Expatriates and foreigners who travel to the United States to live and work often have feelings about this young nation. These feelings are probably best describes the late Irish poet and playwright, Oscar Wilde, the United States as a country not vitality and vulgarity.
While most Americans think rarementn Landal in his "alien" is the fact that non-Americans that wastransferred the penalties for doing business and "lunch" are often surprised by who has a serious case of "culture shock".
According to research conducted recently by many foreign professionals south of Atlanta and other cities of the United States, the personnel policy of the company is a blatant lack of preparation for service as foreigners working in America. The objective of this study was to respectoción experiencell'estero and the attitude of the corporate culture omeAmerican. More than half of this group of entrepreneurs, CFOs, vice president, directors, managers, engineers and analysts in Europe. In total were 26 countries represented.
Equally worrying is the fact that the people of knowledge and their use qt Wettbewerbsfähigkeitence diversity, talent and the economy, the experience of their colleagues in the United States is not the case.
After the transferto physics in Comcompleta United States, most of the foreigners and their families, employers say provide little or no support to help them be involved in the community and the business environment. They often have to struggle up to a year or more to himself.
The financial cost derOperationen deslocalizacions is steep, often two to four times the salary of the proposed acquirer. But the cost of lost productivity through the months ofthe isolation, confusion and frustration i ° is not clear. The adjustment can be reduced by 50 percent unadequate cultural educational and vocational guidance, vocational training and mentoring. If companies invest only a 5-10 per cent of their costs for the resettlement of cross-cultural consulting, training and Entrenamiento buy insurance to protect their investments abroad and foreigners in their own, so the ROI very productive before.
The adjustment procedure
Of course, lastranieri, often through three stages of acculturation:
1. Discovery. First, the differences and obstacles, the hardships and frustung for themselves and their families.
2.Recherche. Second, that capture the people involved and resources that can help to overcome cultural barriers.
3rd Adjustment. Finally, make the necessary changes in their communication style, style and business practices, the reporttions with loron American colleagues.
Foreigners not in a period of adjustment and are selected by their fellow Americans undweniger effective in their work.
Rte Pabas pyramid
In their home country, most doctors have a degree of perfection and self-esteem. Once in the U. S. However, the sound of the pyramid of needs Maslow second. Physics, the new priorities.
Moreover, most of the basic daily needs are the main obstaclesthem to the buyer. The supply of loans is often a major obstacle, not rich mêmepour Americans. CEO of French North America Division moved Paris, France, in Atlanta, Georgia, three years ago. Family describes its efforts to establish a line of credit, as a "nightmare."
"We had here the history of credit and feel like thieves," said the buyer. Vice President, also complained of problems Kredsitkarten quandor his family moved from Paris to Holland unTLANTA with glaciers. A car dealer in Atlanta has rejected the sale of a car without a history of funding from the U.S., even if it is a credit card with American Express in Europe for four years. He and his wife have said that they viewed as "criminals." They were forced at the cost of your car must have.
Other foreigners, many disappointments that were in care perle necessity of life - the singesrtura a bank account, the connection of the public service, the decision of a long collaboration distanciampany, haggles the price for a car or buy home and car insurance. The Marketing Director of the British, the hotel chain to move to London, England, an American based in Atlanta, GA to find out that he did not know to what extent the United States. We do not have the sigl'importance komponieren "911." LAmerikaner often the daily survival of the skills that you need to know where the foreigners come to the United States.
Américainglés in "Sports Talk"
To understand American English is one of the first challenges for foreigners - including English as their mother tongue - is in the U.S. corporate culture. Speech by U.S. firms is plenty of cliche ้ s, jargon and expressions of regionalisms sport, not compréhensibdie Nicht-Americans. "Sports Talk"will be spun in talks business in the United States in accordance with the references to football, baseball and basketball. Expressions such as "Slam Dunk", "homerun" Monday morning quarter "," date "," Curveball "," full press "and" Strengthening the record "would only confuse foreigners. Many Americans are not the fact that the baseball and not footballAméricains play in Europe and the world ailleurs.
