Challenges for expatriate managers:an exploration of cross-cultural management, adjustment, and training issues faced by Anglo-American managers in Hong Kong

This field work study furthers understanding about expatriate management, in particular, the nature of cross-cultural management in Hong Kong involving Anglo-American expatriate and Chinese host national managers, the important features of adjustment for expatriates living and working there, and the type of training which will assist them to adjust and to work successfully in this Asian environment. Qualitative and quantitative data on each issue was gathered during in-depth interviews in Hong Kong, using structured interview schedules, with 39 expatriate and 31 host national managers drawn from a cross-section of functional areas and organizations. Despite the adoption of Western technology and the influence of Western business practices, micro-level management in Hong Kong retains a cultural specificity which is consistent with the norms and values of Chinese culture. There are differences in how expatriates and host nationals define their social roles, and Hong Kong's recent colonial history appears to influence cross-cultural interpersonal interactions. The inability of the spouse and/or family to adapt to Hong Kong is identified as a major reason for expatriate assignments to fail, though the causes have less to do with living away from family and friends, than with Hong Kong's highly urbanized environment and the heavy demands of work. Culture shock is not identified as a major problem, but in Hong Kong micro-level social factors require greater adjustment than macro-level societal factors. The adjustment of expatriate managers is facilitated by a strong orientation towards career development and hard work, possession of technical/professional expertise, and a willingness to engage in a process of continuous 'active learning' with respect to the host national society and culture. A four-part model of manager training suitable for Hong Kong is derived from the study data. It consists of a pre-departure briefing, post-arrival cross-cultural training, language training in basic Cantonese and in how to communicate more effectively in English with non-native speakers, and the assignment of a mentor to newly arrived expatriate managers.

Linguistic identifiers of L1 Persian speakers writing in English:NLID for authorship analysis

This research focuses on Native Language Identification (NLID), and in particular, on the linguistic identifiers of L1 Persian speakers writing in English. This project comprises three sub-studies; the first study devises a coding system to account for interlingual features present in a corpus of L1 Persian speakers blogging in English, and a corpus of L1 English blogs. Study One then demonstrates that it is possible to use interlingual identifiers to distinguish authorship by L1 Persian speakers. Study Two examines the coding system in relation to the L1 Persian corpus and a corpus of L1 Azeri and L1 Pashto speakers. The findings of this section indicate that the NLID method and features designed are able to discriminate between L1 influences from different languages. Study Three focuses on elicited data, in which participants were tasked with disguising their language to appear as L1 Persian speakers writing in English. This study indicated that there was a significant difference between the features in the L1 Persian corpus, and the corpus of disguise texts. The findings of this research indicate that NLID and the coding system devised have a very strong potential to aid forensic authorship analysis in investigative situations. Unlike existing research, this project focuses predominantly on blogs, as opposed to student data, making the findings more appropriate to forensic casework data.