Buy an essay on Tung has identified five different training techniques for expatriate employees. You wish to maximize the results of your expatriate employees. Do you need to use all five techniques?

An expatriate is someone who is temporarily or permanently residing in a country different from where he or she originates. Nowadays it is a common practice, especially for multinational corporations, to hire expatriate employees. Such approach gives a number of advantages, the main of them are increasing diversity and creativity, filling the shortage of local skills, creating a global mindset for the organizational culture etc (Parhizgar 2002). However, expatriate employees also create several problems for management such as problems with cultural adaptation, job performance, different lifestyle, inability to adapt and in case the expatriate is married to a local citizen, family misunderstandings and spouse dissatisfaction (Deresky 2008). Thus, the manager should possess some additional qualities in order to deal with multinational collective and to help expatriates adapt and increase their efficiency (Bohlander & Snell 2007).
The aim of this essay is to consider five training techniques for expatriate employees and determine which of them should be used when the aim is to maximize the results of the employees. In general, the techniques used to help expatriates overcome cultural shock and get used to new working and living conditions are the following:
1) informative training – area studies, learning and documenting the information about the country’s economy, history, geography, politics, society etc.
2) cultural assimilation – exposing the expatriate employees to typical situations that might appear in their life and work;
3) language training – especially business vocabulary and topics directly related to employees’ duties;
4) sensitivity training – making employees to become aware of their prejudices and biases, and more sensitive to others;
5) field experience – exposure to people from other cultures within trainee’s own country;
All of these techniques contribute to expatriate’s integration and adaptation to new conditions, and all these techniques are important because they cover different spheres of life. The manager should first of all understand that in order to provide maximal efficiency, it is necessary to provide all-round adaptation for the employees (Parhizgar 2002), and if this is necessary include their spouses or relatives in this process. Research has shown that a large percent of expatriate’s inefficiency is caused by the relations with spouse or other members of the family (Deresky 2008).
In case the manager has sufficient time and resources to deal with various aspects of human life, all five techniques should be applied and properly combined. In case there is little time and resource, or the employee is a key figure at a project and needs to be “integrated” as soon as possible, much attention should be paid first of all to cultural assimilation (Landy & Conte 2006) – since this technique allows the individual to adapt to business reality, in particular. Language training is the urgent issue if the expatriate has a low level of language knowledge; in other cases, language training might be the second or the third issue to devote attention to. Field experience might be a quick and highly efficient instrument to start the process of adaptation and integration of the employee. Finally, sensitivity training is aimed to eliminating cultural problems and misunderstanding, while informative training helps to increase general erudition and avoid inconvenient situations in general conversations. Also, if the selection of employees is done in their own country, it is necessary to take into account that predeparture training programs are very efficient.
In general, a training program needs to cover all aspects of human life in order to reach maximal efficiency. In case of limited resources, cultural assimilation, language training and field experience should be applied; however, to achieve the highest result, the manager needs to provide comprehensive training and support.

Sources
Bohlander, George W. & Snell, Scott. (2007). Managing human resources. Cengage Learning.
Deresky, Helen. (2008). International management: managing across borders and cultures. Prentice Hall.
Landy, Frank J. & Conte, Jeffrey M. (2006). Work in the 21st century: an introduction to industrial and organizational psychology. Wiley-Blackwell.
Parhizgar, Kamal Dean. (2002). Multicultural behavior and global business environments. Routledge.