<p>The purpose of this study is to examine the perceptions that the expatriates have on what personal characteristics a good expatriate should possess as well as their view on cross-cultural training (CCT). The study was conducted on two groups of expatriates from European companies – those who took part in some form of CCT when preparing for the assignment abroad and those who did not. The results show that some of the views are shared by both groups of the respondents. However, there are some difference in the way both groups think, which might depend on the fact that the two companies focus on different factors regarding the view on what features are important for an expatriate to have and how s/he should be prepared for the job. The three main conclusions of this study is that expatriates need to be motivated, willing and able to adjust and flexible to better acclimate themselves to new situations and environments; the family should be incorporated in the training to improve the chances of success; finally, CCT is perceived by the respondents as a good tool for expatriates going on assignment. This study can be seen as an introduction to more detailed studies on the effectiveness of CCT and decrease of expatriate failure.</p>

The purpose of this study is to examine the perceptions that the expatriates have on what personal characteristics a good expatriate should possess as well as their view on cross-cultural training (CCT). The study was conducted on two groups of expatriates from European companies – those who took part in some form of CCT when preparing for the assignment abroad and those who did not. The results show that some of the views are shared by both groups of the respondents. However, there are some difference in the way both groups think, which might depend on the fact that the two companies focus on different factors regarding the view on what features are important for an expatriate to have and how s/he should be prepared for the job. The three main conclusions of this study is that expatriates need to be motivated, willing and able to adjust and flexible to better acclimate themselves to new situations and environments; the family should be incorporated in the training to improve the chances of success; finally, CCT is perceived by the respondents as a good tool for expatriates going on assignment. This study can be seen as an introduction to more detailed studies on the effectiveness of CCT and decrease of expatriate failure.

This thesis was an exploration of the relationship between the host cultural knowledge of newcomers and their behavioural and psychological adaptation to the host culture. Utilizing a theoretical and applied approach to this research, 160 international and landed immigrant students at the University of Saskatchewan completed a questionnaire examining their perceptions of Canadian values and social axioms. Values and social axioms are guiding principles and mediating beliefs, respectively, that individuals use to organize, understand and facilitate physical and social functionality within a culture (Schwartz, 1994; Leung et al., 2002). Despite the complexity of the research task, there was marginal support for the main hypothesis that the participants understanding of Canadian cultural knowledge was related to adaptation to a host culture, specifically psychological adaptation. Furthermore, the results indicate that the participants knowledge of Canadian values and social axioms was differentially related to psychological and behavioural adaption to Canada.

This thesis was an exploration of the relationship between the host cultural knowledge of newcomers and their behavioural and psychological adaptation to the host culture. Utilizing a theoretical and applied approach to this research, 160 international and landed immigrant students at the University of Saskatchewan completed a questionnaire examining their perceptions of Canadian values and social axioms. Values and social axioms are guiding principles and mediating beliefs, respectively, that individuals use to organize, understand and facilitate physical and social functionality within a culture (Schwartz, 1994; Leung et al., 2002). Despite the complexity of the research task, there was marginal support for the main hypothesis that the participants understanding of Canadian cultural knowledge was related to adaptation to a host culture, specifically psychological adaptation. Furthermore, the results indicate that the participants knowledge of Canadian values and social axioms was differentially related to psychological and behavioural adaption to Canada.

The purpose of this study is to gain an understanding of how Cross-Cultural Training (CCT) can contribute job satisfaction. Job satisfaction is one of the crucial lessons for hotel human resource management. There are many factors studied in the past literatures affecting job satisfaction, such as the compensation system, the promotion opportunities, organizational culture, and so on; however, the purpose of this research is to evaluate Cross Cultural Training, as the factor, to study how the job satisfaction will be affected. This study takes one international hotel located in Taipei as the object to analyze how job satisfaction can be affected and contributed. The results are found as follows: 1¡B Regarding the design of CCT, it is proved that ¡§On-the-job Training¡¨ is the most appropriate design to conduct CCT to increase job satisfaction. Most of the interviewees are with the opinion that ¡§learning by doing¡¨ is the most efficient and effective way to be trained. 2¡B Regarding the duration of CCT, it is found that ¡§One month¡¨ is the best duration to conduct CCT; however, it is also distinguished that the duration of CCT depends much on the demand in different departments. 3¡B Regarding the strategy method of CCT, it is found that the responses from the interviewees are quite concordant, which are mainly focused on ¡§Simulations¡¨, ¡§Expositive Instructions¡¨, and ¡§Behavior Modification¡¨. 4¡B Regarding the profit of CCT, all interviewees agree that CCT is profitable since it will limit inefficiency and increase job satisfaction.

