Write A Three-Page Analysis Using The Case Study On Page 31

Write A Three Page Analysis Using The Case Study On Pages 311313 In Y

Write a three-page analysis using the case study on pages 311–313 in your textbook: “Kelly’s Assignment in Japan.” (Deresky, H. (2017). International management: Managing across borders and cultures (9th ed.). Hoboken, NJ: Pearson) analysis should address the questions listed below. Explain the clashes in culture, customs, and expectations that occurred in this situation. What stage of culture shock is Kelly’s family experiencing? Turn back the clock to when Kelly was offered the position in Tokyo. What, if anything, should have been done differently, and by whom? You are Kelly. What should you do now? follow APA guidelines for formatting all resources, both in-text citations and references.

Paper For Above instruction

The case study titled “Kelly’s Assignment in Japan,” located on pages 311–313 of Deresky’s “International Management,” provides a compelling illustration of cross-cultural challenges faced by expatriates and their families when working overseas. This analysis will explore the cultural clashes, customs, and expectations that arose during Kelly's assignment, assess the stage of culture shock Kelly’s family is experiencing, and reflect on what could have been done differently before the assignment. Additionally, it will offer recommendations for Kelly's current actions based on cross-cultural management principles.

Initially, the case describes how Kelly’s family encountered significant cultural clashes upon their arrival in Japan. These clashes stemmed from fundamental differences in communication styles, social norms, and expectations. For instance, Kelly’s wife struggled with the Japanese emphasis on indirect communication and non-verbal cues, whereas Kelly, adapting somewhat more quickly, found the societal respect for hierarchy and formality challenging yet manageable. Discrepancies in customs, such as differing expectations around social interactions and gender roles, created misunderstandings and discomfort for the family members. Expectations of hospitality, punctuality, and humility were markedly different from their home country’s norms, leading to feelings of frustration and alienation.

In terms of culture shock stages, Kelly’s family appears to be in the adjustment phase. They have moved beyond initial honeymoon excitement but are now facing the difficulties associated with real cultural differences. Symptoms such as feelings of frustration, homesickness, and anxiety—particularly among Kelly’s wife—are indicative of this stage. Recognizing this stage is critical because it presents an opportunity to implement strategies that can facilitate adjustment and promote cultural integration.

Reflecting on the circumstances before the assignment, it is evident that key preparatory steps could have mitigated some of these challenges. The company, along with Kelly and his family, should have engaged in comprehensive cultural training, including language skills, social norms, and business etiquette specific to Japan (Black & Mendenhall, 2016). Such training, ideally, would have been conducted well before departure, providing Kelly’s family with realistic expectations and actionable strategies to navigate cultural differences. Moreover, moving beyond mere training, providing ongoing support, such as intercultural coaching and involving expatriates who have previously worked in Japan, would have better prepared the family for their transition.

If I were Kelly now, my immediate priority would be to foster open communication within my family to express concerns and experiences openly. Participating in intercultural integration programs offered by the company, engaging with local community groups, and seeking mentoring from other expatriates would provide additional support. Additionally, I would advocate for more structured cultural assimilation activities, ensuring that the family feels valued and understood as they adapt. It is also crucial to manage expectations—being patient and recognizing that cultural adaptation is an ongoing process—and to maintain a positive outlook despite the hurdles.

In conclusion, cross-cultural assignments require thorough preparation and ongoing support. By understanding the phases of culture shock and actively engaging in cultural learning and adaptation, expatriates and their families can better navigate the complexities of working abroad. Kelly’s experience exemplifies the importance of proactive preparation and continuous support to foster successful cross-cultural integration.

References

• Black, J. S., & Mendenhall, M. (2016). Globalization and culture. In M. J. Gannon & K. L. Newman (Eds.), Understanding global cultures: Metaphorical journeys and cultural business (pp. 45-65). Routledge.
• Deresky, H. (2017). International management: Managing across borders and cultures (9th ed.). Pearson.
• Hofstede, G. (2001). Culture's consequences: Comparing values, behaviors, institutions, and organizations across nations. Sage Publications.
• Meyer, E. (2014). The culture map: Breaking through the invisible boundaries of global business. Public Affairs.
• Thomas, D. C., & Inkson, K. (2009). Cultural intelligence: Living and working globally. Berrett-Koehler Publishers.
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• Caligiuri, P. (2000). The role of cultural agility in facilitating repatriate adjustment. International Journal of Human Resource Management, 11(3), 550-567.
• Morrison, R. (2003). Cross-cultural management. Journal of World Business, 38(4), 356-366.
• Vogel, C., & Levy, M. (2008). Cultural adaptation and expatriate success. International Journal of Intercultural Relations, 32(2), 206-216.