Dale Pilger, General Motors Corp.'s new managing director for Kenya, wonders if he can keep his Kenyan employees from interrupting his paperwork by raising his index finger. "The finger itself will offend," warns Noah Midamba, a Kenyan. He urges that Mr. Pilger instead greet a worker with an effusive welcome, offer a chair and request that he wait. It can be even trickier to fi re a Kenyan, Mr. Midamba says. The government asked one German auto executive to leave Kenya after he dismissed a man—whose brother was the East African country's vice president. Mr. Pilger, his adventurous wife and their two teenagers, miserable about moving, have come to. [Boulder, Colorado,) for three days of crosscultural training. The Cortland, Ohio, family learns to cope with being strangers in a strange land as consultants Moran, Stahl & Boyer International give them a crash immersion in African political history, business practices, social customs and nonverbal gestures. The training enables managers to grasp cultural differences and handle culture-shock symptoms such as self-pity. Cross-cultural training is on the rise everywhere because more global-minded corporations moving fast-track executives overseas want to curb the cost of failed expatriate stints. But as cross-cultural training gains popularity, it attracts growing criticism. A lot of the training is garbage, argues Robert Bontempo, assistant professor of international business at Columbia University. Even customized family training offered by companies like Prudential Insurance Co. of America's Moran Stahl—which typically costs $6,000 for three days—hasn't been scientifi cally tested. They charge a huge amount of money, and there's no evidence that these firms do any good" in lowering foreign-transfer flops, Prof. Bontempo contends. "You don't need research," to prove that crosscultural training works because so much money has been wasted on failed overseas assignments, counters Gary Wederspahn, director of design and development at Moran Stahl. General Motors agrees. Despite massive cost cutting lately, the auto giant still spends nearly $500,000 a year on cross-cultural training for about 150 Americans and their families headed abroad. "We think this substantially contributes to the low [premature] return rate" of less than 1 percent among GM expatriates, says Richard Rachner, GM general director of international personnel.... The Pilgers' experience reveals the benefits and drawbacks of such training. Mr. Pilger, a 38 yearold engineer employed by GM for 20 years, sought an overseas post but never lived abroad before. He finds the sessions "worthwhile" in readying him to run a vehicle-assembly plant that is 51 percent owned by Kenya's government. But he finds the training "horribly empty... in helping us prepare for the personal side of the move." Dale and Nancy Pilger have just spent a week in Nairobi. But the executive's scant knowledge of Africa becomes clear when trainer Jackson Wolfe, a former Peace Corps official, mentions Nigeria. "Is that where Idi Amin was from?" Mr. Pilger asks. The dictator ruled Uganda. With a sheepish smile, Mr. Pilger admits, "We don't know a lot about the world." The couple's instructors don't always know everything about preparing expatriates for Kenyan culture, either. Mr. Midamba, an adjunct international-relations professor at Kent State University and son of a Kenyan political leader, concedes that he neglected to caution Mr. Pilger's predecessor against holding business dinners at Nairobi restaurants, As a result, the American manager got his key people to the restaurant and expected their wives to be there," Mr. Midamba recalls. But the wives didn't show up." Married women in Kenya view restaurants "as places where you find prostitutes and loose morals," notes Mungai Kimani, another Kenyan trainer. The blunder partly explains why Mr. Midamba goes to great lengths to teach the Pilgers the art of entertaining at home. Among his tips. Don't be surprised if guests arrive an hour early, an hour late, or announce their departure four times. The Moran Stahl program also zeros in on the family's adjustment (though not to Mr. Pilger's satisfaction). A family's poor adjustment causes more foreign-transfer failures than manager's work performance. That is the Pilgers' greatest fear because 14-year-old Christy and 16-year-old Eric bitterly oppose the move. The lanky. boyish-looking Mr. Pilger remembers Eric's tearful reaction as: "You'll have to arrest me if you think you're going to take me to Africa." While distressed by his children's hostility, Mr. Pilger still believes living abroad will be a great growth experience for them. But he says he promised Eric that if "he's miserable" in Kenya, he can return to Ohio for his last year of high school next year. To ease their adjustment, Christy and Eric receive separate training from their parents. The teens' activities include sampling Indian food (popular in Kenya) as well as learning how to ride Nairobi public buses, speak a little Swahili and juggle, of all things. By the training's last day, both youngsters grudgingly accept being uprooted from friends, her swim team and his brand-new car. Going to Kenya "no longer seems like a death sentence." Christy says. Eric mumbles that he may volunteer at a wild-game reserve. But their usually upbeat mother has become increasingly upset as she hears more about a country troubled by drought, poverty, and political unrest- where foreigners live behind walled fortresses. Now, at an international parenting session, she clashes with youth trainer Amy Kaplan over whether her offspring can safely ride Nairobi's public buses, even with Mrs. Pilger initially accompanying them. All the advice we've gotten is that it's deadly" to ride buses there. Mrs. Pilger frets. Ms. Kaplan retorts, "It's going to be hard to let teenagers do their own thing in Kenya, but then they'll be less likely to rebel. The remark fails to quell Mrs. Pilger's fears that she can't handle life abroad. "I'm going to let a lot of people down if I blow this," she adds, her voice quavering with emotion. What were the positive and negative aspects of the pilgers' pre- departure training?

