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munication might be different, such as physical space between two people who are communicating. For example, For Americans twenty inches is normal distance during communicating .While Saudi Arabians prefer to stand closer during communicating. This can be viewed as rude and bad-mannered by Americans. Consequently when Saudi Arabian enters America , He/she might find hard to adjust in a new environment which is completely different to their home culture as a result anxiety and nervousness appear as he/she is not prepared to cope with culture shock. It is very important that expatriate has full knowledge and understanding of the new culture before they go there. This will not only help them to adapt quickly but will also lessen the chances of suffering from stress and anxiety. The disadvantage of this type of approach is it is very time consuming and sometimes it's not possible to understand all the aspects of the new environment through books, journal etc. Before transferring expatriate aboard.It is very important that organization provide a range of literature on the country where they are sending expatriate these might include books, journals, newspapers etc. (Ferraro, 2006).

2、跨文化培训项目——2. Cross cultural training programs

Another method I would recommend to organizations in order to lessen the impact of culture shock on their employees is to provide Pre-departure Cross Cultural Training programs. These are designed to reduce the uncertainty associated with a new environment. The purpose of these cross cultural programs is to provide information about the culture of new environment where expatriate will be working as well as to provide information how to interact with the people of that particular culture. Many Scholars have view cultural training as an effective tool for expatriate to adjust into a new environment successfully. (Mendenhall et al. 2002, p. 177) state 'Cross cultural training can be effective in sensitizing individuals to cultural issues, in facilitating adjustment to foreign culture, in improving work performance abroad, and in helping employees to develop a global mindset'. Furthermore, Mendenhall 1990, (cited in Rehg, M. and Gundlach, M. 2001 p. 3) Carried out the study in which they found a significant relationship between cross-cultural training and performances. Other studies suggested this view for example, (Black et al.,1991; Harrison, 1994; Katz and Seifer, 1996) as (cited in Robert H and Mike, 2004, p. 5) Carried out studies which suggest that various forms of pre-departure and post-arrival orientation programs provided by the organization can lessen the impact of culture shock and improve cross cultural adjustment process. However Scholars like Selmer, Torbio?¨rn & de Leon, (1998) as (cited in Jan Selmer , 1999 pg. 14) states that post cultural training is more effective compared to the pre-arrival-cross cultural training. Even though it is acknowledged by many scholars that intercultural training help to reduce the impact of culture shock but some top-level manager believe this kind of training is very expensive, time consuming and an effective. It can cost companies up to $80,000 or more to provide a rigorous, in- depth to an expatriate. Therefore, Some organizational officials perceive cross cultural training program waste of time and money. In some cases managers feel that's there is insufficient time to provide the necessary cross-cultural training requir