Figure 2: The training’s rigorousness level by Stroh, Black, Mendenhall and Gregersen, 2005.
Thus, Tung’s model is a basic tool for multinational companies, giving them the possibility to chose the right and suitable training depending on their needed (Mendenhall, Punnett and Ricks, 1995).
Mendenhall and Black’s model
The tool of Mendenhall and Black is based on Tung’s theory. They keep the variables “the level of interaction” and the “newness of the culture”, and they then they add three other key dimensions: the training methods, the rigorousness of the training, and the timing necessary for the training linked to the degree of interaction and the newness of the culture. According to Black and Mendenhall, the key of success of a successful …show more content…
We have demonstrated, thanks to Mendenhall and Black that the intensity of intercultural training needed varies according to the newness of the job, the cultural difference and the level of interaction with local. In fact, an American executive send to Canada for a project won’t encounter the same difficulties as if he was in China. The host country, having the same language with a similar culture doesn’t represent a high risk for expatriation. In this case a light intercultural training is enough. On the contrary, China would be a real challenge for the expatriate thus Mendenhall and Black recommend a stronger training, adapted to each expatriate and the problematic they will have to face abroad. Indeed, we are able to refute this …show more content…
In other words, we wanted to know if this training would help the expatriate in his adaptation. Thus, we analyzed all the components necessary to the training of the future expatriate. We are able now to say that intercultural training has a significant impact on the newness of the job, the organizational culture, the cultural environment and the spouse adaptation. However, we must highlight that intercultural training is not enough to ensure a successful expatriation. Indeed, social support as well as logistic help has to be provided by the company. Our hypothesis is thus validated but the company has to keep in mind that it cannot rely only on this
Thus, Tung’s model is a basic tool for multinational companies, giving them the possibility to chose the right and suitable training depending on their needed (Mendenhall, Punnett and Ricks, 1995).
Mendenhall and Black’s model
The tool of Mendenhall and Black is based on Tung’s theory. They keep the variables “the level of interaction” and the “newness of the culture”, and they then they add three other key dimensions: the training methods, the rigorousness of the training, and the timing necessary for the training linked to the degree of interaction and the newness of the culture. According to Black and Mendenhall, the key of success of a successful …show more content…
We have demonstrated, thanks to Mendenhall and Black that the intensity of intercultural training needed varies according to the newness of the job, the cultural difference and the level of interaction with local. In fact, an American executive send to Canada for a project won’t encounter the same difficulties as if he was in China. The host country, having the same language with a similar culture doesn’t represent a high risk for expatriation. In this case a light intercultural training is enough. On the contrary, China would be a real challenge for the expatriate thus Mendenhall and Black recommend a stronger training, adapted to each expatriate and the problematic they will have to face abroad. Indeed, we are able to refute this …show more content…
In other words, we wanted to know if this training would help the expatriate in his adaptation. Thus, we analyzed all the components necessary to the training of the future expatriate. We are able now to say that intercultural training has a significant impact on the newness of the job, the organizational culture, the cultural environment and the spouse adaptation. However, we must highlight that intercultural training is not enough to ensure a successful expatriation. Indeed, social support as well as logistic help has to be provided by the company. Our hypothesis is thus validated but the company has to keep in mind that it cannot rely only on this