Return Cultural Assimilation Bridging the Cultural Gap

1. Return Cultural AssimilationBridging the Cultural Gap John R. Baldwin, Ph.D. Shannon O’Donnell, MA Illinois State University Chestnut Global Partners, NFP Normal, IL 61790-4480 Bloomington, IL 61701 jrbaldw@ilstu.edu sodonnell@chestnut.org (309) 438-7969 (309) 820-3557

2. 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

3. An Increasingly Global CommunityConsider 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

4. Importance of Repatriation • 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. Harzig,1995. GMAC GRS – NFTC – SHRM Global, 2003. Black and Gregersen, 1991.

5. The problem: Return Cultural Adjustment (RCA) “The process of reintegration into the primary home contexts after an intercultural sojourn” (Martin & Harrell, 2004, p. 310)

6. 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

7. 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)

8. 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?

9. W-curve Entry into New Culture Re-entry into Own Culture Preliminary State Adaptation State Preliminary State Adaptation State Spectator State Shock State Spectator State Shock State Participant State Participant State

10. High Psychological wellbeing Interpersonal Adjustment Degree of Adjustment Ability to get around Organizational Performance Low Time

11. Theory on RCA: Expectations • Violations as bad • Expectancy violations model • Overmet expectations + • Undermet expectations - • “Narcissism of small differences”: Martin et al. 1995

12. 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)

13. Maintenance of Cross-Cultural Identity - + Re-adaptation of Host-Cultural Identity + - Berry’s model of XC Adjustment

14. 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)

15. 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

16. Adaptation Growth over Time Stress

17. Building Bridges: Success Strategies

18. Building Bridges: Success Strategies

19. Building Bridges: Success Strategies

20. Building Bridges: Success Strategies

21. Suggestions & Models

22. When is Repatriation Addressed • 44% Pre-Departure • 21% 6 months or more before repatriating • 23% Under 6 months before repatriating Not soon enough

23. 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

24. ROI Strategies