Bangladesh University of Professionals

A Term Paper on
The Impact of Cultural Challenges on the Management of Expatriate Workers
at BRAC

Submitted to
Dr. Md. Arifur Rahman
Professor
Department of Management Studies
Faculty of Business Studies
Bangladesh University of Professionals

Submitted by
Md. Danial Labib Dani
ID: 23243404001
Session: 2022-2023

Submission Date: October 21, 2023

 Letter of Transmittal
31st October 2023
Dr. Md. Arifur Rahman
Professor
Department of Management Studies
Faculty of Business Studies
Bangladesh University of Professionals
Mirpur Cantonment, Dhaka – 1216
Subject: Submission of Term Paper

Respected Sir,
I am writing to transmit the research paper titled "The Impact of Cultural Challenges on the
Management of Expatriate Workers at BRAC." The paper is submitted as part of Global Human
Resource Management and serves as an in-depth exploration of the challenges and strategies
surrounding the management of expatriate workers in a global context, with a focus on BRAC.
I'm sincerely grateful for your guidance throughout the course. Thank you for your support.

Sincerely,
Md. Danial Labib
ID: 23243404001
Department of Management Studies
Faculty of Business Studies (FBS)
Bangladesh University of Professionals

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 Table of Contents

EXECUTIVE SUMMARY .................................................................................................................................. 4

1. INTRODUCTION ......................................................................................................................................... 5
1.1 Introduction to the Topic .................................................................................................................... 5
1.2 Significance of the Topic...................................................................................................................... 5
1.3 Objectives............................................................................................................................................ 5
2. LITERATURE REVIEW ................................................................................................................................. 7
3. BRAC'S GLOBAL PRESENCE ...................................................................................................................... 10
3.1 Overview of BRAC's Global Operations ............................................................................................. 10
3.2 Importance of Expatriate Workers in BRAC's Global Operations ...................................................... 11
4. METHODOLOGY ...................................................................................................................................... 13
5. CULTURAL CHALLENGES FACED BY EXPATRIATE WORKERS ..................................................................... 15
6. BRAC'S APPROACH TO MANAGING EXPATRIATE WORKERS .................................................................... 17
7. IMPACT ON EMPLOYEE PERFORMANCE AND ORGANIZATIONAL OUTCOMES ....................................... 19
7.1 Effects of Cultural Challenges on Expatriate Worker Performance and Job Satisfaction .................. 19
7.2 Impact on BRAC's Organizational Outcomes and Mission Delivery .................................................. 19
8. RECOMMENDATIONS FOR MANAGING CULTURAL CHALLENGES FOR EXPATRIATE WORKERS............... 21
9. CONCLUSION ........................................................................................................................................... 23
REFERENCES ................................................................................................................................................ 24

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 EXECUTIVE SUMMARY
BRAC, originally founded in Bangladesh, has emerged as one of the world's largest and most
influential non-governmental organizations (NGO) with a mission to alleviate poverty and
empower marginalized communities. This executive summary provides an overview of BRAC's
extensive international operations, highlighting its global reach and diverse programs. BRAC's
international operations span numerous countries across Asia, Africa, and the Caribbean. With a
presence on multiple continents, BRAC's work extends to countries such as Afghanistan, Pakistan,
Uganda, and Haiti.

BRAC's international endeavors encompass a wide spectrum of programs and initiatives

addressing various facets of social development, including education, healthcare, microfinance,
women's empowerment, rural development, and disaster response. Its initiatives have touched the
lives of millions of individuals, with an emphasis on women's rights, gender equality, and
sustainable development. BRAC's work is characterized by its profound social impact. It is
dedicated to uplifting the world's underserved populations, particularly in empowering women and
fostering sustainable development.

BRAC collaborates with governments, international organizations, and other NGO to enhance the
effectiveness of its programs. These partnerships are instrumental in achieving its mission. In the
realm of international development, BRAC stands as a symbol of commitment, impact, and scale.
Its operations exemplify how a non-governmental organization can make a significant difference
on a global scale, addressing poverty, inequality, and social challenges through diverse and
impactful initiatives. Expatriate workers are integral to BRAC's international mission, adapting to
different cultural contexts and contributing to its overarching goal of poverty alleviation and social
empowerment.

