The Expatriate O bserver
A Publication of ORC Worldwide
Tackling the Challenges
of Family Adaptation:
Find What You Need
Jody Mousseau
E
mbarking on an international assignment can be
exciting as it provides an opportunity to live in a
new place, experience a different culture, and perhaps even learn another language. It also offers the expatriate a chance to become familiar with other parts of
the business, develop a new skill set, and prepare for
future opportunities. However, as expected, embarking
on an expatriate assignment is not without challenges.
Adapting to any new place, especially one with a different culture, involves difficulties. You have packed up
your belongings, maybe shipping some and putting others in storage. You have probably rented (or sold) your
house and moved to another part of the world. This
process can become an even greater adventure, as well as
a greater undertaking, when family members come
along. One of the most common reasons that expatriate
assignments fail is because the family—spouse/partner,
child(ren), or all—is unhappy in the situation, often due
to trouble in adapting to the new environment.
Sending an employee on an expatriate assignment is
a significant cost for any company, and various expenditures (e.g., housing, tax) make assignments much more
expensive than filling the overseas position with a local
hire. Consequently, most companies take various measures to ensure the success of expatriate assignments—
for example, a pre-assignment visit to the host location,
cross-cultural and language training, destination services at the host location, education consultants, and
other local resources to help the expatriate and family
Spring 2008
•
Volume 31
•
Number 2
IN THIS ISSUE
Tackling the Challenges of
Family Adaptation: Find What You Need
Keeping Busy: No Shortage
of Opportunities for Expatriate Partners
Singapore Housing Challenges:
Move Budgets Up or Move Expatriates Out?
Tips for Crossing Cultures:
Indirect vs. Direct Communication
“Qulture” Quiz: Doing Business in Turkey
assimilate into the new location. However, it is important that both the company and the expatriate follow
through to ensure that the family fully takes advantage
of these programs and services, as the success (or failure) of the move often depends on a combined effort on
the part of all players.
BE PROACTIVE, ALWAYS
Although the time spent preparing for, and then relocating to, an international location may seem to be a
whirlwind in which transferees find it hard to settle in,
this period is critical for getting the acclimation process
off to an effective beginning. To ensure this result, the
expatriate and all accompanying family members
should take advantage of the resources provided by the
company, including destination services and any applicable cross-cultural or language training (see sidebar on
page 2, “Success and Failure Is Often Up to You”).
Continued on page 2
A Publication of ORC Worldwide
1
Family Adaptation
The “honeymoon” period at the beginning of the
assignment is that sweet time when everything that is
unfamiliar is considered fascinating and interesting.
However, after this feeling wears off, transferees need
to effectively adapt to their new surroundings—or
face potential problems. The following critical factors
can help expatriates adapt quicker and with fewer
challenges to the new environment:
· Get a clear idea of the host environment before
making a decision to relocate. A pre-assignment “look-see” trip can be overwhelming,
particularly if there is pressure to make a
decision by a certain deadline. However, it
helps to go on this visit with adequate preparation so that the ultimate result is an
informed decision. Find out as much as possible about different aspects of the host location from as many varied sources as possible.
If there are uncertainties, be sure to clearly
communicate your misgivings to management about any host conditions that might
cause your family particular difficulties
regarding health, physical danger, and so on.
And if possible, discuss the host location with
expatriates either on site at the moment or
who have lived there in the recent past.
· Participate in available training. When possible
and applicable, the expatriate and accompanying family should participate in cross-cultural and language training to become
familiar with the host environment, not only
prior to, but also during the first few months
of the assignment to refine whatever skills
may have been gained. As these resources are
not provided by all companies, it is important
for all who are going overseas to take the initiative to learn as much as they can about the
culture and traditions on their own, including
the language if their native tongue is different.
Awareness of cultural nuances can help avoid
potentially embarrassing situations.
2
The Expatriate Observer • Spring 2008
· Take advice from contracted destination services and educational consultants. These experienced resources can help families settle into
a new environment, with consideration of
their specific needs. It is important to heed
the recommendations of reliable vendors, as
they have likely assisted other expatriates and
their families with similar circumstances.