Soup of abbreviations
The language of the Department of Human Resources is also in the fuori. Most professionals come to the United States without the knowledge of the management of health services or the U.S. tax law and discrimination - complex issues, like the Americans hard to understand. No wonder that Americans are not for this type of policy and pvoies uses a "nightmare" and paint, if you read the manual for human resources and the identification of alphabet soup: PPO, HMO, ADA, EEOC, FLMA and 401K. TranslationsSection, please?
He said that foreign executive, "You are a nurse, then 30 seconds to two minutes with a doctor. They are reimbursed and speak with computers. All long-term plans and short-term disability is extremely complex."
Proactive plutôtde the time to explain the plans and actions Bürosaucratie abroad, the majority of personnel managers to answer and easy answer. Those responsible for staff who do not capiscoquellois, the Americans did not know on what basis can the wording of the questions intelligently. Human resource needs from the beginning.
The spirit of America at Work
Most Deß first-come, foreigners know AsienEU through the communications media - movies, music, revistanep, TV sitcoms and theme parks. The Americans have been laid down as a pleasure, love, willingness to risk of injury "to do" and "things as they are." Sie take any book about American culture and reading on the legendary open, honest and direct nature of the communications of Americans. It seems that the brave and bold in America, is probably dieährend socialization or sale. But foreigners to paint a different picture of America at Work. This is not John Wayne or IndianaJones, which is the origin of society - is Dilbert.
According to the research shows that foreigners are es po 'di test tesori American valore equality and freedom of expression in the workplace, especially in big entreprises.Le more discomfort as a foreigner against the State in the United States is the reconciliation of the perceptions of informal activities ( "I have yours, but I call it Bob "," company from time to time, what we are here) and the reality of society and corjerarquía extreme respect for the rank and title.
"People are besorgt about political correctness all the time until that have nothing to say in a meeting because his head esttá here, "says a manager has worked in the United Kingdom United States of America zBndant seven years. A marketing manager of the Netherlands Agreement" in Europe, if you have a good idea to bring to the table. In the United States until the head is the radar, it is not so important. "
German manager said: "The new Elde, in my opinion very good." Foreigners are also surprised to see how the Americans are not faccia travailjo to face conflicts. Says one German, who has in the United States for a period of five years, "The WeltÜberall is the origin of politics and not by sight behind the walls."
A Finnish President, the adoption of the distribution, which the Americans, a conflict directly because of the growing Judikalisierung society we live in 'It is a big difference between Ameritaniaka and the rest of the world. Ensuring people here in conflicts or misunderstandings. request is not frivolousin the rest of the world. "
The lack of security in EESCHÄFTIGUNG and a safety net for the unemployed is another reason.
Courting Corporate Culture Shock
When the company following four actions will help the transition of aliens in the United States in the world of work and increase productivity.
1. Advice and LogisticaIAPPONE community looking for housing and schools. Cesionarios the power of survival and social ties with cEMEINSCHAFT.
2nd Take a 'time for employees, policies and laws. Not that the foreign policies and plans or the words that we are. , The Americas. Give them an easy way to send your questions relating to human resources. Proactively against reactivated.
3rd Wird a mentor or training outside of the United States to foreigners transférésentraîneur in early desÜbergang in the process of acculturation. Foreigners in the studio very positive about this idea. "A coach or a mentor is crucial, first-hand information, ask questions, to learn how the Americans the situation, culture, way of working, even subtle differences. The fact is that the United States. UU. Different! "said a Swedish program.
4th Founders of Bewusstseins and know-how through training of multi-cultural team of multicultural education and culture. Many foreigners in the studio after their American colleagues, that culture is "insensitive", "ignorare "," egocentric "and" isolated ". Therefore, foreigners think that Americans do not go out of their origins and unique capabilities, the world and the connections. <. li>
Mergers and acquisitions worldwide and will wind ArbeitskräEPT multicultural America grows, it is important that the Americans and the Americans do not understand each other to learn and work together to ensure that cultural differences in order to obtain a good company. As Sheila(you may Sheida?) Hodge wrote in his book "Global Smarts" The trick is to find similarities with that of an ambush by the differences. "
It américainss and two Americans will not take the mantra: "Think globally, act locally", and their employers are much more might be better ideas and concepts of work and better products and serviciosal market.
