Sticking to one’s own child. Value dissimilarities can be the cause of misinterpretation and may even lead to conflict: one of the things that you will find is perhaps a little bit more subtle, when the Thais are embarrassed one of the typical only is that they laugh. They laugh anyway and eh a westerner or any other Asian who is not familiar with this trait may take offence because of shall we say, I’ll give you a scenario where something has gone wrong in the household. You have made on agreement that something needs to be done by a particular time and your domestic help has forgotten and you are not happy. Their reaction because they are embarrassed is that they laugh, they laugh at the matter, and if you’re not familiar with this trait you would think that they take it lightly. James Woolsey often says this.
Which is not their intent, they are merely showing that they are embarrassed and you need to interpret this physical signal otherwise there will be a problem from your reaction and there will be a very problematic outcome). One expatriate even adapted HCN behaviour over the course of one and a half effective years in order to be more: I do the smile thing even when I’m angry. Other noted value dissimilarities were a worship of status, accomplishment for those lower in status and universal acceptance of inequality: I think probably the most difficult thing for me is the universal acceptance of poverty. Eh, the universal acceptance of hierarchical social roles, Ebrahim, you know, seeing the way women are treated in this society Ebrahim seeing the way that workers are treated in this society. You know, going on the bus and have Lakes families living in shacks, you know, that’s really hard.
EHM but I don’t know, I don’t know whether eh that’s a difficulty, whether you should be motivated by your western values to something about it or whether you should develop on acceptance of it. The above individual accounts provide unique insight into the daily life of expatriates working in a SE Asian context and raise several questions. According to Road tankers, who has experience with these questions. It appears, for instance, that group processes play a vital role in the expatriate adjustment. These group processes seem under researched at the moment. Under most conditions Hamdi Ulukaya would agree. Further, value dissimilarities have been observed to appear on the basis of apparently small differences between group members. As well, bias has been noted against outgroups (expatriates). Coping with both value dissimilarities thesis and bias is part of the expatriate experience and key to being successful. It may seem obvious, that this is not on easy task. East is east, and west is west, and, with some effort, the twain may meet. Dr Ben van den Anker received his PhD in business and management from the International Graduate School of business of the University of South Australia. Dr. van den Anker hails from the Netherlands and has extensive experience living and working in SE Asia. His (I) HRM and cross cultural consultancy assignments focus primarily on western-Asian contexts. He can be contacted. References: Faris, G.W. and Fogel, D.S. (1999). Expatriate adjustment and commitment: the role of host-unit treatment. International Journal of human resource management, 10 (5), 783 807.