IATI Program

Andrew Dullock MA

International Adjustment Training and Interpretation Program

AgendaIntroduction

IATI Program Rationale

IATI Purpose

IATI Elements Explained

IATI Methods

IATI Program Benefits/Limitations

Conclusion/References

Introduction

Introduction

• BA from Northern Michigan University in Psychology

• MA from The Chicago School of Professional Psychology in Industrial and Organizational Psychology

• Have lived in South Korea, The Philippines, and Taiwan

• Major concentration: Organizational Effectiveness and International Training

IATIProgram Rationale

IATI Program Rationale

• International positions offer a lot of flexibility.

• Most International participants have autonomy over what their current position and do not have to adhere to rigid rules or pre-designed textbooks.

• International participants usually have little administration work and are not pressured by having to meet obscure objectives.

IATI Program Rationale

• The overall focus will be to put into operation a training program that is neither biased nor subjective to the foreign population

• To inform international employees of the

possibilities of distinct cultural differences and academic achievements.

IATI Program Rationale

• Companies throughout the world employ millions of employees each year without the proper guidelines to incorporate these professionals within the corporate agenda.

• Employees are faced with resistances from the aboriginal culture as well as staff that have tenure

IATI Program Rationale

• Cross cultural training:

• A term used to describe training that develops a person’s ability to interact effectively with individuals from different cultures and in different cultural settings

IATI Purpose

IATI Purpose

• Expose employees to their environment using proven methods of international training

• Provide employees with the knowledge and understanding of the new culture for rapid integration

• Give an understanding of job requirements as well as employer demands

IATI Purpose

• Western executives who have made the move internationally concur that, when inserting employees into a foreign environment, it is not handling bureaucracy that is the biggest obstacle, but cultural and language differences

IATI Purpose

Benefits: • People learn about themselves• Encourage confidence• Break down barriers• Build trust• Motivate• Open horizons• Develop listening and speaking skills

IATI Elements

IATI Elements

1 Lack of language ability Language

2The host cultures disinclination of

assimilate foreignersCross Cultural

3 A tight leash from company headquartersCultural

appreciation

4The restrictive nature of overseas

expatriate communitiesCulture Shock

Cross-Culture

Culture Shock

Culture Shock Adjustment Stages Description

Honeymoon Stage/ Initial StageGetting used to the outside environment, exploring, adjusting to the surroundings

Culture Shock StageProblematic, Stressors become prevalent, belongingness fades

Adjustment StageNew acquaintances, seek familiar objects

Mastery StageChallenges become tolerable, stressors begin to fade, new outlook

Culture Shock

Culture Shock Stages Description

Stage 1- ExcitementEnvironment become distasteful, exploring begins to diminish

Stage 2- WithdrawalFrustration, depression, confinement, confusion of reasoning

Stage 3- AdjustmentImproved morale, outlook begins to be uplifting

Stage 4- EnthusiasmGreater knowledge and appreciation of new cultural values

Culture Appreciation

Major points:

1.Beliefs 6. Ideas2.Customs 7. Language3.Clothes 8. Religion4.Food 9. Morals5.Entertainment 10. Structure

Culture Appreciation

• History• Social Status• Social Group

Interaction Patterns• Value Orientations• Language and

Communication: Verbal and Nonverbal

• Religion• Art and Expressive

Forms• Diet/Foods• Recreation• Clothing• Family Life

Processes

Language Training

• Introduction to the language of the new environment

• An employee has the opportunity to rapidly adjust to the new culture and begin integration almost immediately

• Introduction of the language to employees leaving on an international assignment is important only if there is relevance given to the host country’s culture

IATI Methods

IATI Methods• The International Adjustment Training and

Interpretation Program looks to allow Employees of western countries assimilate into an International setting productively and proficiently

• Expose the employees to a wide range of culture adaptation tactics, such as cultural awareness, cultural appreciation, culture shock, individual differences, and the education background of their students

IATI Methods

• The IATI training program is developed to be implemented into three-fifty minute long sessions when the new employees before arrival in the new country

• These sessions will cover organizational goals and missions as well as culture shock, cultural adaptation tactics, and cultural values and survival language exposure

IATI Program Benefits

IATI Program Benefits

• With the main focus on employee retention and budget reduction, the IATI program will improve performance and ensure the continued growth of the most precious resource in employee talent

• By inserting a new chapter on knowledge acquired from prior years, the IATI program will benefit the culture and organizational systems goals with greater importance

IATI Program Benefits

• The IATI program will be instituted to limit the high turnover rates that can occur in an international setting and therefore free up extra funds for teaching materials and/or highly qualified employees that can readily adapt to the challenging environment

IATIProgram Limitations

IATI Program Limitations

• Implementation can only occur when an individual understands the new environment

• Imprinted ideas can lead to false conclusions regarding a culture and can take years to re-program

• Not all employees on an overseas assignment is fully prepared to adapt easily

IATI Program Limitations

• Implementation can only occur with the approval of the supervising committee due to understand the IATI’s goals and concepts

• Resistance from the aboriginal culture can lead to program failure and unsuccessful implementation

• Having qualified lectures that are knowledgeable in the subject area delivering the material

Conclusion

Conclusion• Research has shown that without proper training,

Employees subjected to new environments and differential schemas have been depicted as insufficient and incapable of proper adaption

• International training must possess all elements (Culture Shock, Cultural Adaptation, Language Training, and Culture Appreciation) or failure of the employee on an international assignment is heightened

Questions?

References

References

• Daft, R. L. & Noe, R. A. (2001) Managing diversity in the United States and abroad. South-Western Publishing

• Benedict, R. (1943). Recognition of cultural diversities in the post war world. Annuls of the American Academy of Political & Social Science. 228. pp. 101-107

• Caligiuri, P., Phillips, J., Lazarova, M., Tarique, I., & Burgi, P. (2001) The Theory of Met Expectations Applied to Expatriate Adjustment: The Role of Cross-Cultural Training. International Journal of Human Resource Management, 12 (3): 357-373.

• Hofstede, G.S. (2001). Culture’s Consequences: Comparing Values, Behaviors, Institutions and Organizations Across Countries, 2nd ed, Thousand Oaks: Sage Publications.

• Lievens, F., Harris, M.M., Keer, E.V., and Bisqueret, C. (2003), ‘Predicting Cross-Cultural Training Performance: TheValidity of Personality, Cognitive Ability, and Dimensions Measured by an Assessment Center and a Behavior Description Interview,’ Journal of Applied Psychology, 88, 476–489.