SUMMARY AND REFLECTION: CONCEPTUAL LITERATURE

BY ANNABELLE VIVIEN ALONZO

On the journal entitled, “Expatriation: Challenges and Success Factors of an International Career” by
Dovilė Ročkė, a PhD student from Lithuania, the conceptual essence of the expatriation process was
explained while citing a number of references.

An expatriate was defined as an employee who works for a particular amount of time in a branch of an
international company located abroad. These expatriates are usually selected to act as representatives
and ambassadors to apply the management techniques of parent companies to local branches based on
three reasons: technical competence, management development and control. Reasons for expatriation
were mentioned as effects of company mergers and acquisition, technology transfers, development of
new markets and development of new ideas/product.

While expatriation is being noted as an action taken for the achievement of company goals, it was also
noted that most employees treat this change of becoming an expatriate as an opportunity for personal
and professional development, and to acquire a positive change in their respective careers. It was also
determined that the challenges faced by these expatriates occur during adaptation on a cross-cultural
level and on repatriation.

On an introspective view, I believe that sending out employees to other branches paves the way for a
more globally competitive employee and that the immersion process would be largely beneficial both on
the employee and the company itself. Best practices can be shared and informative seminars can be re-
echoed much to the benefit of the company. Despite the challenges that an employee will face, I believe
that the advantages would outweigh them in the long run. These challenges would also make room for
growth on the employee being sent out on the assignment

The journal ends on the revelation of the factors that influence the success of the international
employee. The employee’s personal qualities, experience, skills, family situation and the continuous
communication and collaboration throughout the experience all contribute to how an employee fares
abroad.

Truly, I believe that being an international employee is not all sunshine and rainbows. There are
challenges and adversities to face but if an employee has a strong heart for the job, and if the employee
has a good pre-sending program, the goals of expatriation would be achieved.

SUMMARY AND REFLECTION: REVIEW OF RELATED LITERATURE

BY ANNABELLE VIVIEN ALONZO

For the review of related literature, I chose the one from the journal entitled, “A Qualitative Study on
Cultural Adjustments and Difficulties While Working with Other Cultures” by Liz Truax of UW-La Crosse.
The review examines whether or not organizations are providing training to employees working abroad
and how this affects business interactions, and how working abroad affects employers after an
employee’s return. Cross-cultural training is explained along with its effects. Uncertainty reduction
theory was also noted and an explanation on how being aware of cultural differences helps employees
adjust their doubts and expectations when entering another culture.

After reading the journal, memories of my trip abroad last year came to mind and I cannot help but
agree very strongly that culture shock can strongly affect an employee’s experience overseas. Successful
business engagements can only be achieved if the employee is able to adjust to the culture of the
country she is sent in as it would show on the way he/she carries herself on the professional side. Verbal
and nonverbal signs can be interpreted differently on an intercultural set-up. On this review, it was
found that little training and orientation is done by some employers and that employees are usually just
advised to read brochures, books on the country they are visiting and website references.

This is where training adequacy comes into focus. An employee who is trained and oriented thoroughly
before being sent out to the program would be more effective and efficient in performing his/her
duties. Cultural adjustment problems can lead to marginal performance, problems in language barriers
and a problematic communication style.

SUMMARY AND REFLECTION: THEORETICAL AND CONCEPTUAL FRAMEWORK

BY ANNABELLE VIVIEN ALONZO

On the journal entitled, “Stress of working abroad: a systematic review” by Shotaro Doki, Sinichiro
Sasahara, and Ichiyo Matsuzaki, a theoretical framework was cited regarding the international
adjustment and problems faced of working abroad.

It was determined that there were generally four factors related to these adjustments and they were
individual, occupational, support and cultural.

On an individual perspective, it was sited that an employee must be self-oriented and perceptual. In my
opinion, this is true. An employee who is sent out must have a strong sense of self-identification and
must be sensitive so that he is able to present himself as best as he could and for him to be able to put
his best foot forward. An employee sent abroad amust also be flexible and adaptable in order for him to
face the new environment. To successfully achieve the goals of workig abroad abroad, he must have a
strong sense of purpose.

On an occupational perspective, the job and organizational culture was factored in along with the job
knowledge and the employee’s motivation. Technical mastery plays a huge role in the success of
working abroad as it would be a deciding factor whether or not you will be able to adjust to the minds
and perspectives of your new workgroup. If an employee has job knowledge and mastery, his solid
contributions will follow. If an employee feels that he is able to contribute, I believe that this will lead
him to stay motivated.

On the support side, socialization and family situation played a huge role. I believe that working abroad
is one of the loneliest circumstances as you would be singled out in a group where everyone is an
acquaintance of somebody. To easily adjust, I believe that one must socialize and interact with others.
Relationships can contribute to team cohesiveness and lasting connections. Family situation can become
a complicating factor but can be managed through consisent communication.

On the cultural side, cultural toughness remained a challenge for the international employee. However,
extra-cultural openness was deemed as a factor that helped the international employee in battling the
challenges. Indeed, there are some cultures that are harder to adjust into. Therefore one must be ready
to face this challenge and remain as resilient as ever. One must maintain an open mind in order to be
perceived in a good way by others and prevent conflict.