Success and Failure Is Often Up to You
Expatriate assignments often either succeed or fail based on the
expatriate's and family's ability to adapt to the host location:
· A U.S. expatriate moved with his wife to a remote location
in Russia. As they had no children, the wife agreed to
accompany her husband. The first thing they did was to
become familiar with, and speak to each other in, basic
Russian. Although neither of them knew the local dialect in
the remote region, they endeavored to network with people
from the local area, some of whom spoke little or no
English. Their initial familiarity with common Russian,
together with daily interaction in dialect with local merchants, helped them manage to communicate somewhat
effectively—and even exchange some basic English with
the locals. Without these ongoing efforts, and much
patience, transition into life in that remote location would
have been much more difficult, if not impossible.
· After moving from Peru to the United States, an expatriate
and his wife began the task of looking at neighborhoods. In
searching for a suitable area that offered the right type of
education for their two school-aged children, they did not
follow the recommendations of their contracted destination
services or educational consultant. Unfortunately, the children experienced various problems, which resulted in their
inability to keep up with the curriculum, thus stressing and
alienating them further from their classmates. Consequently,
the family relocated to a different neighborhood and school,
causing a great deal of turmoil and disturbance for the family and adversely impacting the expatriate's work performance. Even though the new school was an improvement, by
that point the children were so unhappy that the expatriate
agreed to cut the assignment short.
Managers, mentors (if any),
and local contacts may be able to provide information
about useful individuals or organizations.
· Network at the host location. Also important to
the acclimation process is having a network
for the family at the host location to provide
supplemental information about neighborhoods, schools, shopping, recreation, and
other facets of daily life. Comprised of locals,
other expatriates, or both, this network of
friends and/or social groups is especially
important when the spouse is not able to
work in the host location.
Expatriates and their families who experience
difficulty in adapting to a new environment should
also speak with management about their problems.
Managers, mentors (if any), and local contacts may
be able to provide information about useful individuals or organizations to help resolve their difficulties in a practical, satisfactory manner.
THINK—AND ACT—POSITIVE
Although an expatriate assignment is not always an
easy transition, particularly in cross-cultural situations, it can be a wonderful adventure. There are
undoubtedly challenges in relocating an entire family, but these new experiences can be interesting and
beneficial for all if the family takes a proactive
stance and makes a commitment to adapt to the
new environment by using all available resources—
either provided by the company or the product of
the expatriate’s own research.
Jody Mousseau, a consultant in ORC Worldwide’s
international compensation practice area, is based in
New York.
Cryptogram Equation
Solve the following definition and equation by substituting letters. Hint: O = A.
OKAZFL FPPHPH VF LTP OYYVUFKPFL BADOLVAF VF BADOB DZSSPFDX
QAS UAAHY OFH YPSIVDPY =
TAKP-DAZFLSX YRPFHOJBP VFDAKP
+ UAAHY OFH YPSIVDPY HVQQPSPFLVOB
=
OYYVUFKPFL-BADOLVAF YRPFHOJBP VFDAKP
x PCDTOFUP SOLP
(Answer follows on page 9.)
A Publication of ORC Worldwide
3
Keeping Busy: No Shortage of Opportunities for
Expatriate Partners
Galen Tinder
W
hen an employee and an accompanying
spouse or partner consider accepting a
global assignment, one of the spouse’s
most pressing questions is: “What will I do during
the two or three years in the host country?” A little
research can turn up the reassuring answer that
there is a seemingly infinite combination of ways in
which partners can occupy themselves.
OBSTACLES MAY ABOUND
The majority of globally mobile, accompanying
spouses have been remuneratively employed in their
home country and may hope to continue working
during the assignment, at least part-time. Although
this aspiration was highly unlikely to be fulfilled ten
or fifteen years ago, over the last decade, their
prospects for employment have become considerably more promising in many areas of the world.
Fortunately for expatriates, the practical concerns of international corporations for the duration
and quality of international assignments have galvanized many into helping partners answer the question of what they will do. As companies have become
more sensitive to the plight of dislocated, working
partners, they have incorporated acclimation and
career services into their relocation benefits package.
During this recent period, governments have
posed the biggest obstacles to partner employment
through a tangled patchwork of laws and regulations, restricting or prohibiting expatriate spouse
employment. Many partners have arrived at their
new location only to find, unexpectedly, that they
cannot work. Even in the more hospitable countries,
they have often felt defeated by complex logistics
4
The Expatriate Observer • Spring 2008
and the mounds of paperwork necessary for obtaining work status.