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 1. INTRODUCTION
1.1 Introduction to the Topic
The management of expatriate workers in a global context is a multifaceted challenge, marked by
cultural diversity, cross-border operations, and complex human resource dynamics (Cho and
Sultana, 2015). This paper delves into the intricate web of cultural challenges that affect expatriate
workers and their management at BRAC, one of the world's largest non-governmental
organizations. BRAC's global reach and diverse workforce make it an ideal case study for
exploring the impact of cultural challenges on expatriate management.

1.2 Significance of the Topic

The management of expatriate workers holds immense significance in the contemporary global
economy. With an increasing number of organizations expanding their international presence, the
effective management of expatriates has become a key determinant of success. The challenges and
opportunities that arise from cultural diversity, including language barriers, differing work norms,
and adaptation issues, have a profound impact on an organization's ability to achieve its goals (Cho
and Sultana, 2015). Understanding these challenges and how organizations address them is crucial
for both academia and the business world. Organizations expand their international presence in
pursuit of new markets, diverse customer bases, and strategic advantages. This expansion fuels
economic growth and fosters innovation on a global scale. Expatriate workers are often at the
forefront of these endeavors, bridging the gap between a company's headquarters and its
international operations. Their success is synonymous with the success of global expansion and,
consequently, the broader economic landscape.

1.3 Objectives
The primary purpose of this paper is to investigate the impact of cultural challenges on the
management of expatriate workers at BRAC. The study aims to achieve the following objectives:

• Examine the cultural challenges faced by expatriate workers at BRAC, including language
barriers, cultural differences, and acculturation issues.

• Analyze BRAC's strategies and policies for managing expatriate workers and addressing
these challenges.

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• Investigate the impact of these cultural challenges on expatriate worker performance and
job satisfaction, as well as their influence on BRAC's organizational outcomes and mission
delivery.

• Provide recommendations and best practices for BRAC and other organizations managing
expatriate workers in diverse cultural contexts.

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 2. LITERATURE REVIEW
Expatriate workers, often referred to simply as "expatriates" or "expats," are individuals who are
employed by an organization but temporarily or permanently reside in a foreign country, away
from their home country. These workers play a crucial role in international organizations and
global business operations. Here is a comprehensive definition and an exploration of their role:

Expatriate workers are individuals who are selected and sent by their organization to work in a
foreign country (Ahmed, Hopper and Wickramasinghe, 2023). They are typically citizens of one
country (the home country) but are employed in another country (the host country) for a defined
period. The primary characteristic of expatriates is that they are assigned to work outside their
home country, often as part of a specific international assignment.

Expatriates are often selected for their specialized skills, knowledge, and expertise (Uddin et al,
2019). They play a crucial role in transferring these capabilities to the international operations of
their organization. This knowledge transfer is essential for maintaining global consistency in the
quality of products, services, and processes. Expatriate workers can act as cultural liaisons between
the organization's headquarters and its international branches. They help ensure that the
organization's values, goals, and work culture are effectively communicated and maintained across
borders. Expatriates often take on leadership and management roles in international branches or
subsidiaries. They may be responsible for overseeing local staff, making strategic decisions, and
ensuring that the organization's objectives are met in the host country.

Many expatriate workers are assigned to manage specific projects or initiatives in the host country.
Their skills and experience are leveraged to ensure the successful execution of these projects.
Expatriates are expected to adapt to the host country's work environment and culture. In doing so,
they facilitate the organization's integration into the local market and build relationships with local
partners and stakeholders. Expatriates often play a key role in international business development
by identifying new market opportunities, establishing partnerships, and expanding the
organization's global reach.

The management of expatriate workers has been the subject of extensive research due to its
significance in the globalized business landscape (Amir, 2022). Previous studies have explored
various dimensions of expatriate management, including selection and recruitment, training and

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development, performance appraisal, and repatriation. Researchers have examined factors
influencing expatriate success, such as cultural adaptation, family support, and job satisfaction.
Moreover, the literature has identified several challenges that expatriates commonly encounter,
including language and communication issues, cultural differences, and stress related to adaptation
and homesickness.