[pt] Esta dissertação de mestrado tem por objetivo analisar as oficinas literárias, integradas ao projeto do Segundo Turno Cultural, promovidas pela Secretaria de Cultura em parceria com a Secretaria de Educação nas Escolas do Amanhã da cidade do Rio de Janeiro, inseridas num contexto maior, previsto no PNLL (Plano Nacional do Livro e Leitura). O projeto Segundo Turno Cultural oferece no contra turno oficinas culturais para escolas em área de risco na cidade do Rio de Janeiro. A condição de acontecer dentro do ambiente escolar, faz com que seja pertinente a verificação do trabalho de leitura de textos literários realizado pelas oficinas. A pesquisa trata dos leitores considerando as políticas públicas do livro e leitura; seguindo para questão da mediação da leitura literária e a formação do leitor no espaço escolar. A experiência literária das oficinas como possibilidade para entender o mundo e relacionar-se em diferentes contextos sociais. / [en] My study aims to analyze the literary workshops, integrated to the project Second Cultural Shift, promoted by the Ministry of Culture in partnership with the Department of Education in the schools called Escolas do Amanhã located in Rio de Janeiro, embedded in a larger context, under PNLL (Book and Reading National Plan). The project Second Cultural Shift offers cultural workshops for schools in risk area in the city of Rio de Janeiro. The condition of moving within the school environment, makes it pertinent to check the work of literary reading texts held by the workshops. The research comes from readers considering public book and reading policy; following question to the mediation of literary reading and training the reader in school. The experience of literary workshops as possibility to understand the world and relate in different social contexts.

Trenden visar på att expatriates världen över fortsätter att ökas och värderas mer. Ett allmänt problem i hanteringen av expatriates är att de slutar i förtid och att de kan känna sig hindrade av att prestera till sina fulla kapaciteter. Årets resultat i en omfattande undersökning av expatriates världen över, där man mäter hur lyckliga de är, visade på att Sverige är årets förlorare. Syftet med den här studien är att ta reda på vilka sätt det finns för HR-ansvariga att använda, för att sänka risken för expatriate-failures i Sverige. Utifrån syftet formulerades två frågeställningar som undersökningen baserades på, på vilka sätt kan man minska risken för att expatriate-failures ska ske i Sverige och är de etablerade tillvägagångssätten giltiga i Sverige. Metoden bestod av en enkätundersökning som undersökte vad anledningarna för övervägan att sluta i förtid var för expatsen i Sverige samt hur deras besittning av vissa attribut korrelerade till att ha en risk för expatriate-failure. Undersökningen visade på att kulturshockar var huvudanledningen för att expatriate-failures sker i Sverige och att besittning av eftertraktade attribut skulle minska risken för expatriate-failures. Resultatet visade då på att de etablerade tillvägagångssätten är giltiga i Sverige för att minska risken för expatriate-failure. Andra effektiva tillvägagångssätt gavs också som förslag för att motverka frekventa anledningarna som emprin visade på.

<p>Adjustment to a new culture is a slow and step-wise process, which can be facilitated by cross-cultural training. First, a comprehensive review of current theories about cross-cultural adjustment and different training techniques is presented. Then, the study looks at the preparation and training of expatriates at Ericsson in relation to these theories. In-depth interviews with two Area Managers at Ericsson have been carried out in order to establish how the company’s training program is structured. We found that Ericsson follows a sequential model with both pre-departure and post-arrival training, mainly didactic in nature. The pre-departure training is very culturegeneral, whereas the post-arrival training is more specific for the host culture. The post-arrival training is, however, not offered in all host countries. Language training is also offered, and expatriates are encouraged to visit the host country prior to the departure. Many components in Ericsson’s training program are supported by theory,but several other techniques described in the theory are not in use. A suggestion is made to further formalize the post-arrival training and make the overall training more culture-specific.</p>

Adjustment to a new culture is a slow and step-wise process, which can be facilitated by cross-cultural training. First, a comprehensive review of current theories about cross-cultural adjustment and different training techniques is presented. Then, the study looks at the preparation and training of expatriates at Ericsson in relation to these theories. In-depth interviews with two Area Managers at Ericsson have been carried out in order to establish how the company’s training program is structured. We found that Ericsson follows a sequential model with both pre-departure and post-arrival training, mainly didactic in nature. The pre-departure training is very culturegeneral, whereas the post-arrival training is more specific for the host culture. The post-arrival training is, however, not offered in all host countries. Language training is also offered, and expatriates are encouraged to visit the host country prior to the departure. Many components in Ericsson’s training program are supported by theory,but several other techniques described in the theory are not in use. A suggestion is made to further formalize the post-arrival training and make the overall training more culture-specific.

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