The Culture Shock - an Analysis of the Role of the Spouse
Zjawisko globalizacji postawiło przed zarządzaniem nowe wyzwania. W artykule skupiono się na jednej szczegółowej kwestii należącej do sfery zarządzania zasobami ludzkimi – szoku kulturowym. Firmy zmierzające do ekspansji globalnej, lub już będące przedsiębiorstwami międzynarodowymi często są zmuszane do wysyłania pracowników w różne części świata gdzie nowa kultura w obcym kraju bardzo się różni od ich własnej.
The effects of globalisation have confronted management with diverse challenges. In the following article, the author focuses on one particular question that primarily belongs to the area of human resources management - culture shock. Companies intending to go global, or which are already global, often find that they have to send employees from different levels in the hierarchy to work in subsidiaries based in new geographical markets. These company assignments may range from a couple of days to a couple of years. These employees, often referred to as "expatriates," frequently find themselves confronted with a culture that may be very different from their own. At the beginning, these differences may appear exciting, but as time goes by a period of frustration often follows and in many cases leads to the early termination of the assignment. In fact, although a considerable amount of money is spent on expatriation, in a shockingly high number of cases the transferred employees return home early due to what experts refer to as "culture shock". In the following article, the author analyses culture shock and, in particular, the role of the spouse. After defining the term culture shock and analysing the phases of adjustment, the author presents the causes and consequences of culture shock and undertakes a brief literature review on the subject of the spouse's role. In the article, the author intends to find practical solutions to help the spouse adjust more easily to the new culture. This would not only be beneficial to the employee and his/her spouse and ease the situation of his/her family and working environment, but also help the company: not only would they be able to reduce expenditures on expatriation but also perhaps even achieve higher efficiency due to the spill-over effect that a content employee may have on his/her company. (original abstract)
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