Cultural challenges faced by expatriate workers are a prominent aspect of international

assignments. These challenges encompass linguistic barriers, differing work ethics and norms,
intercultural communication issues, and the need for acculturation. Cultural differences can result
in misunderstandings, miscommunications, and even conflicts, which can significantly affect
expatriate worker performance and job satisfaction. These challenges also extend to the family
members of expatriates, who may struggle with adaptation and integration in the host country. The
impact of cultural challenges can be both positive, as they promote diversity and innovation, and
negative, leading to stress and decreased productivity. Various theoretical frameworks have been
applied to study expatriate management and the impact of cultural challenges. Notable frameworks
include:

• Cultural Intelligence (CQ): Cultural intelligence theory, developed by Earley and Ang in
2003, focuses on an individual's ability to adapt and function effectively in culturally diverse
settings. It emphasizes the importance of cognitive, motivational, and behavioral aspects of
cultural adaptation.

• The Cross-Cultural Adjustment Model: This model, proposed by Black, Mendenhall, and
Oddou, suggests that expatriate success is influenced by factors such as cultural novelty, task
demands, and the psychological and sociocultural adjustment of the expatriate and their family.

• The Stress-Adaptation Framework: This framework explores the stressors expatriates face
when adjusting to a new culture and the coping mechanisms they employ to adapt successfully.
Stress can lead to positive outcomes, such as enhanced learning and personal growth, or
negative outcomes, such as burnout and early repatriation.

• The Cultural Distance Theory: This theory posits that the greater the cultural distance
between the home and host countries, the more challenging the expatriation experience. It

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 highlights the significance of understanding cultural differences and how they affect expatriate
management.

These theoretical frameworks provide a foundation for understanding and analyzing the impact of
cultural challenges on the management of expatriate workers, guiding the research in this paper.

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 3. BRAC'S GLOBAL PRESENCE
3.1 Overview of BRAC's Global Operations
BRAC, originally founded in Bangladesh in 1972, has evolved into one of the world's largest and
most influential non-governmental organizations (NGOs). Its mission is to alleviate poverty,
empower marginalized communities, and provide essential services in numerous countries across
Asia, Africa, and the Caribbean. BRAC (originally known as Bangladesh Rural Advancement
Committee) was founded by Sir Fazle Hasan Abed in Bangladesh in response to the devastating
Cyclone of 1970 and the subsequent Bangladesh Liberation War in 1971 (Anjum, 2022). It began
as a small relief organization and had since grown into a comprehensive development organization.
BRAC's international presence extends to numerous countries, making it a global force in the field
of poverty alleviation and social development. It operates across multiple continents, including
Asia (e.g., Afghanistan, Pakistan, Myanmar), Africa (e.g., Uganda, Tanzania, South Sudan), and
the Caribbean (e.g., Haiti).

BRAC's international operations encompass a wide array of programs and initiatives that address
various aspects of social development. BRAC is known for its extensive network of schools,
providing primary and secondary education to disadvantaged children in multiple countries. The
organization offers healthcare services, including maternal and child health programs, clinics, and
the provision of essential medicines. BRAC is a pioneer in microfinance and provides financial
services and credit to empower marginalized communities economically. Numerous initiatives
focus on women's rights, gender equality, and women's economic participation. BRAC's rural
development programs aim to improve the livelihoods of those living in poverty-stricken areas.
BRAC is involved in disaster management and relief efforts in regions prone to natural disasters.

