EXPATRIATE INTERVIEW CROSS CULTURAL MANAGEMENT ASSIGNMENT 2

The study on operating in a foreign environment

The study revolves around determining how it feels to operate in a foreign environment where the culture differs from that of one’s home country. It will also discuss the experiences that expatriates have in various countries. The primary goal will be to comprehend how to adapt to the new environment and perform efficiently. One expat, Michelle who works in Singapore but originally from Malaysia will be interviewed to provide an insight into this topic. The meeting is important because it will give a first-hand account of how it feels to be a foreign land.

Background Information

He expatriates for the interview selected Michelle, a Malaysian national but currently working in Singapore as a nurse in the John’s Hopkins Singapore. Michelle is aged thirty years and has been in the country for more than one year after receiving the opportunity to work for the hospital after she qualified as the best candidate in a series of interviews conducted by the hospital. Michelle is a graduate and holds a Diploma in Clinical records from St. Georges Medical School. She works in the healthcare industry of which the demand for its services has risen higher in the recent times.

Interview Insights Living and Working Globally

Working globally can be very challenging especially when one is working way from home, and there are cultural differences. Adapting to the new conditions is often difficult and usually, takes people a longer time to adjust (Rockstuhl et.al. 2011). When Michelle was asked, “What did you think when you first heard you were going to Singapore?” she was quick to respond that at first, it was fun. She had always admired to work abroad in a foreign setting. Finally, Michelle knew it was a dream come true for her, and therefore, she grabbed the opportunity with both hands. However, due to cross-cultural variations, it became difficult for Michelle to execute her roles and functions in Singapore. She narrates, “At first I was confused, and people looked at me suspiciously as if I was a complete stranger.” Michelle continues to cite how difficult it became for her to understand the local language in which most of the patients spoke to her. Additionally, she remembers that friends never came by easy and it took the time to make new friends.

“However, when I managed to make friends, they helped me a great deal to adapt quickly and easily integrated into the society,” Michelle narrates further. Again when asked, “How could you sum up your first six months?” (Refer to appendix A). Michelle points out that she had received difficulties during the first few days, but later she became accommodated after she learned the art of making new friends. The friends helped her settle fast until she could remember she met a local who come to seek medical care and was pleased with the way she treated her and henceforth became real allies. She continues to narrate, “I even got my boyfriend in one of those visits to the community to educate and sensitize them on the general importance of practicing hygiene.” (Refer to Appendix A).

The two countries, Malaysia and Singapore, have a high contrast in culture, for example at one point as Michelle continues to speak, she had to put up with a group of colleagues reprimanding her for not helping a person who had stumbled on a block while texting. The incident occurred after work as they were headed home. The victim entirely a stranger to her, yet they wanted her to look at him and assist. She found it hard at heart to contend with that something her culture did not support. Malaysians have been brought up in such a manner they can assist somebody whom they know very well. As a nurse, she ensures that she first establishes a close association with her clients before treating them. In fact, this cultural orientation has improved the way she handles patients around and therefore boosting her standing in the hospital. As a result, she has produced many friends out of the patients, and now people identify her in the community. Michelle has received recognition and a lot of gifts for that. Moreover, she managed to adapt and adjust so fast to this cultural environment through trying to understand the people from their point of imagining and perspective (Malek and Budhwar 2013).

Analysis and Evaluation

Personal Reaction Level

Michelle mentioned that the causeways in Singapore often get clogged and so busy because of traffic jams something that would make her spend the better part of her day on the road. Due to the persistent and terrible traffic jams on the causeways, getting home is one of a hell in this country. There is usually a lot of congestion on the roads and checkpoints due to the prolonged exercise of checking all the passports to verify those in the country illegally. However, this does not mean that the transport system is bad or mediocre, but there is need to upgrade to a better one that could consume lesser time. Malaysians who work and live in Singapore express concerns over renting of houses due to stringent rules and regulations implemented on foreigners by landlords and landladies. The issue of boarding houses can bring a lot of inconveniences if there are differences between housemates (Eisenberg et al. 2013).