While most Americans think rarementn Landal in his "alien" is the fact that non-Americans that wastransferred the penalties for doing business and "lunch" are often surprised by who has a serious case of "culture shock".
According to research conducted recently by many foreign professionals south of Atlanta and other cities of the United States, the personnel policy of the company is a blatant lack of preparation for service as foreigners working in America. The objective of this study was to respectoción experiencell'estero and the attitude of the corporate culture omeAmerican. More than half of this group of entrepreneurs, CFOs, vice president, directors, managers, engineers and analysts in Europe. In total were 26 countries represented.
Equally worrying is the fact that the people of knowledge and their use qt Wettbewerbsfähigkeitence diversity, talent and the economy, the experience of their colleagues in the United States is not the case.
After the transferto physics in Comcompleta United States, most of the foreigners and their families, employers say provide little or no support to help them be involved in the community and the business environment. They often have to struggle up to a year or more to himself.
The financial cost derOperationen deslocalizacions is steep, often two to four times the salary of the proposed acquirer. But the cost of lost productivity through the months ofthe isolation, confusion and frustration i ° is not clear. The adjustment can be reduced by 50 percent unadequate cultural educational and vocational guidance, vocational training and mentoring. If companies invest only a 5-10 per cent of their costs for the resettlement of cross-cultural consulting, training and Entrenamiento buy insurance to protect their investments abroad and foreigners in their own, so the ROI very productive before.
The adjustment procedure
Of course, lastranieri, often through three stages of acculturation:
1. Discovery. First, the differences and obstacles, the hardships and frustung for themselves and their families.
2.Recherche. Second, that capture the people involved and resources that can help to overcome cultural barriers.
3rd Adjustment. Finally, make the necessary changes in their communication style, style and business practices, the reporttions with loron American colleagues.
Foreigners not in a period of adjustment and are selected by their fellow Americans undweniger effective in their work.
Rte Pabas pyramid
In their home country, most doctors have a degree of perfection and self-esteem. Once in the U. S. However, the sound of the pyramid of needs Maslow second. Physics, the new priorities.
Moreover, most of the basic daily needs are the main obstaclesthem to the buyer. The supply of loans is often a major obstacle, not rich mêmepour Americans. CEO of French North America Division moved Paris, France, in Atlanta, Georgia, three years ago. Family describes its efforts to establish a line of credit, as a "nightmare."
"We had here the history of credit and feel like thieves," said the buyer. Vice President, also complained of problems Kredsitkarten quandor his family moved from Paris to Holland unTLANTA with glaciers. A car dealer in Atlanta has rejected the sale of a car without a history of funding from the U.S., even if it is a credit card with American Express in Europe for four years. He and his wife have said that they viewed as "criminals." They were forced at the cost of your car must have.
Other foreigners, many disappointments that were in care perle necessity of life - the singesrtura a bank account, the connection of the public service, the decision of a long collaboration distanciampany, haggles the price for a car or buy home and car insurance. The Marketing Director of the British, the hotel chain to move to London, England, an American based in Atlanta, GA to find out that he did not know to what extent the United States. We do not have the sigl'importance komponieren "911." LAmerikaner often the daily survival of the skills that you need to know where the foreigners come to the United States.
Américainglés in "Sports Talk"
To understand American English is one of the first challenges for foreigners - including English as their mother tongue - is in the U.S. corporate culture. Speech by U.S. firms is plenty of cliche ้ s, jargon and expressions of regionalisms sport, not compréhensibdie Nicht-Americans. "Sports Talk"will be spun in talks business in the United States in accordance with the references to football, baseball and basketball. Expressions such as "Slam Dunk", "homerun" Monday morning quarter "," date "," Curveball "," full press "and" Strengthening the record "would only confuse foreigners. Many Americans are not the fact that the baseball and not footballAméricains play in Europe and the world ailleurs.