BRAC's programs are designed to have a substantial social impact, targeting some of the most
pressing issues faced by the world's poor and underserved populations. Its work has touched the
lives of millions, with a particular emphasis on empowering women and promoting sustainable
development. BRAC collaborates with governments, international organizations, and other NGOs
to leverage resources, share expertise, and amplify the impact of its programs. These partnerships
are instrumental in achieving its mission. BRAC's international operations are characterized by
their scale, diversity, and commitment to tackling global poverty and social challenges. The
organization's presence in multiple countries and its multifaceted approach to development make

10
it a prominent player in the field of international social and economic development. Expatriate
workers play a significant role in ensuring the success of BRAC's global mission, adapting to
different cultural contexts, and contributing to the organization's goal of poverty alleviation and
social empowerment.

3.2 Importance of Expatriate Workers in BRAC's Global Operations

Expatriate workers play a crucial role in BRAC's ability to fulfill its global mission effectively.
Several key reasons highlight their importance:

Cross-Cultural Expertise: BRAC operates in culturally diverse and often challenging

environments. Expatriates bring with them cross-cultural expertise, which is essential for
navigating and respecting local customs, norms, and traditions (Cascio and Boudreau, 2016). This
cultural sensitivity is vital for the success of BRAC's programs and their acceptance by local
communities.

Technical and Managerial Expertise: Expatriates often possess specialized technical and
managerial skills that may be scarce or unavailable in the regions where BRAC operates. They
contribute their knowledge and experience to drive program development, management, and
innovation.

Knowledge Transfer: Expatriates act as conduits for knowledge transfer within BRAC. They help
train and develop local staff, enhancing their skills and capabilities. This knowledge transfer is
crucial for building sustainable local capacity.

Quality Assurance: Expatriates often ensure the quality and consistency of BRAC's programs
across different countries. They help maintain the high standards and best practices established by
the organization in its home country, Bangladesh.

Leadership and Decision-Making: In many cases, expatriates take on leadership roles within
BRAC's international branches, guiding the strategic direction of programs and operations. Their
leadership is instrumental in achieving the organization's goals.

Expatriate workers are instrumental in BRAC's global mission because they provide the
organization with the cultural competence, technical expertise, and leadership required to adapt its

11
initiatives to diverse and challenging environments. Their role helps ensure that BRAC can
effectively address poverty and provide essential services to underserved populations worldwide.

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 4. METHODOLOGY
This research study on "The Impact of Cultural Challenges on the Management of Expatriate
Workers at BRAC" is primarily based on secondary data sources. Secondary data is information
that has been previously collected, analyzed, and published by others, making it an essential
component of research when primary data collection is not feasible or necessary. The utilization
of secondary data sources offers several advantages in the context of this study:

1. Literature Review:

• Review of Existing Literature: The research draws extensively from existing academic
literature, reports, and studies related to expatriate management, cross-cultural challenges,
and international organizational practices. This comprehensive literature review serves as
the foundation for understanding the theoretical underpinnings and key concepts in the
field.

• Theoretical Frameworks: The study leverages existing theoretical frameworks from

academic sources to inform the analysis of cultural challenges faced by expatriate workers
and BRAC's management strategies.

2. Document Analysis:

• Internal Organizational Documents: The research involves the analysis of internal

organizational documents provided by BRAC. These documents include policies, reports,
and expatriate feedback, which offer insights into the organization's approach to managing
cultural challenges.

• Publicly Available Reports: Publicly accessible reports and publications from BRAC are
reviewed to gain a comprehensive understanding of the organization's international
operations, challenges, and strategies.

3. Online Databases and Repositories:

• Academic Databases: Online academic databases, such as PubMed, JSTOR, and Google
Scholar, are utilized to access peer-reviewed articles, scholarly journals, and research
papers related to expatriate management, cultural challenges, and cross-cultural adaptation.
These sources contribute to a robust theoretical foundation for the study.

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 • Organizational Reports: Reports from international organizations, governmental
agencies, and NGOs that pertain to expatriate management and cross-cultural challenges
are reviewed. These sources provide valuable insights into best practices and industry
standards.

4. Cross-Referencing and Triangulation:

The research employs a cross-referencing and triangulation approach by comparing and

corroborating information from multiple secondary data sources. This approach enhances the
reliability and validity of the study's findings.

