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Stages of culture shock
These have been described as a cycle of adjustment through which the 
newly arrived expatriate and family will pass. These stages are fairly predict-
able but may vary in length.
Honeymoon
This phase is usually characterized by initial positive reaction, even of enchant-
ment and fascination with the new culture, enthusiasm and at least superficial 
relationships with its people. One stays in a good hotel, is introduced to 
colleagues and attends social functions. It is all rather exciting and one feels 
almost like a tourist. This stage is called ‘euphoria’ (Hofstede, 1994: 210).
Crisis
This is the stage when problems begin to emerge and culture shock kicks 
in. The cultural differences become apparent, with resulting feelings of frus-
tration, disenchantment, impatience and even anger at the differences in 
language, values, familiar signs and behaviour. Problems may arise over such 
matters as children’s schooling, accommodation, different consumer goods, 
poor public utilities, where and how to shop, obtaining a driving licence, 
coping with traffic and access to medical services. One asks oneself: ‘Why 
on earth did I accept this assignment?’ Minor nuisances can seem to be 
major problems and the newcomer shows increasing signs of pressure and 
disorientation, which affect both the job and the family. This is the critical 
stage where there is the need for considerable levels of support. The initial 
enthusiasm for the exciting ‘newness’ is often followed by a downswing in 
mood and increasing frustration.
Recovery
In this stage, there is at last light at the end of the tunnel, with the devel-
opment of confidence and a positive attitude, characterized by an effort to 
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Selection and Preparation for Foreign Assignments 115
learn the local language, enquire about the culture and make local friends. 
One begins to learn to adapt, finding better ways to deal with any residual 
negative feelings, and self- confidence begins to return.
Adjustment
This is the final stage where not only the employee but also the rest of the 
family are now enjoying the new experiences and are comfortable with the 
differences, whilst acknowledging that there may still be points of differ-
ence which can, from time to time, cause minor problems. One begins to 
feel at ease in the new culture and a sense of humour returns, friends are 
made and one actively explores the new culture. Ultimately, one becomes 
the ‘expert’ who gives positive advice to newcomers. Of course, what has 
happened is that the environment has not changed, but it is the employee 
who has changed and learned to adapt to the new culture. ‘Motivation to 
adapt is perhaps the most important factor in determining the speed in 
which individuals pass through the stages’ (Guirdham, 1999: 289).
Torbiorn (1982) developed as a model the traditional ‘U curve’, which 
shows the stages of culture shock and typical time for adaptation. Situations 
will, of course, vary, with much depending on the degree of pre- departure 
training, the support systems available on arriving and the level of cross-
cultural skills of the individual. For many, the earlier phases can be the most 
critical time. Patience and realistic expectations play an important role. It 
may be necessary to allow up to six to eight months to really settle in. It helps 
to be able to recognize the indicators of culture shock and to talk about them, 
particularly with one’s partner and the rest of the family, and, if possible, with 
local friends in order to try to understand why one feels the way one does.
Research by CIDA (1990) into identifying who were the most effective 
of their employees sent overseas came up with a clear statement that those 
who suffered initially the most from culture shock in many cases turned 
out to be the most effective expatriates. The most effective employees real-
ized that experiencing culture shock was normal and, as a result, they made 
deliberate efforts to adjust as their pre- departure training had warned them 
what to expect. The CIDA study also found that those with previous over-
seas experience generally, but not always, adjusted to life in a new country 
more quickly and easily than those going overseas for the first time.
Although one can experience real anxiety and unhappiness as a result 
of culture shock, it does provide an opportunity for learning about new 
perspectives and developing a better understanding of oneself. It is important 
to stress the positive opportunities that are presented by living and working 
within an international community. These can include:
broadening horizons for the whole family – travel, new culture, new 
experiences;
learning a new language;
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116 Cross-Cultural Communication
establishing a new network of friends and local contacts;
a possibly enhanced quality of life;
possible career progression.