SHRM Article: Perfect Strangers
Kaplan University
October 23, 2014
An article that discusses numerous differences between the U.S. and the U.K organizations and their employees; these differences include language, culture, customs, attitudes, opinions, and values. In addition, the article discusses the challenges that employees face when working in a country that they do not understand (Doke, 2014, para. 3). On the other hand, the U.S. and the U.K. both have English-speaking citizens and language barriers that create some significant communication issues and employees may often face disappointment and underachievement when trying to adjust to the new country (Doke, 2014, para. 4). In fact, the work, personal ambitions, individualism, efficiency, business meetings and communication differences between the two countries requires some great strategies that will help all employees grow within the organization. DeeDee Dokes states that it is critical for management to understand the differences in business cultures to help employees adjust in the foreign country; this can be done by conducting training sessions to prevent issues in the workplace later on (2014, para. 10).
A recent survey conducted by Cendant Mobility states that 84% of organizations provide intercultural training to their employees while working in a foreign country; unfortunately less than 50% of employees obtain that training offered by the organization (Doke, 2014, para. 8). Intercultural training removes the culture shock employees have when transferring to a new country and can smooth business relations between the countries. It even makes the move easier, especially when it focuses on practical information about the host country. Unfortunately, if the training is improperly done, it will be a waste of time and money for the organization. In the last century, conducting business was just on a local level; now it has become a global sensation to move to international waters.
Nearly every day, more and more U.S. organizations are shifting their business from global to international organizations; and sending some of their employees on assignment to work in their overseas operations as expatriates. Therefore, this type of move requires proper planning and training to ensure the success of such assignments. This is the overall goal of the paper to relay this information and provide some helpful information to those who relocate oversees. This same approach applies to U.K. organizations moving their business into the U.S., intercultural or cross-training programs that organizations offer to employees can help make an assignment much more enjoyable and successful.

References
Doke, D. D. (2004). Global HR management: Perfect strangers. Harvard Magazine(49)12. Retrieved from http://www.shrm.org/publications/hrmagazine/pastissues/2004/pages/200412.aspx