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dc.contributor.author
Mania, Aikaterini
en
dc.date.accessioned
2015-06-05T08:46:14Z
dc.date.available
2015-09-27T05:56:47Z
dc.date.issued
2015-06-05
dc.identifier.uri
https://repository.ihu.edu.gr//xmlui/handle/11544/197
dc.rights
Default License
dc.title
Expatriate’s Cultural Adjustment and Cross-Cultural Training
en
heal.type
masterThesis
heal.keyword
Expatriation
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heal.keyword
Training needs--Evaluation
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heal.keyword
Employees--Coaching of
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heal.keyword
Dissertations, Academic
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heal.keyword
Investments--Case studies
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heal.keyword.LCSH
Expatriates
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heal.keyword.LCSH
Cultural Adjustment
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heal.keyword.LCSH
Cross-Cultural Training
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heal.language
en
heal.access
free
el
heal.license
http://creativecommons.org/licenses/by-nc/4.0
heal.recordProvider
School of Economics, Business Administration and Legal Studies, Executive MBA
heal.publicationDate
2012-01
heal.bibliographicCitation
Mania Aikaterini, 2012, Expatriate’s Cultural Adjustment and Cross-Cultural Training, Master's Dissertation, International Hellenic University
en
heal.abstract
Successful expatriate assignments are vital to multi national companies‟ (MNCs) development. The significant impediment of expatriate‟s success in the host country is the cultural adjustment. One way to enhance adjustment is to provide employees with the necessary knowledge, expectations and skills through cross-cultural training (CCT). The study aims to demonstrate the importance of cultural adjustment towards an expatriate assignment success, to test the efficiency of cross-cultural training provided by MNCs and find ways to improve cultural adjustment thought a more efficient cross-cultural training (CCT). Twenty two US and British expatriates were interviewed for the purpose of this study. The study contributes to the literature on the importance of cultural adjustment and the failure of MNCs to provide effective CCT. Suggestions for CCT improvements such as structured pre- and post departure training with site specific information, foreign language skills, mentoring and other ideas derived from the interviews are presented.
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heal.tableOfContents
Chapter 1: Introduction……………………………………………………… 7 1.1 Purpose of the Study……………………………………………………….. 8 1.1.1 Cultural Adjustment vs. Assignment Success…………………………. 8 1.1.2 Efficiency of CCT provided by MNCs………………………………... 9 1.1.3 Suggestions for improvements on CCT provided by MNCs ………….. 10 1.2 Scope of the Study…………………………………………………………. 10 1.3 Thesis Overview ………………………………………………………….. 11 Chapter 2: Literature Review……………………………………………….. 12 2.1 Globalization and Need of Expatriates…………………………………….. 12 2.2 Importance of effective international assignments………………………… 13 2.3 Criteria for evaluating expatriate success………………………………….. 14 2.4. Cultural Adjustment………………………………………………………. 14 2.4.1. Cultural Adjustment Dimensions……………………………………... 15 2.4.2 Development of Multicultural Competencies………………………….. 17 2.5 Cross-Cultural Training: Definition and Objectives………………………. 18 2.5.1 Types of cross cultural training………………………………………... 19 2.5.2 Cross-Cultural Training Efficiency and Literature Debate……………. 19 2.5.3 MNCs and cross-cultural training……………………………………… 20 Chapter 3: Research Methodology………………………………………….. 21 3.1 Method……………………………………………………………………... 21 3.2 Research Participants………………………………………………………. 23 3.3 Data Collection…………………………………………………………….. 24 3.4 Ethical research standards…………………………………………………. 25 3.5 Interview Analysis & Qualitative Research Synthesis…………………….. 26 3.6 My own Reflections………………………………………………………... 26 Chapter 4: Findings ………………………………………………………….. 28 4.1 Research Question 1……………………………………………………….. 28 4.1.1 New country‟s norms, habits and mentality…………………………… 28 4.1.2 Language Barrier………………………………………………………. 29 4.1.3 Mentality (Work and non-work)……………………………………….. 30 4.2 Research Question 2……………………………………………………….. 31 4.2.1 Corporate Support towards Cultural Adjustment……………………… 32 4.2.2 Individuals‟ Effort towards Cultural adjustment………………………. 33 4.3 Research Question 3……………………………………………………….. 33 4.3.1 Improvements in Cross-Cultural Training……………………………... 34 4.3.2 Learn the Language……………………………………………………. 35 6 4.3.3. Provide a mentor………………………………………………………. 35 4.4 Other findings……………………………………………………………… 35 4.4.1 Interaction with local nationals ………………………………………... 35 4.4.2 Interests and Hobbies…………………………………………………... 35 4.4.3 Status…………………………………………………………………... 36 4.4.4 Personality and State of Mind…………………………………………. 36 Chapter 5: Discussion and Conclusions……………………………………... 37 5.1 Interpretation of findings…………………………………………………... 37 5.1.1 Research Question 1…………………………………………………… 37 5.1.2 Research Question 2…………………………………………………… 38 5.1.3 Research Question 3…………………………………………………… 39 5.2 Conclusion…………………………………………………………………. 41 5.3 Study limitations and directions for future research……………………….. 42 List of References……………………………………………………………... 43 Appendix A……………………………………………………………………. 48
en
heal.advisorName
Plakogiannaki, Emmanouela
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heal.committeeMemberName
Plakogiannaki, Emmanouela
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heal.committeeMemberName
Chatzoglou, Prodromos
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heal.committeeMemberName
Balabanis, Georgios
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heal.academicPublisher
School of Economics and Business Administration, Executive MBA programme
en
heal.academicPublisherID
ihu
heal.numberOfPages
52
heal.fullTextAvailability
true


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