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cultural diversity. The training should also teach better ways to communicate, how to improve performance, and motivate others. Everyone should be involved in these trainings and festivities including the managers so that any hidden problems can surface and be figured out in a group setting. Another way to stop expatriate turnover would be implementing a day per week where allmanagers and employees switch to different departments. This would help for everyone to see what day to day is like for another employee. It would help all employees to understand the
EXPATRIATES3different workings of the company as well. This will help to boost relations among the expatriate managers and the staff members and decrease the turnover rate. To sum up, the remedial measures to resolve the problems mentioned above aim to facilitate understanding and trust to handle the cultural clash. Both expatriate managers and staff are very important for the organization and resolving any tension between them is crucial for the stable functioning of our company. Please consider these options for a better tomorrow.