ABSTRACT
Purpose – Overseas assignments are a standard part of international business. Expatriates who can work in other cultures are increasingly being called upon to facilitate business. Expatriates in leadership roles can find cultural adjustment challenging. Challenges faced include language differences, accents, culture, customs, communication and leadership styles, and decision-making techniques. Organizations often have cultures different to those of expatriates, adding another dimension to the difficulties. Adaptation is, therefore, critical. This research investigates cultural adjustment factors related to UAE assignments and identifies differences between the UAE and home country cultures affecting adjustment. This study identifies adjustment strategies for expatriate leaders to manage staff.
Design/Methodology/approach – Personal interviews and stratified sampling were used to examine cultural factors affecting expatriate adjustment in UAE organizations. The research did not distinguish between expatriates' countries of origin, treating them homogenously.
Findings – Language and ability to handle local nationals were determined to have a considerable impact on expatriate adjustment in UAE organizational leadership roles.
Practical implications – The study provides strategies to assist expatriates in their adjustment in UAE organizations. Organizations in similar industries will be able to implement these strategies to develop leadership adjustment leading to superior performance.
Originality/value – The research concentrates on leadership adjustment within the UAE expatriate community.
Keywords
Expatriate, adjustment, organizational culture, language, UAE.