In 2001, the Permits Foundation emerged for the
purpose of working with governments around the
globe toward a loosening and eventual lifting of work
restrictions and cumbersome, lengthy work authorization processes. The Foundation works through
education and advocacy. In the last several years, its
efforts have paid off, as evidenced by the relaxation of
regulations governing spousal employment.
The foundation’s website (www.permitsfoundation.com) is a good first stop for work-minded
expatriate partners. The organization maintains upto-date information on where countries stand on
the matter of work authorizations, placing countries
into one of three groups, ranging from the least to
the most restrictive. It also posts country-specific
information that can help orient relocating partners
to the challenges they will face in gaining work status in their particular host country. The most
restrictive countries either ban expatriate employment or throw up a maze of conditions and requirements that can defeat the most indefatigable of
efforts. But even in the most welcoming countries,
the beneficiaries of an “open work permit” policy
are limited to those holding appropriate visas.
BUT CHOICES ABOUND, TOO
This caveat underscores the need for expatriate
partners to thoroughly research their own circumstances before departure and not accept casual or
third-party reassurances about their work eligibility.
The specialized companies that provide career assistance find that partners often arrive in their host
Expatriate spouses must scrutinize their
destination country’s requirements and the procedures
needed to apply for favorable work status.
country with unrealistic expectations of their
employability. To avoid such wrenching disappointments, expatriate spouses must scrutinize their destination country’s requirements and the procedures
needed to apply for favorable work status. Dozens of
websites are devoted to such employment-minded
individuals, offering practical, international job
search advice (see sidebar on page 6, “Website
Resources”). Other expatriates, instead, turn personal passions into entrepreneurial enterprises.
Of course, not everybody who accompanies
their partner on a global assignment wants to work.
For those seeking other pursuits, many find these
four desirable: volunteering, returning to school,
traveling, and, simply, playing. Some enterprising
partners shoehorn a mix of these activities into their
busy lives with an élan that would surprise their
friends back home.
As with those who want to work, the volunteer-minded should research the possibilities in
their destination country and arrive with a venturesome outlook. Similar to the paying work
world, success in a volunteer capacity depends not
only on what one knows but on how far one is prepared to go when pushing against the edges of
one’s comfort zone. In this case, proactive effort,
joined with open-mindedness, are essential. Not
surprisingly, there is a wealth of websites to help
stoke the fires of inspiration and provide concrete
guidance on how to volunteer. As customs, regulations, and the art of the unusual but possible differ
from one country to the next, one of the best sites
that provides concrete advice is www.volunteerinternational.org.
Apart from work or volunteer efforts, many
expatriate spouses find unexpected rewards in
“returning” to school. Some take courses that will
apply to the work they will resume in the home
country, while others enroll in programs to enhance
their understanding and appreciation for their new
country and culture. Still others are attracted to
courses that support a hobby or interest.
Educational opportunities range from single
stand-alone courses to certifications to degree programs. These options can take one to local “bricks
and mortar” institutions where similar students are
encountered or no further than the computer and
on-line education (e.g., www.icdl.open.ac.uk).
However, while deciding on the appropriate topic
and mode of study, bear in mind a couple of caveats
related to on-line education:
· Not all on-line institutions are accredited.
· Even those that are accredited do not receive
the respect employers confer on their bricks
and mortar counterparts.
Only careful research will determine whether
the courses have credibility sufficient for the individual’s purposes.
TIME OUT FROM WORK
The next popular activity among expatriates is
travel—either “in-country” or farther afield. Some
organize travel around a certain interest, while others chart a general direction and relinquish the
details to spontaneous inspiration. Means of conveyance range from bicycle to motor vehicle to boat,
and accommodations cover the gamut from campsites to five-star hotels. Of course, even the most
informal and inspired journeys benefit from some
planning. For instance, will travelers be permitted to
cross the border into a neighboring country without
much hassle? Less mundane issues concern basic
comfort and safety. (For practical advice, visit
www.TransitionsAbroad.com.)
Finally, on to fun. Along with being enjoyable,
fun can be educational and enlightening. The parameters, however, are partially location-dependent. In
“safe” countries, fun can be had simply through full
immersion in a foreign culture. It is liberating to discover that the arrangements of life one has taken for
A Publication of ORC Worldwide
5
Keeping Busy
granted as standard and normative are but one possibility on reality’s broad spectrum. One woman who
accompanied her husband to Hong Kong learned tai
chi, took classes in fan and sword dancing, sampled
dragon boating, and organized a local running team
that sponsored 10 kilometer races into the mountains. In other locations, more adventurous expatriates track jaguars, climb the Alps, go whitewater
rafting, learn to sky dive, or become certified in deep
sea diving. For those of a more sedate temperament,
nearly all countries have golf courses and restaurants
featuring local fare.
