hese reasons include cultural difference challenges and long-time separation with the family since most

of these relocations do not involve family transfer but individual worker transfer (Lueke & Svyantek,
2000)

Based on the identified problems, I would like you to consider engaging individuals to be sent to work
abroad in a cultural training. In this, the workers will be trained the country’s national language to effect
communication, their business culture and other major cultural differences to be expected in the new
assignment. This will prepare them on what to expect and help them develop a coping mechanism.

The company –should also consider developing a schedule in which the managers can relocate with
their nuclear family if married or that they can be frequently be visiting home to ensure that they do not
lose the sense of having a family or they may not feel like they have abandoned their family.

 Then benefits pay reward agula darao reduce Kora Jai

 Family, repatriation, leadership training, develop a benchmark. Cultural training
 It is recommended that to ensure expatriate workers retention practical and psychological
support must be provided to their families (Wells, 2008).
 the management of the business establishment can only control the work-related variables. The
personal characteristics can, to some extent, be controlled by the expatriate employees’
selection process and can be enhanced by effective training programs. The external
environment is usually difficult to change in the short run though this can be done in the long
run

Cultural Simulation Training

After learning the cultural “do’s and don’ts” of a host country, many companies will ask their employees
to participate in cultural simulations in which they will role play various situations and practice
responding in culturally sensitive ways. This process is most effective when the training takes place in
the host country or when the trainer can include people from the actual host country to help. The goal is
to duplicate as closely as possible scenarios that the employees may face, such as having to question or
to reprimand a local employee, making a presentation to host country upper-level managers, or how to
approach a person of the opposite gender in countries where the sexes do not mix as freely as in the
United States.

A cultural assimilator is a method of experiential education designed and used to facilitate an individual
or group's ability to understand and function in a different cultural context. As the United States began
to experience growth in cultural diversity and an increase in day-to-day contact among individuals from
different cultural backgrounds, Fielder, determined it would be important to expose individuals from
one culture to the values, attitudes, and behaviors of other cultures. The method developed to facilitate
this learning experience is known as the cultural assimilator. A well-known technique in cross-cultural
psychology, the cultural assimilator assesses an individual's awareness and knowledge of cultural
differences. The cultural assimilator also provides an assessment of the extent to which an individual
understands the impact of operating in an unfamiliar cultural context. Cultural assimilators vary in
design and usefulness.