However, Singapore should be congratulated for its security-minded society, and therefore everybody feels secure in the streets be it day and night. A safe and serene environment for Malaysians living and working in the country is guaranteed due to stable political climate. There is also a sense of job security for up to ninety percent of Malaysians working in this nation since employers only value the skills and the performance the employee will deliver. In fact, Singapore is known to encourage hard work and therefore, working hard in whatever, one does pay off well. Michelle has worked so hard to create new friends and deliver the best of services for her clients owing to this fact. Out of this effort, she has managed to create many friends who sometimes appreciate her with gifts.

At one point people have cited that many Singaporeans respect individuals in need and are ready to extend a helping hand. For instance, a Singaporean is believed to stand and give up a seat to the old, sick and those who need it most. That sounds great especially when a young person gives up his or her seat on a train, or bus to a pregnant woman, elderly or sick. This is a show of kindness. The firm sense of civic-mindedness and gratitude possessed by most Singaporeans is something that should be lauded, and most Malaysians lack this quality. Therefore, Singapore should be a case study for learning healthy relationships with others for a united society (Bond and O’Byrne 2014). During the interview, Michelle was asked whom she mainly socialized with during the first six months. She, however, responded, “My main associations and engagements involved the host-country nationals and expatriates. These people became crucial and instrumental in helping me learn the culture and adjust so quickly.” (Refer to Appendix B; Crowne 2013, p.10-20).

The question led to another, “can you describe your relationship with your co-workers.” “My relationship with colleagues at the moment is exquisite compared to when I joined. St Johns Hopkins is a great place to make new friends. Moreover, the culture here promotes integration despite our social adversities. We share a lot regarding experiences, knowledge and even encounters during our free time and therefore, I would say I have not had any problem a fellow employee so far.” (Refer to Appendix B). However, judging by the ability to create new friends so fast, the remaining period had to be full of fun. Despite the first few days being boring, life became bearably enjoyable as time went by and who really could not fit into a culture of people who value great minds? What mattered most to Michelle is saving lives and making a significant impact in those she came across and served. I would be so excited to learn that I have done the great implications in the lives of people I serve. In fact, the efforts as she narrates gained her recognition both locally and nationally and this was apparent that dedication and determination pay (Tran 2016, p.73).

Analytical Level

The experience of living abroad in a culture slightly or even completely different ones can be challenging and adventurous depending on how the process is executed. A more fulfilling experience can be obtained by understanding precisely what the process of adjustment constitutes and then getting the right people to offer support during this period. As people grow up in various cultures, they get oriented to different ways of perceiving situations and handling matters, and as they transition from one culture to another, they go along with those experiences. Therefore, these experiences to a bigger extent shape and define them in this new environment. To some, it is easy and possible to learn and adjust to the new ways of doing things while others experience difficulties. Again, this depends on a person’s personality and attitude (Pudelko et al., 2014).

Therefore, finding oneself in a new cultural environment can present mixed reaction situation of confusion, disorientation, and stress, a condition commonly referred to as cultural shock. However, the common symptoms of cultural shock could include intensified homesickness, exclusivity from social situations, difficulties in sleep, irritation from minor issues and even extreme exhaustion. Therefore, several strategies could help in coping with cultural shock for foreign citizens living and working globally. First, the relativity of culture should be understood and depending on our upbringing we tend to label ideas and habits as either right or wrong. The ability to avoid labeling of evil or the good of some habits, the better an individual can cope with foreign cultures (Huff et al., 2014).

Another important thing to do is have an open mind and readiness to learn new things. Most people often confuse adjusting to new cultures with having to change or alter their cultural values entirely. In a situation you dislike someone’s culture, perceive it as an adventure and be curious to know how things get done in the new environment. Applying this principle will allow the shortest time possible to adjust to the new surroundings. It is also important to use the observation skills to know and learn how the rest behave in various unfamiliar situations. Too many strange experience and encounters will be more likely to emerge, therefore, paying closer attention to both nonverbal and verbal communication by others will shed more light on what could be happening (Crowne 2013, p.13; Chen et al. 2014).