On the other hand, if the expatriate and spouse
are spending a year in a country rife with terrorism,
it is unrealistic to plan frequent samplings of the
local nightclub scene. In fact, excursions anywhere
outside the heavily fortified compound may be
impractical, if not dangerous, and require most fun
activities to be pursued inside—whether eating,
drinking, socializing, or playing card games, checkers, and chess. This brand of relaxation tends to be
most common in countries like Saudi Arabia where
expatriates cluster in protected enclaves, largely separated from the outside world. This type of existence can suffocate some people, but others treasure
the fostering of camaraderie and close relationships.
Website Resources
· www.TransitionsAbroad.com is perhaps the most comprehensive, informative, and well-organized website of its kind, covering
every aspect of work, study, travel, and living abroad with an
exhaustive list of links.
· www.workingoverseas.com includes a link to purchase JeanMarc Hachey's comprehensive 1,600-page book, The Big Guide to
Living and Working Overseas.
· www.workpermit.com is one of a number of sites providing
immigration advice and information. Like others, it recommends the
guidance and assistance of law firms specializing in emigration
issues, particularly for those who wish to work in the host country.
· www.escapeartist.com offers a massive supply of information
about working and living abroad, including dozens of autobiographical articles that collectively convince the reader that ingenuity, openness to the novel and unexpected, and (charming) boldness can be
as important to finding work abroad as filling out the right forms.
· www.expatnetwork.com, focused on helping expatriates with
job search and financial matters, carries job postings for several
English-speaking countries. Full access requires a modest registration fee.
· www.serveyourworld.com, which bills itself as a clearing house
of information for those who want to combine travel with volunteering, includes country-specific information on volunteering abroad.
· www.expatica.com, pitched toward expatriates in Belgium,
France, Germany, Spain, Netherlands, and Switzerland, also has an
HR section that addresses a wide range of expatriate issues.
· www.expatexpert.com offers Robin Pascoe's sometimes irrev-
FIND WHAT MAKES YOU HAPPY
Expatriation can be the ideal time to indulge in
activities for which there previously was no time,
opportunity, or financial means. In nearly all the
places expatriate partners find themselves, a combination of research and that venturesome, openminded spirit will give birth to all sorts of
possibilities—whether related to work, volunteering, learning, or just having fun.
Galen Tinder is a regional manager for Ricklin-Echikson
Associates (REA), which specializes in providing global transition assistance and career/life coaching services worldwide.
For more information about REA, visit www.r-e-a.com or
contact Susan Ginsberg at [email protected].
6
The Expatriate Observer • Spring 2008
erent but informative take on many features of the expatriate experience. A strong proponent of the expatriate partner experience, the
author does not "sugar coat" the sometime-difficult reality. This site
has an extensive and valuable list of links.
· www.escapestrategy.com, which covers the practicalities of living almost anywhere on the globe, has a section on how to retire
and purchase property in foreign countries.
· www.expatwomen.com and www.thetrailingspouse.com
have an obvious specific audience.
· www.newcomersclub.com lists clubs for newcomers in destinations around the globe.
· www.fragomen.com is the website of Fragomen, Del Rey,
Bernsen & Loewy, LLP, one of the largest and most distinguished
immigration firms in the world.
Singapore Housing Challenges: Move Budgets Up
or Move Expatriates Out?
Kimberly Vierra
O
ne of the most frequently discussed topics in
Singapore, from the boardroom to the local
pub, is the recent steep upward trajectory in
expatriate housing rental prices (see Chart 1 on page
8, “Expatriate Housing Costs in Asia: Increase in
Average Costs”). While the rentals may not yet be the
highest priced in the region (see Chart 1, “Expatriate
Housing Costs in Asia: Average US$ Rental Price”),
the double digit price increases have been causing
headaches for companies and expatriates alike. What
are organizations and individual renters doing to battle these significant price increases?
