Return Cultural AssimilationBridging the Cultural Gap

John R. Baldwin, Ph.D. Shannon O’Donnell, MAIllinois State University Chestnut Global Partners, NFPNormal, IL 61790-4480 Bloomington, IL 61701jrbaldw@ilstu.edu sodonnell@chestnut.org (309) 438-7969 (309) 820-3557

Can You Go Home?

“There is no real going back. Though I may come to the Shire, it will not seem the same, for I shall not be the same. I am wounded with knife, sting, and tooth, and a long burden. Where shall I find rest?”

Frodo Baggins

--Return of the King

Colgate-Palmolive operates in 190 countries. 70% of its benefits are from overseas markets

AT&T has over 55,000 employees working in 105 countries

ALCOA has 70% of its workforce outside the U.S.

Caterpillar and its dealers operate in over 100 countries. About 50% of their workforce is outside the U.S., up from only 27% ten years ago.

The U.S. is the #1 expatriate destination in the world

40,000 multinational companies employee 75 million people worldwide

An Increasingly Global Community

Consider

Black and Gregersen, 1991.

Harzig, 1995.

GMAC GRS – NFTC – SHRM Global, 2003.

75% of Multi-national companies (MNCs) have an expat recall rate greater than 10%.

22% of U.S. expatriate employees turnover within the first year of repatriation.

50% turn over within 3 years.

Importance of Repatriation

The problem: Return Cultural Adjustment (RCA)

“The process of reintegration into the primary home contexts after an intercultural sojourn” (Martin & Harrell, 2004, p. 310)

Research on RCA--John

• Martin et al., 1995: Families > friends• Yoshida et al. 2002: Communication with parents• Harvey, 1988: Existence and design of current repat

programs• Gaw, 1999: personal adjustment/shyness RCA;

increased RCA decreased use of support services• Culpan & Wright, 2002: Special issues for women• Gregersen & Stroh, 1997: Time & roles• Stringham, 1993: Family of origin, power relations• Gomez-Mejia & Balkan: 86% of variance: career

goals/development• Cox, 1994: patterns of adjustment, role of tech

Research on RCA--John

• Suutari & Brewster, 2003: they leave, but they are satisfied with effects of experience on careers

• Gama & Pederson, 1977: role identity, frustration with resources

• Uehara, 1986: Value change #1; (#2: Attitudes towards America)

• Kanno, 2000: concerns of kikokushijo: new identities• Wilson, 1985: Returned students become mediating

persons• Sussman, 2001: preparation, cultural ID change had most

severe repat stress.• Sussman, 2002: Repatriation shift is linked to changes in

cultural identity (e.g., X American)

Theory on RCA: Psychological Model

• Adjustment as psychological well-being

• U-curve/W-curve

• Domains of adjustment:– Colleen Ward:

• Psychological

• Sociocultural

– Richard Ady: – Domains on return?

W-curve

Preliminary State

AdaptationState

Spectator State

Shock State

Participant State

Preliminary State

AdaptationState

Spectator State

Shock State

Participant State

Entry into New Culture Re-entry into Own

Culture

High

Degree of Adjustment

Psychological wellbeing

Ability to get around

Low

Interpersonal Adjustment

Time

Organizational Performance

Theory on RCA: Expectations

• Violations as bad

• Expectancy violations model– Overmet expectations +– Undermet expectations -– “Narcissism of small differences”: Martin et al. 1995

Theory on RCA: Cultural identity

• The problem: Identity Change (Smith, 1998)

• Identity Management Theory (Cupach & Imahori)

• Berry: 2 dimensions• The solution: Effective

communication• Sussman’s theory of

identity change (2000, 2001)

Berry’s model of XC Adjustment

Integration Assimilation

Separation Marginalization

Re-

adap

tati

on

of

Ho

st-C

ult

ura

l Id

enti

ty

+

-Maintenance of Cross-Cultural Identity +

-

• Culture Learning Theory (Smith, 1998):

• People have to relearn their cultures

• Aspects of identity: scope, salience, avowal, ascription, and the everyday negotiation of ID

• Extensions by Sussman (2000)

Theory on RCA: Psychological Model

• Young Yun Kim’s Interdisciplinary Approach– Aspects of the Person

• Gender, age, religion, ethnicity, SES• Openness, strength, positivity • Preparedness for change

– Aspects of the Culture and Context• Support system• Conformity pressure• Host (home) culture receptivity!

– The role of Communication: • Own group & New Group• Interpersonal & Mediated

Adaptation

Stress

Growth over Time

Building Bridges: Success Strategies

Organization School Individual/ Family

Before

During

After

Building Bridges: Success Strategies

Organization

Before Suggestion 1

During Suggestion 1

After Suggestion 1

Building Bridges: Success Strategies

School

Before Suggestion 1

During Suggestion 1

After Suggestion 1

Building Bridges: Success Strategies

Individual/ Family

Before Suggestion 1

During Suggestion 1

After Suggestion 1

Suggestions & Models

Methods of Reducing Expatriate Turnover

When is Repatriation Addressed

• 44% Pre-Departure

• 21% 6 months or more before repatriating

• 23% Under 6 months before repatriating

Not soon enough

Success Strategies - Business

Make sure the right people are going abroad.

Clearly define the expat’s career goals before the assignment begins and make sure the goals reflect your company’s overall objectives.

Discuss the challenges of repatriation before the employee leaves.

Encourage expats to make regular visits to the home office through a home-leave policy.

Understand and educate management on the challenges of repatriation.

Find positions and activities that use repats’ new skills.

Provide support to the entire family.

Encourage repats to approach repatriation similarly to relocating overseas.

Once repats have returned home, offer a counseling program.

Create a mentor program for the entire process.

Workforce, July 2002, pp. 40-44

Effectiveness Investigations

Benchmarking Accountability Reports

Satisfaction & Feedback Surveys

Cost-Benefit Studies

Case Studies

Outcome Evaluations

Research Pre and Post Measurement

ROI Strategies