Soup of abbreviations
The language of the Department of Human Resources is also in the fuori. Most professionals come to the United States without the knowledge of the management of health services or the U.S. tax law and discrimination - complex issues, like the Americans hard to understand. No wonder that Americans are not for this type of policy and pvoies uses a "nightmare" and paint, if you read the manual for human resources and the identification of alphabet soup: PPO, HMO, ADA, EEOC, FLMA and 401K. TranslationsSection, please?
He said that foreign executive, "You are a nurse, then 30 seconds to two minutes with a doctor. They are reimbursed and speak with computers. All long-term plans and short-term disability is extremely complex."
Proactive plutôtde the time to explain the plans and actions Bürosaucratie abroad, the majority of personnel managers to answer and easy answer. Those responsible for staff who do not capiscoquellois, the Americans did not know on what basis can the wording of the questions intelligently. Human resource needs from the beginning.
The spirit of America at Work
Most Deß first-come, foreigners know AsienEU through the communications media - movies, music, revistanep, TV sitcoms and theme parks. The Americans have been laid down as a pleasure, love, willingness to risk of injury "to do" and "things as they are." Sie take any book about American culture and reading on the legendary open, honest and direct nature of the communications of Americans. It seems that the brave and bold in America, is probably dieährend socialization or sale. But foreigners to paint a different picture of America at Work. This is not John Wayne or IndianaJones, which is the origin of society - is Dilbert.
According to the research shows that foreigners are es po 'di test tesori American valore equality and freedom of expression in the workplace, especially in big entreprises.Le more discomfort as a foreigner against the State in the United States is the reconciliation of the perceptions of informal activities ( "I have yours, but I call it Bob "," company from time to time, what we are here) and the reality of society and corjerarquía extreme respect for the rank and title.
"People are besorgt about political correctness all the time until that have nothing to say in a meeting because his head esttá here, "says a manager has worked in the United Kingdom United States of America zBndant seven years. A marketing manager of the Netherlands Agreement" in Europe, if you have a good idea to bring to the table. In the United States until the head is the radar, it is not so important. "
German manager said: "The new Elde, in my opinion very good." Foreigners are also surprised to see how the Americans are not faccia travailjo to face conflicts. Says one German, who has in the United States for a period of five years, "The WeltÜberall is the origin of politics and not by sight behind the walls."
A Finnish President, the adoption of the distribution, which the Americans, a conflict directly because of the growing Judikalisierung society we live in 'It is a big difference between Ameritaniaka and the rest of the world. Ensuring people here in conflicts or misunderstandings. request is not frivolousin the rest of the world. "
The lack of security in EESCHÄFTIGUNG and a safety net for the unemployed is another reason.
Courting Corporate Culture Shock
When the company following four actions will help the transition of aliens in the United States in the world of work and increase productivity.
1. Advice and LogisticaIAPPONE community looking for housing and schools. Cesionarios the power of survival and social ties with cEMEINSCHAFT.
2nd Take a 'time for employees, policies and laws. Not that the foreign policies and plans or the words that we are. , The Americas. Give them an easy way to send your questions relating to human resources. Proactively against reactivated.
3rd Wird a mentor or training outside of the United States to foreigners transférésentraîneur in early desÜbergang in the process of acculturation. Foreigners in the studio very positive about this idea. "A coach or a mentor is crucial, first-hand information, ask questions, to learn how the Americans the situation, culture, way of working, even subtle differences. The fact is that the United States. UU. Different! "said a Swedish program.
4th Founders of Bewusstseins and know-how through training of multi-cultural team of multicultural education and culture. Many foreigners in the studio after their American colleagues, that culture is "insensitive", "ignorare "," egocentric "and" isolated ". Therefore, foreigners think that Americans do not go out of their origins and unique capabilities, the world and the connections. <. li>
Mergers and acquisitions worldwide and will wind ArbeitskräEPT multicultural America grows, it is important that the Americans and the Americans do not understand each other to learn and work together to ensure that cultural differences in order to obtain a good company. As Sheila(you may Sheida?) Hodge wrote in his book "Global Smarts" The trick is to find similarities with that of an ambush by the differences. "
It américainss and two Americans will not take the mantra: "Think globally, act locally", and their employers are much more might be better ideas and concepts of work and better products and serviciosal market.
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