While people become impatient and anxious about new experiences, the anxiety is normal and very okay because it will prompt one to ask questions. Seeking assistance from colleagues especially in issues that are not clear can help one adjust so fast. However, it should be noted that requesting for more aid is not an illustration of weakness but a stepping stone towards getting help in unclear matters. Last but not least, a cultural ally is an essential component of the journey towards conforming to new cultural environments. The partner can help an individual get clarifications on things that may seem confusing. He or she also provides an essential support in providing a practical example to learn from as many people learn from experiences (Mor et al., 2013).

In most occasions, cultural coaching and guidance offered when an individual sets foot in a foreign country can help a great deal ease the situation. In cultural orientation exercise, individuals get the opportunity to learn the basics of another peoples’ culture. Moreover, it pays if an employee who has been posted to a different culture conducts a thorough research into such a culture before making travel arrangements (Park and Nam 2016). It could be more exciting to learn that one is traveling abroad, but little is anticipated regarding cultural frustrations. Managing cultural shocks among foreign employees can be beneficial to them and the organization as a whole. It is important to align the cultures because that could become a probable cause of stress and discomfort hence reduced effectiveness and productivity (Park and Nam 2016).

Conclusion

To sum up, it is challenging to adapt to a new culture in most occasions because it is a continuous experience. However, cultural shocks are not as such detrimental or harmful as many people may think. They also have a positive side, for instance, a cultural shock exposes an individual to a complete environment where he or she can learn new experiences or things that will become useful in an after-life. It moreover strengthens one’s confidence level as they navigate a different kind of situations. One needs to be scared of living and working in a foreign land because it is an adventure full of fun, getting to meet new people as well as visiting new places. Adjusting to the new environment as mentioned earlier heavily depends on attitude, perception and those around a foreigner.

References

Bond, C., and O’Byrne, D.J. (2014). Challenges and conceptions of globalization: An investigation into models of global change and their relationship with business practice. (Cross Cultural Management), 21(1): 23-38. [Online] (updated 2014) Available at: [Accessed 2014]

Chen, A.Sh.Y., Wu, I.H., and Bian, M.D. (2014). The moderating effects of active and agreeable conflict management styles on cultural intelligence and cross-cultural adjustment. (International Journal of Cross Cultural Management), 14(3): 270-288. [Online] (updated 2014) Available at: [Accessed Mar. 7, 2014]

Crowne, K.A. (2013). Cultural Exposure, Emotional Intelligence, and Cultural Intelligence: An Exploratory Study. (International Journal of Cross Cultural Management), 13(1): 5-22. [Online] (updated 2013) Available at: [Accessed Feb. 7, 2013]

Eisenberg, J., Lee, H.J., Brück, F., Brenner, B., Claes, M.T., Mironski, J. and Bell, R. (2013). Can business schools make students culturally competent? Effects of cross-cultural management courses on cultural intelligence. (Academy of Management Learning and Education), 12(4): 603-621.

Huff, K.C., Song, P., and Gresch, E.B. (2014). Cultural intelligence, personality, and cross-cultural adjustment: A study of expatriates in Japan. (International Journal of Intercultural Relations), 38: 151-157.

Malek, A.M., and Budhwar, P. (2013). Cultural intelligence as a predictor of expatriate adjustment and performance in Malaysia. (Journal of World Business), 48(2): 222-231. [Online] (updated 2013) Available at: [Accessed Apr., 2013]

Mor, Sh., Morris, M.W., and Joh, J. (2013). Identifying and training adaptive cross-cultural management skills: The crucial role of cultural metacognition. (Academy of

Management Learning and Education), 12(3): 453-475. [Online] (updated 2013) Available at: [Accessed May 29, 2013]

Park, S., and Nam, K.A. (2016). Organizational culture, cultural intelligence, & transformational leadership : Performance impacts. (Academy of Management Proceedings), 1: 14160. [Online] (updated 2016) Available at: [Accessed Jan., 2016]

Pudelko, M., Tenzer, H., and Harzing, A.W. (2014). Cross-cultural management and language studies within international business research: Past and present paradigms and suggestions for future research. The Routledge Compendium to Cross-Cultural Management, London: Routledge.

