Wellness in the Workplace

We have a brief presentation about essential components and research about wellness. In less than 5 minutes to you will understand  critical  elements of Wellness programs that can help you employees live longer, become healthier and increase productivity.

Wellness Programs in the Workplace on Prezi

iGloblaPathways can help.

InvestUkraine

Sara Rozin, Director of Strategic Planning for iGlobal Pathways and I were delighted to participate in a very exciting National Project Showcase day long program discussing investment opportunities in the Ukraine's economic landscape. The first US Ambassador to the Ukraine, the Hon. Roman Popadiuk, made opening remarks about the cooperative efforts.

We have both an interest and expertise in providing assessment, cultural, coaching and and mental health, services to expats, families, human resource departments and companies. With all of these new endeavors and cooperative efforts with the Ukraine, we are excited to be a part of the solution to help invest in promoting this collaboration.

Repartiraton

While there is great emphasis on the culture shock that expatriates feel when they arrive in the host country, attention should also be given to the experiences that many expatriates feel when they return. Organizational changes, technological advances, turnover of employees, income discrepancies, and a host of other workplace dynamics offer a new set of challenges upon reentry. This, of course, is in addition to the personal reentry of the family to a previous way of life. Preparation for the transition into a native culture is important much like preparation for a transition into a new culture. Communication with support networks remains an essential component to mitigate the culture shock that may exist on either end of the transition process. Thus, the process of working abroad begins well before departure and well after reentry.

Workplace Culture

The possibility of a placement in a foreign country carries implications for acculturation into a new culture. Yet, expatriates quickly realize that the workplace culture may be drastically different than American norms. The extended hours that many expatriates spend in the workplace makes the culture of the workplace more difficult than acculturation to a country alone. Communication styles, conceptions of time, connections with co-workers, etc. may feel unfamiliar to expatriates and even more so with families. Much like acculturation into another country’s culture, work ethic into their new workplace will most likely require an adjustment. Time commuting, travel, shopping, safety all take on a new meaning depending on the assignment. In order to get alignment on the cultural mores and customs, you may want to find a forum of expats that discusses problems and opportunities for growth.

Phases of Adjustment

Consistent research regarding expatriate assignments suggests that many experiences begin very positively. The initial phase, often called the “Honeymoon Phase” or “Fantasia,” reflects the novelty of different setting. A new home, neighborhood, and sense of adventure are exciting for many expatriates. This phase, however, is usually followed by a period of disorientation or “culture shock.” Feelings of loss and separation from one’s previous home and lifestyle are compounded with foreign customs that require more adjustment than originally thought. This is important to consider for all expatriates regardless of previous travel experience. Therefore, prepare for threats of culture shock and communicate regularly with family, employer, and other support networks to gauge possible solutions. Culture shock happens for many, but the ways that you handle the culture shock can make or break your experience (and productivity).

Pre-departure Preparation for Expats

The adjustment to a new country, culture, and work environment can be a shock to many workers. Often, an anticipated departure to a new country incites anxiety. However, pre-departure preparations for the family may significantly reduce complications. Preventative tactics include:

• Begin learning the local language (if applicable)
• Research the history, politics, and norms of the region
• Speak with expatriates who have returned from the assigned location
• Formulate a plan with your family about how to approach possible schools or childcare, housing options, transportation, etc.
• Ask your company about any training manuals or information regarding your placement.
• Specify expected occupational roles in a detailed fashion with employers.

Consideration of logistics will lay the groundwork for a smoother transition. What may seem overwhelming will hopefully break down into manageable tasks driven by a more informed approach to the host country and your placement. These efforts will ensure a successful assignment for the family as well as job stability for the company.

Main Reasons For Expatriate Problems

What will help your employees adjust to an expat assignment? The cost of a failure rate is very high.  Some reports depending on the country range from 6% to 10%.

Not surprisingly, the single most frequently reported reason for failure in an international assignment (when defined as a premature return) is an inability or unwillingness of the spouse to adapt. Most international firms, however, continue to neglect the spouse and family needs in all phases of the international experience from pre-departure selection and training; to in-country support programs and, finally to reentry and reintegration programs back into the home country.

1. Family Stress-- it is generally the trailing spouse who suffers the greatest culture shock in the new country. The result can be a unhappy spouse who does her best to impair the performance of the expatriate manager. 
2. Cultural Inflexibility--It is common for inexperienced expatriate managers to be taken completely by surprise at the deep cultural differences in their posted country.
3. Emotional Immaturity--The combination of greatly expanded responsibility and social status can be difficult to handle for people lacking the emotional maturity to keep themselves grounded.
4. Responsibility Overload--large increases in responsibility are difficult for anyone to handle. It is common to work 7 day weeks with 12-hour shifts. 
5. Physical Breakdown--The combination of emotional despondency and physical exhaustion (otherwise known as burn-out) from elevated stress levels and overwork is a common problem for new expatriates.

One way to assure success of the assignment is to conduct an assessment of risk factors, family and marital status, job expectations and create cultural competency for the assignment. We can help. Give us a call at 713-621-2490.