UNDERSTANDING THE SINGAPORE HOUSING
MARKET
Singapore’s housing market is fragmented. Eightyfive percent of local Singaporeans live in Housing
Development Board (HDB) estates, which are not
frequently rented to foreigners as there are many
restrictions on renting the units to nonSingaporeans. In addition, most HDB projects typically do not offer standard condominium
amenities. Thus, the price increases in the privately
owned housing market are mostly a problem for
expatriates and wealthier Singaporeans who are not
eligible for HDB schemes.
So what kinds of rental price increases can companies expect? Over the past two years, the average
expatriate housing rental price increase in Singapore
has been approximately 44 percent. The two-year
timeframe is important as most Singapore rental
agreements represent a two-year lease period.
However, this percentage (44 percent) does not apply
equally to all types of accommodation and neighborhoods. For example, landed homes (detached
property with a garden) in central neighborhoods,
such as Orchard, Tanglin, and Holland Village, are
highly sought after; some properties have seen more
than a 150 percent increase in the rental cost.
The other phenomenon at play is that some
landlords ask for more than the going market rate
for renewals, taking advantage of the rental market
still moving in their favor, along with the knowledge
that the expatriate will have switching costs.
Singapore has essentially two types of landlords:
· Those who own a house or unit within a condominium that they rent directly to a tenant
· Large real estate companies that own whole
projects and lease out each unit in the estate
Previously, some companies believed that they
would see lower percentage increases in a hot market
if the expatriate’s unit was owned and managed by a
large real estate firm rather than an individual,
assuming the large firms would be more rational or
long-term focused with regards to the size of
increases at renewal time. However, this belief has
not borne fruit today. For example, a large oil and
gas company recently complained that even though
they rent several properties from one large real estate
firm, they do not receive any preferential treatment
regarding increase quotes on contract renewal.
STRATEGIES FOR BATTLING THE PRICE
INCREASES
Companies are employing two main strategies to
battle the increases: “up or out.” The “up” strategy involves keeping parameters around the
housing allowance the same in terms of neighborhood and accommodation size, and then increasing the budget accordingly. The “out” strategy
A Publication of ORC Worldwide
7
Singapore Housing Challenges
Expatriate Housing Costs in Asia
Increase in Average Costs, in Percentage—September 2005 to September 2007
80
70
63.2%
60
50
43.8%
40
30
26.3%
20
2.1%
on
Lo
nd
Yo
r
k
ta
l
ou
Se
Sh
an
gh
ai
ko
k
ty
Ba
h
in
Ho
Ch
Ku
a
ng
Ci
ey
la
iM
Lu
Sy
m
dn
pu
r
ila
an
ei
M
Ta
p
yo
To
k
Ko
n
g
or
e
ap
Ho
ng
Si
ng
i
ba
um
0.0%
w
4.7%
0
M
10.2%
8.7%
7.1%
ar
8.2%
Ne
10.6% 10.3%
10
Ja
k
13.9% 13.8% 13.4%
Average US$ Rental Price per Square Foot (at September 2007 FX rates)
8
7.04
7
6.63
6
5.15
5
5.01
4
3.95
3.77
3.02
3
2.46
2.25
2
1.84
1.73
1.66
1.50
1.46
1.27
1
on
Lo
nd
Yo
rk
Ne
w
an
ila
M
r
pu
m
Lu
ng
ko
k
Ku
al
a
Ba
ar
ta
Ja
k
Ta
ip
ei
Ci
ty
in
h
ey
Sy
dn
iM
Ho
Ch
ga
po
re
Sh
an
gh
ai
ba
i
Si
n
um
M
ou
l
Se
To
ky
o
Ho
ng
Ko
ng
0
Source: ORC’s Typical Expatriate Housing Costs reports
8
The Expatriate Observer • Spring 2008
More and more companies are considering a full
or partial move to cheaper cities in the region.
means moving expatriates and their families out
of the hottest central districts (if that is where
they currently reside) to avoid drastically increasing the housing budget.
A more extreme version of the “out” strategy is
a move towards a lower-cost destination for the
company’s regional headquarters. More and more
companies are considering a full or partial move
to cheaper cities in the region. For example, one
organization shared that they are thinking about
moving their back office operations to Kuala
Lumpur or Manila, thus keeping only their front
office regional operations in Singapore. Another
company is working towards halving the expatriate staff presently living in Singapore. Ultimately,
employers base their decisions on their ability to
pay higher housing costs, as well as on their shortand long-term strategies in Singapore and the surrounding region.