5. Ethical Considerations:

While secondary data does not involve direct interaction with human participants, ethical
considerations still apply. The research adheres to ethical principles, including proper citation and
attribution of sources, respecting copyright and intellectual property rights, and ensuring the
accuracy and integrity of information used.

6. Limitations:

The study acknowledges limitations associated with secondary data, including potential bias or
subjectivity in the original data sources and the absence of the researcher's control over data
collection. Additionally, the research relies on the accuracy and completeness of the available
secondary data.

In conclusion, the utilization of secondary data sources has allowed for a comprehensive
exploration of the research topic, "The Impact of Cultural Challenges on the Management of
Expatriate Workers at BRAC." By leveraging existing knowledge, academic literature, and
organizational documents, this research contributes to a deeper understanding of expatriate
management in a global context and the specific strategies employed by BRAC to address cultural
challenges.

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 5. CULTURAL CHALLENGES FACED BY EXPATRIATE
WORKERS
Expatriate workers at BRAC encounter a range of cultural challenges as they operate in diverse
and often culturally distinct environments. These challenges can impact their effectiveness, job
satisfaction, and overall well-being. Some of the common cultural challenges faced by expatriate
workers at BRAC include:

Language Barriers: Language differences can pose significant challenges for expatriate workers
(Debnath and Bhowmik, 2022). In host countries where languages differ from their native tongue,
expatriates may struggle to communicate effectively with local colleagues, beneficiaries, and
stakeholders. Language barriers can lead to misunderstandings, misinterpretations, and hinder the
transmission of critical information. It may also limit expatriates' ability to build rapport and trust
with the local community.

Cultural Differences: Cultural variations in values, customs, and social norms can be a source of
considerable stress for expatriate workers. Different cultures have distinct ways of communication,
decision-making, conflict resolution, and work ethics. Understanding and adapting to these
differences is crucial for successful integration and collaboration. Failure to do so can lead to
cultural misunderstandings, conflicts, and a sense of isolation.

Acculturation Challenges: Acculturation refers to the process of adapting to a new culture and
its way of life. Expatriate workers often experience difficulties in acculturating to the host country.
They may face challenges related to lifestyle adjustments, dietary habits, and local customs. The
process of acculturation can also impact an expatriate's mental and emotional well-being,
potentially leading to feelings of homesickness, isolation, and stress.

Work-Life Balance: Balancing work and personal life can be challenging for expatriates,
especially in countries with significantly different work cultures. Some host countries may have
longer working hours, different expectations regarding availability, and varied approaches to work-
related stress. Expatriate workers may find it difficult to establish boundaries between their
professional and personal lives.

Family Adjustment: Expatriate workers often relocate with their families, and their spouses and
children may also face cultural adjustment challenges. Spouses may struggle to find employment
15
or social connections, and children may experience difficulties in adapting to a new educational
system and social environment. These family-related challenges can compound the stress on
expatriate workers.

Health and Healthcare: Healthcare systems and practices can vary significantly from one country
to another. Expatriate workers may encounter challenges related to access to quality healthcare,
understanding local healthcare systems, and coping with health-related issues in a foreign
environment (Maha, 2021).

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 6. BRAC'S APPROACH TO MANAGING EXPATRIATE
WORKERS
BRAC has developed a comprehensive approach to managing expatriate workers in a way that
recognizes and addresses the cultural challenges they may encounter. The organization's strategies
and policies are designed to facilitate the successful integration of expatriates into diverse cultural
contexts. Here's an overview of BRAC's approach:

Orientation and Pre-Deployment Training: Before expatriate workers are deployed to a new
country, BRAC provides thorough orientation and pre-deployment training. This training includes
cultural sensitivity sessions, language classes, and in-depth briefings on the local culture, customs,
and work environment. It aims to prepare expatriates for the cultural challenges they might face in
their host country.

Cross-Cultural Support: BRAC recognizes the significance of providing ongoing support for
expatriates. This support includes access to cultural mentors or guides, who are typically local staff
members with expertise in the host country's culture. These mentors assist expatriates in
understanding and adapting to cultural nuances, norms, and customs.

