Culture Shock and International Human Resource Management

[Date]

I n t e r n a t i o n a l H u m a n R e s o u r c e M a n a g e m e n t P a g e | 1
Introduction
Culture shock is defined as the feelings and bundles of confusion along with uncertainty
which gives an experience when an individual comes in a contact with any other new culture.
Culture shock is commonly used in an organization which helps to describe the feelings that one
feel. When one feels the differences between his/her culture apart from other culture, then culture
shock takes place. Basically, culture shock is analyzed in foreign students who studies is host
country, immigrants and refuses as well. When student studies in host country i.e. living away
from their home country, they may feel culture shock (Furham, 2012).
Culture shock can also be defined as a natural phenomenon and it may take weeks and
months to develop in any individual. It generally affects the travelers who travel away from their
home to other places in a much unexpected ways. Culture shock can also be described as being
unfamiliar with the religion, cultures, norms of other place and experiencing new ideas, new
foods, and many more. It also helps to impact travelers even though they become familiar to new
culture.
Moreover, culture shock involves four different stages that includes honeymoon,
frustration, adjustment and acceptance. The experiences involved in these stages varies from
person to person and the impact of each stages is different. The different stages helps to know
how one adapt changes and cope up with new culture with a proper guidance (Gunn, 2017).
For an example, an American student has planned to go to abroad for higher studies in
Australia. The student expected that since America and Australia both are English speaking
country, he will not face such difficulties based on cultures. Once the student landed to Australia,
it was found that the climatic condition of the Australia is totally different from America. It was
hot in America but cold in Australia and the student faced trouble in understanding the culture
and language of Australia. He may feel lonely and alone because of lack of family support and
friends as well. He may not feel connected to the people living in Australia and may feel to
return back to home country. So, this defines the exact definition of culture shock. This may take

I n t e r n a t i o n a l H u m a n R e s o u r c e M a n a g e m e n t P a g e | 2
place in an organization as well when a person moves to host country to do any particular job
which may be new for him (Shopova, 2013).
On the contrary, a case of culture shock can be evaluated in the global arena. A famous
company named Pharmacia & Upjohn Inc in England has faced a culture shock and successfully
managed it. Many international executives visited headquarter to resolve the issues. The
company merged with a Swedish American Pharmaceuticals company. Chief executive John
Zabriskie suffered huge clashes related to management culture and style and he mentioned many
outcomes mentioned what not to do when someone plans to work at Europe. American
approached that Upjohn made changes which created a shock in gradualist and consensus
oriented Swedish managers. Thus, it was also found that normal US practice of giving reward to
customers with available options was difficult to gain because of Sweden’s heavy tax structure.
The problem was that Europeans are more international and they are used to work across borders
as compared to Americans. However the company managed to do so.
International Human Resource management and practices used to manage culture shock
It is very important to understand the differences that take place from one culture to
another. The culture dimensions differ from one country to another country when it takes place
away from home country. Intercultural business plays a very vital role in any organization and it
is very difficult to manage such business because it requires lots of effort and managerial skills at
both levels i.e. personal level as well as professional level. Every management in an organization
is comprised of many people who must be well trained and developed at every levels. It is the
human emotions that often come in between and creates a mix feelings in an organization. Those
feelings must be addressed properly. When employees work, the performance depends on the
way they produce the outcomes (Chaney & Martin, 2013). The performance of the employees is
affected by the level of anxiety and depression which may be affected for long term as well as
short term. The permanent new role in an organization in a host country may lead to depression
when an individual refuses to adapt the changes and denies to accept the new culture and new
environment. It may include practicalities of settling down in a new host country with a very
different job along with a new place. The employee may feel isolated and he may find stress in
relocating a family. The unfamiliarity situation may reduce his efforts for any company. Apart