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Factors of Culture Adaptation and Adaptation States in a Multicultural Organization
Unformatted Document Text:  Cultural Adaptation Factors and States 25 Future Research Directions With more and more joint-venture sites throughout the world, we feel that it is time for us to pay attention to the mutual-adaptation of employees. For example, China, as the biggest market is now open to the rest of the world. Numerous foreign companies are setting up joint-venture sites in many cities there. While these companies are training their managing personnel to learn about the Chinese culture, the local Chinese employees face the challenge of adapting to the corporate cultures from various countries, but receive little training on it. We believe that it is becoming more and more imperative for scholars to study adaptation not only focused on the adapting individual, but also involve the host culture, be it the societal culture or the organizational culture. If we recognize that communication is a two-way process, how can we not stress the same in the challenging adaptation process which rely heavily on our communication? We would like to encourage others to examine similar phenomena across various situations, including transition to college, job transfer, international sojourn, and of course, immigration. Because of the complexity of this study, we did not separate the groups by gender. While all Korean managers were male, there were half female Mexican workers who participated in this study. Therefore, gender may be studied to show any differences in terms of these variables. Besides studying what the individual can do in a second culture, we should also look into what individuals in the host culture are doing to aid the process. In fact, “aiding the process” even indicates that the host does not need to, we should argue that in a situation like Samsung-Tijuana park, everybody needs to adapt in order to survive. If both parties make it their own responsibility, we hope the adaptation process is much smoother for all.

Authors: Zhong, Mei. and Lee, Suman.
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Cultural Adaptation Factors and States
25
Future Research Directions
With more and more joint-venture sites throughout the world, we feel that it is
time for us to pay attention to the mutual-adaptation of employees. For example, China,
as the biggest market is now open to the rest of the world. Numerous foreign companies
are setting up joint-venture sites in many cities there. While these companies are training
their managing personnel to learn about the Chinese culture, the local Chinese employees
face the challenge of adapting to the corporate cultures from various countries, but
receive little training on it. We believe that it is becoming more and more imperative for
scholars to study adaptation not only focused on the adapting individual, but also involve
the host culture, be it the societal culture or the organizational culture. If we recognize
that communication is a two-way process, how can we not stress the same in the
challenging adaptation process which rely heavily on our communication?
We would like to encourage others to examine similar phenomena across various
situations, including transition to college, job transfer, international sojourn, and of
course, immigration. Because of the complexity of this study, we did not separate the
groups by gender. While all Korean managers were male, there were half female
Mexican workers who participated in this study. Therefore, gender may be studied to
show any differences in terms of these variables. Besides studying what the individual
can do in a second culture, we should also look into what individuals in the host culture
are doing to aid the process. In fact, “aiding the process” even indicates that the host does
not need to, we should argue that in a situation like Samsung-Tijuana park, everybody
needs to adapt in order to survive. If both parties make it their own responsibility, we
hope the adaptation process is much smoother for all.


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