Global HR: Expatriate Adjustment and Dual-Career Couples

Culture Shock and Adaptation in El Salvador

Joanna is clearly experiencing difficulty adapting to life in El Salvador. Although she attempted to improve some of her skills before relocating to San Salvador, she was unable to counteract the effects of culture shock. She appears to be in the negotiation phase of the culture shock process, which is reflected in her attitude toward relationships with locals. For example, in an effort to improve her relationship with Maria and to gain her housekeeper's acceptance, Joanna pays her more money than is customary in that region. The most difficult Salvadoran cultural elements for Joanna to adapt to are the lifestyle of people in Salvadoran high society and the nature of the relationships that exist between them and their household staff.

There are several issues that Joanna should have focused on when preparing to move to El Salvador. The fact that she struggles to develop relationships with people in this country suggests that she should have studied the local culture more thoroughly. This includes understanding the types of people who live there, the relationships that typically develop among them, and other factors that shape social interaction. Joanna should therefore try to understand how people think and how they generally respond to various situations, since people are different and react differently to the same circumstances.

Preparing for Cross-Cultural Relocation

She should also try to adapt to the local culture by adopting certain behaviors from it (Marx, 2001) — for example, dressing similarly to locals, eating traditional foods, and listening to local music. Observing how people behave in their own environment is also strongly recommended. In addition, Joanna should analyze El Salvador through the lens of the cultural dimensions developed by Geert Hofstede. These dimensions include power distance, individualism versus collectivism, masculinity versus femininity, uncertainty avoidance, and short-term versus long-term orientation (Value Based Management, 2011).

The human resources career that Joanna has built can indeed be developed further in El Salvador. However, her professional success in this country depends largely on how well she adapts to local conditions. She should work on improving her Spanish language skills, as this is essential for being accepted by companies there. She should also develop stronger negotiation skills, since securing employment in another country is considerably more challenging and requires the ability to persuade employers to hire a foreign candidate. Flexibility is another important competency to develop. Importantly, these skills — language, negotiation, and adaptability — are transferable across countries because they relate to the individual rather than to any specific cultural context (Brislin, 2008).

From a personal standpoint, the decision to relocate is not straightforward for either partner. If placed in John's position, accepting the job would not have been the preferred choice, as continuing to build the life planned together in Canada would have taken priority. Changing those plans risks leaving Joanna feeling disoriented and may erode her trust in John, since he altered their shared plans in order to advance his own career. Similarly, if placed in Joanna's position, agreeing to relocate would not have been the preferred course of action; continuing with the original plans would have been more desirable.

Career Transferability and Professional Skills Abroad

More broadly, it is difficult to develop international careers within dual-career couples. The degree of difficulty depends mostly on the type of careers involved. Technical jobs tend to be the most flexible, as technicians can adapt professionally in almost any country. By contrast, jobs that are closely tied to a specific country's culture — such as positions in marketing, certain types of management, education, advertising, or cultural industries — are far less flexible. It is therefore important to assess the flexibility of each partner's job, the differences between how the same role functions across countries, and the significance of those differences (Brislin, 2008).

Companies can significantly influence the success of employees sent to work in other countries, because that success depends heavily on the conditions provided to them. Companies should supply the resources necessary for these employees to thrive, ensuring they have the best possible conditions for professional development. This includes investing in training on cultural differences and their practical effects. The situation of accompanying spouses is also a matter of corporate responsibility, and companies should take steps to support partners who relocate alongside the employee.