A LOOK INTO THE CRYSTAL BALL
The big question on everyone’s mind today is
whether or not there will be a cooling off of the hot
market in the near future. Richard Moray Armstrong
of CB Richard Ellis (Pte) Ltd. believes there is no
imminent cooling off period expected. On the contrary, he explains, there are strong indications that
the current growth in the residential housing market
will continue at least for the next couple of years.
The primary reason for this continued upward pressure is the large number of condominiums currently
being sold off and demolished. While new condominiums will rise in their place, most will not hit the
market for another two+ years. Consequently, the
topic of Singapore’s rapidly rising expatriate housing
costs is likely to be commonplace in the boardroom
and pub alike for some time to come.
Kimberly Vierra, an international compensation consultant
for ORC Worldwide, is based in Singapore.
Cryptogram Equation
Answer to puzzle on page 3.
AMOUNT NEEDED IN THE ASSIGNMENT LOCATION IN LOCAL
CURRENCY FOR GOODS AND SERVICES =
HOME-COUNTRY SPENDABLE INCOME
+ GOODS AND SERVICES DIFFERENTIAL
=
ASSIGNMENT-LOCATION SPENDABLE INCOME
x EXCHANGE RATE
A Publication of ORC Worldwide
9
Tips for Crossing Cultures: Indirect vs. Direct
Communication
Charlene Marmer Solomon
T
he way in which different cultures communicate involves the use of verbal and
nonverbal expression, as well as the context required for understanding what is being
communicated. When going from one type of
society to another, the following practical pointers are useful.
the eloquence of delivery as an important
part of the message.
INDIRECT TO DIRECT
When you’re going to (or interacting with) a more
direct communication society (e.g., United States
and many European countries), remember:
DIRECT TO INDIRECT
When you are going to (or interacting with) a more
indirect communication society (e.g., Japan, India,
China, and most Asian countries), remember:
· Nonverbal gestures are as important as the
explicit verbal message in conveying an individual’s meaning and the accompanying emotion.
· The use of silence during a meeting in some
cultures indicates respectful consideration for
what you have said; do not feel compelled to
jump in immediately to fill the silence.
· Never challenge or criticize an individual in a
group setting as it can readily be seen as an
enormous loss of face. Since maintaining a
harmonious environment is considered a primary consideration in interactions and
exchanges, such an individual loss of face is
seen as shameful—not only for the recipient,
but also the person who creates the scene and
those who witness the exchange.
· In high-context cultures, expect to provide a
great deal of background information and
context before business partners feel they
understand your communication.
· Some indirect societies highly value eloquence in verbal communication and view
10
The Expatriate Observer • Spring 2008
· Be polite; however, since people prefer directness and brevity, try to keep your communications more concise than you might
ordinarily do so.
· While it is rude to interrupt someone, silence
is often experienced as uncomfortable.
Meeting participants talk in sequence, usually
acknowledging and continuing the point the
previous speaker made.
· Mete out information with less background
information and context. If you’re uncomfortable being so spare in your message, check
to be sure everyone understands what you’re
trying to convey.
· Meetings are typically a forum for exchanging
information, assigning tasks, or making decisions. It is not usually necessary to build consensus for team members to accept and
implement a decision.
· Do not be surprised if people offer direct
praise, criticism, or feedback—even in a public forum like a meeting or presentation.
Charlene Marmer Solomon is the Executive Vice President
of RW³ LLC, a provider of technology-based cultural training and relocation tools. For more information, click on
www.rw-3llc.com or contact [email protected].
“Qulture” Quiz:
Doing Business in Turkey
This is the fifth cup of tea and coffee you have been
offered in just as many hours, and you simply cannot
manage yet another cup of hot brew. You are implored
to take the cup and drink it. What do you do?
Drink the coffee; drink the tea. Turkish coffee,
or kahve, is almost a passion: It is served in little
cups, usually already heartily sweetened, and to be
sipped (watch out for the grinds on the bottom; do
not take one big swig). Found everywhere, it is
offered almost instantly upon meeting anyone as a
gesture of hospitality; therefore, it would be rude to
refuse it. If it is your tenth cup of the day, and you
simply cannot drink anymore, accept it anyway, and
put it to your lips. Never refuse it.
