Such a tight private schedule may, of course, have consequences for working life. Another aspect of privacy is that Scandinavians are not very extrovert. These unique features of Bosnian employee sallow to say that Ado and his wife Alen require speicla programs and attention of supervisor (Barham and Conway 1998).
The main problems faced by people in Bosnia are unstable political situation and cultural diversity (racism) caused by national differences between Bosnia and Herzegovina. Nationalism and civil war state cause people to be suspicious and distrustful. Bosnia suffers from economic crisis and high inflation rates, social and political instability, poverty and low quality of healthcare services. Coming to Brisbane, it is difficult for Ado and his family to adapt to new environment and overcome cultural shock (Brislin, 1993).
Bosnian manager is not supposed to publicly reveal his or her feelings - and if he or she does, it should be separated from 'objective' and 'rational' decisions (Brislin, 1993). This means, among other things, that Bosnians are commonly described as 'serious. Bosnian businesspeople describe themselves, among other characteristics, as serious; sensible and silent. The Bosnian disposition to reasonableness, tolerance compromise and modesty also has a negative aspect in that some would argue that a person can discern forces that might work against initiative, risk-taking and, in extension, keep down entrepreneurialism (Bartlett and Ghoshal 1999).
2. The main strategies which would help Ado and his family to overcome cultural shock are cross cultural participation and a special plan for career opportunities, attention to need of the family and relocation assistance. A few minutes of "small talk" can often reduce the stress. Effective administrators know when to slow the pace and talk about nonthreatening subjects. However, not even the most tactful administrators always succeed in establishing trust. A small number of minority approach managers and supervisors in ways that are outright defensive--they use profanity and behave indiscreetly. Such defense mechanisms do not usually reflect faulty personalities. Rather, protection of the ego is normal; but a disproportionate use of defenses indicates a lack of security. Culturally different workers, particularly ethnic minorities, seek to maintain their psychological balance during times of stress in several ways, such as by rationalizations, reaction formation, overcompensation, or projection. People who believe they are members of an underclass or out-group often develop rigid, persistent, and chronic ego-protection devices (Brake et al 1995). The major determining factor is the quality of interaction among people. The first step in establishing rapport with minority workers is to help them relax. To do so, the administrator must be relaxed.
A special attention should be given to accommodation and food of Ado and his family. A company can advise Ado where to buy special food and how to behave in new environment. It is important to familiarize Ado with new cultural traditions and organizational culture, value