Family Support: BRAC understands that expatriate workers' families play a vital role in their
well-being and success. Therefore, the organization offers support and services for the families of
expatriates, including assistance with spousal employment, children's education, and social
integration.

Tailored Assignments: BRAC endeavors to match expatriate workers with assignments that align
with their skills and cultural adaptability (Mannan, 2015). This approach ensures that expatriates
are placed in roles where they can make the most significant contributions while managing cultural
challenges effectively.

Feedback Mechanisms: BRAC maintains an open line of communication with expatriate

workers. Regular feedback sessions allow them to express their concerns, challenges, and
suggestions. BRAC takes this feedback into account to continually improve its support and
policies.

Example:

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Cultural Adjustment in Afghanistan: In Afghanistan, BRAC had expatriate workers from
Bangladesh facing challenges in adapting to the local culture and work environment. The
organization initiated a cultural immersion program that involved collaboration with local
communities. Expatriates participated in cultural exchange activities, worked closely with local
staff, and learned the Pashto or Dari languages. This approach significantly improved their cultural
adjustment and integration.

Language Barriers in Tanzania: In Tanzania, expatriate workers from different countries faced
language barriers that hindered communication with local beneficiaries. BRAC implemented
language training programs to improve communication skills. Additionally, the organization
promoted the use of bilingual staff members to facilitate language interpretation, bridging the
communication gap effectively.

Family Integration in Uganda: In Uganda, BRAC focused on supporting the families of

expatriate workers. The organization established support networks for spouses and children,
including access to international schools and community engagement programs. This holistic
approach improved the overall well-being and job satisfaction of expatriate workers and their
families.

BRAC's adaptable approach to managing cultural challenges is a testament to the organization's

commitment to providing effective support for its expatriate workers. By tailoring strategies to
each unique context and leveraging local expertise, BRAC ensures that its expatriates can
overcome cultural challenges and contribute effectively to the organization's mission.

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 7. IMPACT ON EMPLOYEE PERFORMANCE AND
ORGANIZATIONAL OUTCOMES
7.1 Effects of Cultural Challenges on Expatriate Worker Performance and Job
Satisfaction
Performance: Cultural challenges can have both positive and negative effects on expatriate
worker performance (Safa, 2019). On the positive side, the experience of overcoming cultural
obstacles can enhance adaptability, problem-solving skills, and intercultural competence. These
skills can contribute to improved job performance. However, on the negative side, unaddressed
cultural challenges can lead to stress, frustration, and reduced productivity. Language barriers,
misunderstandings, and cultural differences can hinder work efficiency and effectiveness.

Job Satisfaction: Cultural challenges can significantly impact job satisfaction. Expatriate workers
who feel supported, understood, and equipped to address these challenges are more likely to have
higher job satisfaction. On the other hand, unmanaged cultural issues can lead to feelings of
isolation, homesickness, and frustration, which can erode job satisfaction and potentially lead to
early repatriation.

7.2 Impact on BRAC's Organizational Outcomes and Mission Delivery

Organizational Outcomes: The effective management of cultural challenges can influence
BRAC's organizational outcomes in several ways. When expatriate workers are equipped to
address cultural issues, they can contribute to higher program effectiveness and efficiency. BRAC's
ability to meet its program goals and objectives is enhanced when expatriates collaborate
effectively with local staff and beneficiaries. However, unaddressed cultural challenges can result
in delays, miscommunications, and potential conflicts that may hinder program delivery.

Mission Delivery: The success of BRAC's mission delivery is closely linked to the effective
management of expatriate workers’ cultural challenges. Expatriates serve as essential bridges
between BRAC's global strategies and local communities. When they manage cultural challenges
well, they can build trust and positive relationships with beneficiaries. This, in turn, facilitates the
successful delivery of services and programs that target poverty alleviation, education, healthcare,
and other essential areas. On the contrary, cultural challenges that are not managed effectively may

19
impede BRAC's mission delivery and impact the organization's ability to achieve its overarching
goals.

