The goal of this training is to ease the adjustment to the new environment by reducing culture shock - a state of disorientation and anxiety about not knowing how to behave in an unfamiliar culture. The cause of culture shock is the trauma people experience in new and different cultures, where they lose the familiar signs and cues that they had used to interact in daily life and where they must learn to cope with a vast array of new cultural cues and expectations.34 The symptoms of culture shock range from mild irritation to a deep-seated psychological panic or crisis. The inability to work effectively, stress within the family, and hostility toward host nationals are the common dysfunctional results of culture shock - often leading to the manager giving up and going home.
It is helpful to recognize the stages of culture shock to understand what is happening. Culture shock usually progresses through four stages, as described by Oberg: (I) honeymoon, when positive attitudes and expectations, excitement, and a tourist feeling prevail (which may last up to several weeks); (2. irritation and hostility, the crisis stage when cultural differences result in problems at work, at home, and in daily living. Expatriates and family members feel homesick and disoriented, lashing out at everyone (many never get past this stage); (3. gradual adjustment, a period of recovery in which the “patient” gradually becomes able to understand and predict patterns of behavior, use the language, and deal with daily activities, and the family starts to accept their new life; and (4. biculturalism, the stage in which the manager and family members grow to accept and appreciate local people and practices and are able to function effectively in two cultures, Many never get to the fourth stage - operating acceptably at the third stage - but those who do report that their assignment is positive and growth-oriented.
Culture Shock : Developing a Global Management Cadre article from Global Human Resource Management Catagory Culture Shock
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