Rockstuhl, T., Seiler, S., Ang, S., van Dyne, L., and Annen, H. (2011). Beyond general intelligence (IQ) and emotional intelligence (EQ): The role of cultural intelligence (CQ) on cross‐border leadership effectiveness in a globalized world. (Journal of Social Issues), 67(4): 825-840. [Online] (updated 2011) Available at: [Accessed Dec. 12, 2011]

Tran, B. (2016). Communication (intercultural and multicultural) at play for cross cultural management within multinational corporations (MNCs). In N. Zakaria, A.N. Abdul-Talib, & N. Osman (Eds.), Handbook of research on impacts of international business and political affairs on the global economy, (62-92), Hershey, PA : IGI Global.

Appendix A: Interview Questions

1. Tell me about one of your overseas assignments, from the time when you first learned about the possibility of coming to Singapore.

2. What did you think when you first heard you were coming to Singapore?

3. What were the first few days like?

4. Were there things that surprised you about the way people thought or worked?

5. What was your first big “aha” about the culture?

6. How would you sum up your first six months?

7. Did you have someone who could explain the local culture to you and that you could confide in?

8. How did people see you?

9. Can you describe your relationship with your co-workers?

10. Whom did you mainly socialize with (people from your own culture, third-country expatriates, or host-country nationals)?

Appendix B: Interview Transcript

1. Tell me about one of your overseas assignments, from the time when you first learned about the possibility of coming to Singapore.

I had never been to any overseas assignment therefore, Singapore makes the first. However, at some point I had been selected to go and work in the US but due to Visa and travel documentation technicalities, I didn’t make it.

2. What did you think when you first heard you were coming to Singapore?

It was very exciting to be selected to come to Singapore to work as a clinical records officer for St. Johns Hopkins Hospital. It felt a great honor and appreciation. It was amazing indeed and I felt happy for that opportunity.

3. What were the first few days like?

Challenging especially getting along with patients because I could not understand their language but it gave me the motivation to learn. Furthermore, I had few friends and so I felt lonely. That was the most difficult time for me but all in all I survived.

4. Were there things that surprised you about the way people thought or worked?

People worked extra shifts to earn an extra dollar due to the hard economic times and high inflation rates. It was amazing to work with such people. It was also a pleasure meeting various individuals who were so inspired and never giving up on what they did. However, it surprised me that despite the life hardships, these people afforded to be generous and welcoming.

5. What was your first big “aha” about the culture?

It came when people could help each other when they were complete strangers to each other, that amazed me most. I had not seen this in the Malaysian culture.

6. How would you sum up your first six months?

Very amazing, inspiring and transformative in the sense that it gave me an opportunity to explore and learn new things. The exposure has strengthened my personality and reasoning power.

7. Did you have someone who could explain the local culture to you and that you could confide in?

Yeah. Of course, I made friends so fast who could help me get integrated into the society. One friend who became instrumental in my adjustment by showing men around, explaining things that were unclear to me as well as teaching me a little bit of the local language. Joyce is such a friend I could confide in.

8. How did people see you?

A complete stranger unable to cope with the new environment. However, a few colleagues appreciated and held my hand when I needed their help the most.

9. Can you describe your relationship with your co-workers?

Very friendly, cordial and mutual in the sense that we get to interact freely with each other. The relationship so far is good and it makes me happy to be associated with them.

10. Whom did you mainly socialize with (people from your own culture, third-country expatriates, or host-country nationals)?

I socialize mainly with people from the host country. However, in some few instances, I get to meet and closely interact with experts from other nations.

Appendix C : Paired Work Process Log?????

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