The impact of cultural challenges on expatriate worker performance and job satisfaction has direct
repercussions on BRAC's organizational outcomes and mission delivery. Effective management of
these challenges can lead to improved job performance, job satisfaction, and more successful
program delivery (Sumaiya, 2023). Unaddressed cultural issues, on the other hand, can hinder
performance, reduce job satisfaction, and potentially impede BRAC's ability to fulfill its mission
effectively. Therefore, it is imperative for BRAC to continue its commitment to addressing and
mitigating cultural challenges for its expatriate workers to ensure the organization's continued
success in its global mission.

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 8. RECOMMENDATIONS FOR MANAGING CULTURAL
CHALLENGES FOR EXPATRIATE WORKERS
a) Pre-Deployment Cultural Preparation: Implement thorough pre-deployment cultural
orientation and training programs for expatriate workers. These programs should cover
language training, cultural norms, customs, and insights into the host country's socio-cultural
landscape.
b) Cultural Mentorship: Establish a mentorship system that pairs expatriates with experienced
local staff members. These mentors can provide guidance, support, and practical advice on
cultural integration and effective cross-cultural communication.
c) Family Support Programs: Recognize the significance of expatriate families' well-being and
their impact on the expatriates' experience. Provide comprehensive support programs for
spouses and children, including assistance with employment, education, and social integration.
d) Ongoing Cultural Training: Encourage continuous cultural training and awareness programs
throughout an expatriate's assignment. This will help them adapt to changing cultural contexts
and maintain cultural competence.
e) Feedback Mechanisms: Establish an open channel of communication for expatriate workers
to express their concerns and provide feedback regarding cultural challenges. Use this
feedback to make continuous improvements in cultural support policies.
f) Tailored Assignments: Match expatriate workers with assignments that align with their skills,
cultural adaptability, and experience. This will ensure that they are placed in roles where they
can make the most significant contributions.
g) Cultural Competency Development: Incorporate cultural competency development as a core
competency for all expatriate workers. Provide training and resources to help them understand
and navigate the local culture effectively.
h) Language Proficiency: Encourage and facilitate language proficiency in the host country's
language. Language skills greatly improve communication and the ability to integrate with the
local community.
i) Cross-Cultural Collaboration: Promote cross-cultural teams that include a mix of expatriate
and local staff. Encourage collaboration, cultural exchange, and knowledge sharing to foster a
more inclusive work environment.

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j) Flexibility and Adaptability: Cultivate a corporate culture that values flexibility and
adaptability. This should include adjusting policies, procedures, and practices based on local
customs and needs.
k) Conflict Resolution Training: Provide training in conflict resolution and effective cross-
cultural communication. This equips expatriates with the skills needed to address
misunderstandings and cultural conflicts constructively.
l) Celebrate Diversity: Foster an inclusive work environment where diversity is celebrated, and
differences are seen as assets. Recognize and reward individuals who demonstrate cultural
competency and contribute to cross-cultural understanding.

By implementing these recommendations, both BRAC and other organizations can better manage
cultural challenges for expatriate workers. This will lead to improved expatriate performance,
higher job satisfaction, and enhanced mission delivery in diverse cultural contexts. Additionally,
it will contribute to building more inclusive, culturally aware organizations.

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 9. CONCLUSION
Expatriate workers at BRAC commonly face cultural challenges, including language barriers,
cultural differences, and acculturation issues, which impact their performance and job satisfaction.
BRAC has developed a comprehensive strategy to manage these challenges, including cultural
training, mentorship, family support, tailored assignments, and feedback mechanisms. BRAC has
demonstrated the ability to adapt its approach to different contexts, using a variety of practices to
address specific cultural challenges, ultimately enhancing expatriate integration and mission
delivery.

The research underscores the critical importance of addressing cultural challenges in the
management of expatriate workers. Expatriates serve as crucial assets in the global operations of
organizations like BRAC, contributing their unique skills and expertise. The ability to effectively
manage these challenges ensures that expatriates can perform at their best and contribute to the
organization's mission. Failure to address cultural challenges can result in reduced performance,
job dissatisfaction, and even early repatriation, all of which can undermine an organization's goals
and mission.

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