jan04. pdf Stone, K. (2009a). â€Å"Growing Federal Jobs: Homeland Security. † GovCentral. Retrieved online on July 22, 2009 from: http://www. govcentral. com/benefits/articles/2055-growing-federal-jobs-homela nd-security Stone, K. (2009b) â€Å"The 9 Fastest Growing Gov’t Industries. † GovCentral. Retrieved online on July 22, 2009 from: http://www. govcentral. com/benefits/articles/2047-the-9-fastest-growing-govt-industries Hutton, D. B. & Mydlarz, A. (2003) Guide to Homeland Security Careers. Barron’s Educational Series: Hauppage, New York.

Biblical Bible Biblical Worldview Essay - 892 Words

BIBLICAL WORLDVIEW 2 Biblical Worldview Sara was at a coffee shop with a friend, Joanna, and started have a discussion. They start to talk about different things happening in the world and how they view them. They talked about how the world begin, how to treat people, and much more. This conversation went on for a while and Sara was using the Bible to back-up what she was saying, while Joanna had nothing to support what she believed in. Sara had a biblical worldview. What Is A Worldview A worldview is the frame of what someone believe and bases their opinions (Hindson Caner, 2008). The word worldview comes from the German word Weltanschauung, used by the philosopher Kant in 1790. Kant said that Weltanschauung is each person’s understand the meaning of the world and their place in it (Bartholomew Goheen, November 2008). When a person talks about a biblical worldview, they are using the Bible to support what they believe. Everyone has a worldview, even if they don’t realize it, and their worldview is impacted by many different sources. World Count: 84 Biblical Worldview The biblical worldview is part of one of the most popular worldview. It falls into the theism category with Judaism and Islam. All of these religions believe that there is only one God and He is in every part of the world. The questions of origin, identity, meaning, morality, and destiny can be answer though God (Weider Gutierrez, 2013). Origin BIBLICAL WORLDVIEWShow MoreRelatedBiblical Bible : Biblical Worldview Essay1562 Words   |  7 Pages Biblical WorldView Biblical 101 James Owulade Jr. Paul’s letter to the Romans presents a systematic approach to the Gospel. This makes the Gospel of Roman an important book when it comes to the Christian Worldview. The Book of Romans covers a wide array of topics that are important to believers to understand and to live by. 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