You are introduced to the senior man in the Turkish
negotiating team, and you extend your hand, offer
him a sincere smile, and introduce yourself with your
first name. “Glad to meet you, Ahmed,” you add.
However, despite all your sincerity, he seems annoyed,
and you have a feeling that you may have gotten
started on the wrong foot. What have you done wrong?
Greeting someone usually requires a merhaba
(hello), as well as some inquiry and discussion into
the other person’s health and the health of the family. Close friends—usually individuals of the same
sex—grasp your hand with both hands and lean in
for a kiss on the cheek (air kissing). Grasping someone’s hand, kissing it, and bringing it up to touch
your forehead is a sign of great respect, usually
reserved when greeting an individual who is much
older or of great rank.
The meeting for today is over, and you are relieved, as
it has been an exhausting session. Eager to get back to
your hotel, you stand up and wave goodbye to everyone at the table. “See you tomorrow morning,” you say
to all as you leave. The expression on most everyone’s
face at the table, however, indicates that, once again,
you are doing something wrong. What?
When leaving, it is customary to invoke Allah’s
blessings (Allahaismarladik), and respond gule, gule
(thank you). Always be sure to individually greet
and say goodbye to everyone in a group; a group
wave or hello is offensive.
You ask your Turkish colleague, “It seems that you and
your team feel positively toward the terms of this
transaction,” and hope for an indication of agreement.
Ahmed begins nodding his head up and down, with a
small accompanying smile. You are pleased that things
seem to be moving along smoothly. But should you be?
No, you should be cautious and concerned.
There are some non-verbal gestures to which you
should be especially sensitive. Turks can shake their
head from side to side to indicate “no,” but “no” is
also often indicated with a single nod of the head
upward. Many Westerners might easily interpret this
gesture as the non-verbal sign for “yes,” which it
clearly is not. If the upward nod is done suddenly
and accompanied with what Westerners interpret as
a slight smile (really, a pained baring of the teeth), it
most definitely indicates negativity and displeasure.
Continued...
A Publication of ORC Worldwide
11
The Expatriate Observer • Spring 2008 • Volume 31 • Number 2
It’s time for Ahmed, who is sitting on your
left, to see the document you are hammering
out. You deftly take it out of its folder and
pass it to him with your nearest hand.
Again, Ahmed seems displeased. “But he
hasn’t even read it yet!” you think in frustration. What’s wrong?
Avoid using your left hand, which is
traditionally used for personal hygiene. Do
not pass food or papers, or touch people,
with your left hand. This custom may be
difficult for left-handed people, but try
your best.
ORC Worldwide International Compensation Services
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Reprinted with permission from Dean Foster
Associates, New York; www.learnaboutcultures.com.
Europe
Asia
Liscartan House
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Fax 44.20.7591.5605
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63 Market Street
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New Zealand
Australia
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Victoria 3205
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[email protected]
Cautions When Traveling to Istanbul
The Expatriate Observer seeks the submission of articles about life abroad and
Some points to consider when traveling or living in
Istanbul:
· Turkey has a history of terrorist violence from both
international and domestic sources. Istanbul, the
country's commercial and cultural center, has been a
key target. Expatriates are advised to remain vigilant
letters to the editor. If you have information or an opinion you want to express,
please address it to
Virginia G. McMorrow
ORC Worldwide
500 Fifth Avenue
New York, New York 10110 USA
[email protected]
in commercial and public areas, particularly those
Publisher Geoffrey W. Latta
frequented by foreigners. They should also avoid the
Editor Virginia G. McMorrow
city's frequent demonstrations, which occasionally
turn violent.
· Society is conservative and marked by Islamic social
mores, but it is also known for its tolerance and
hospitality toward foreigners. While this is an
The Expatriate Observer is automatically sent four times a year to all
purchasers of ORC International Compensation Services data.
Additional magazine subscriptions and back issues are available
at the following prices:
Islamic culture, women here do not face the kind of
With an ICS data service
severe restrictions that apply in many other Muslim
Additional annual subscriptions $25.00 each
countries.
Back issues $7.50 each
Without an ICS data service
Source: ORC Worldwide’s Location Evaluation Report
Additional annual subscriptions $50.00 each
(2007)
Back issues $15.00 each
Discounts are available for bulk orders.
ISSN 1085-682X
© 2008 by ORC Worldwide
1
Printed
on recycled paper.
The
Expatriate
Observer • Winter 2006
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