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Factors of Culture Adaptation and Adaptation States in a Multicultural Organization
Unformatted Document Text:  Cultural Adaptation Factors and States 10 somewhat unique as these three companies share a common Samsung corporate culture and are directed by a centralized management headed by the president of Samsung Tijuana Park, who is from Korea. There are 100 Korean managers and 6,500 Mexican workers. SAMEX employs approximately half of the total work force, with other half about evenly divided between SEMSA and SDIM. This distribution of the population is proportionally similar with both Korean managers and Mexican workers. Most of the Korean managers live in the United States. They commute across the U.S.-Mexico border every working day. Most of the expatriated Korean managers have education preparation for working in foreign countries. In fact, the “Samsung Global Expert Program” provides opportunities to live in various foreign countries for a year simply for the chance to learn about the local culture and language without other work assignments. After they are assigned as expatriated managers in certain countries, Korean managers typically take a concentrated localization program to improve language skills and understanding of the specific culture in which they are going to work. Many of the Korean managers at Samsung Tijuana Park had these educational opportunities before being dispatched to Mexico. Among the 100 Korean managers, however, there is a small portion of “local Koreans”—especially at the assistant manager level—some of whom were born in Latin American countries, some in Mexico. As a result, they speak both Spanish and Korean. Because these “local” Koreans were initially acculturated to the country in which they were born, they learned the Korean language as their second language and about Korean culture from their parents and families. Consequently, their acculturation to Samsung

Authors: Zhong, Mei. and Lee, Suman.
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Cultural Adaptation Factors and States
10
somewhat unique as these three companies share a common Samsung corporate culture
and are directed by a centralized management headed by the president of Samsung
Tijuana Park, who is from Korea.
There are 100 Korean managers and 6,500 Mexican workers. SAMEX employs
approximately half of the total work force, with other half about evenly divided between
SEMSA and SDIM. This distribution of the population is proportionally similar with both
Korean managers and Mexican workers.
Most of the Korean managers live in the United States. They commute across the
U.S.-Mexico border every working day. Most of the expatriated Korean managers have
education preparation for working in foreign countries. In fact, the “Samsung Global
Expert Program” provides opportunities to live in various foreign countries for a year
simply for the chance to learn about the local culture and language without other work
assignments. After they are assigned as expatriated managers in certain countries, Korean
managers typically take a concentrated localization program to improve language skills
and understanding of the specific culture in which they are going to work. Many of the
Korean managers at Samsung Tijuana Park had these educational opportunities before
being dispatched to Mexico.
Among the 100 Korean managers, however, there is a small portion of “local
Koreans”—especially at the assistant manager level—some of whom were born in Latin
American countries, some in Mexico. As a result, they speak both Spanish and Korean.
Because these “local” Koreans were initially acculturated to the country in which they
were born, they learned the Korean language as their second language and about Korean
culture from their parents and families. Consequently, their acculturation to Samsung


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