Dale Pilger, General Motors Corp.'s new managing director for Kenya, wonders if he can keep his Kenyan employees from interrupting his paperwork by raising his index finger. "The finger itself will offend," warns Noah Midamba, a Kenyan. He urges that Mr. Pilger instead greet a worker with an effusive welcome, offer a chair and request that he wait. It can be even trickier to fi re a Kenyan, Mr. Midamba says. The government asked one German auto executive to leave Kenya after he dismissed a man—whose brother was the East African country's vice president. Mr. Pilger, his adventurous wife and their two teenagers, miserable about moving, have come to. [Boulder, Colorado,) for three days of crosscultural training. The Cortland, Ohio, family learns to cope with being strangers in a strange land as consultants Moran, Stahl & Boyer International give them a crash immersion in African political history, business practices, social customs and nonverbal gestures. The training enables managers to grasp cultural differences and handle culture-shock symptoms such as self-pity. Cross-cultural training is on the rise everywhere because more global-minded corporations moving fast-track executives overseas want to curb the cost of failed expatriate stints. But as cross-cultural training gains popularity, it attracts growing criticism. A lot of the training is garbage, argues Robert Bontempo, assistant professor of international business at Columbia University. Even customized family training offered by companies like Prudential Insurance Co. of America's Moran Stahl—which typically costs $6,000 for three days—hasn't been scientifi cally tested. They charge a huge amount of money, and there's no evidence that these firms do any good" in lowering foreign-transfer flops, Prof. Bontempo contends. "You don't need research," to prove that crosscultural training works because so much money has been wasted on failed overseas assignments, counters Gary Wederspahn, director of design and development at Moran Stahl. General Motors agrees. Despite massive cost cutting lately, the auto giant still spends nearly $500,000 a year on cross-cultural training for about 150 Americans and their families headed abroad. "We think this substantially contributes to the low [premature] return rate" of less than 1 percent among GM expatriates, says Richard Rachner, GM general director of international personnel.... The Pilgers' experience reveals the benefits and drawbacks of such training. Mr. Pilger, a 38 yearold engineer employed by GM for 20 years, sought an overseas post but never lived abroad before. He finds the sessions "worthwhile" in readying him to run a vehicle-assembly plant that is 51 percent owned by Kenya's government. But he finds the training "horribly empty... in helping us prepare for the personal side of the move." Dale and Nancy Pilger have just spent a week in Nairobi. But the executive's scant knowledge of Africa becomes clear when trainer Jackson Wolfe, a former Peace Corps official, mentions Nigeria. "Is that where Idi Amin was from?" Mr. Pilger asks. The dictator ruled Uganda. With a sheepish smile, Mr. Pilger admits, "We don't know a lot about the world." The couple's instructors don't always know everything about preparing expatriates for Kenyan culture, either. Mr. Midamba, an adjunct international-relations professor at Kent State University and son of a Kenyan political leader, concedes that he neglected to caution Mr. Pilger's predecessor against holding business dinners at Nairobi restaurants, As a result, the American manager got his key people to the restaurant and expected their wives to be there," Mr. Midamba recalls. But the wives didn't show up." Married women in Kenya view restaurants "as places where you find prostitutes and loose morals," notes Mungai Kimani, another Kenyan trainer. The blunder partly explains why Mr. Midamba goes to great lengths to teach the Pilgers the art of entertaining at home. Among his tips. Don't be surprised if guests arrive an hour early, an hour late, or announce their departure four times. The Moran Stahl program also zeros in on the family's adjustment (though not to Mr. Pilger's satisfaction). A family's poor adjustment causes more foreign-transfer failures than manager's work performance. That is the Pilgers' greatest fear because 14-year-old Christy and 16-year-old Eric bitterly oppose the move. The lanky. boyish-looking Mr. Pilger remembers Eric's tearful reaction as: "You'll have to arrest me if you think you're going to take me to Africa." While distressed by his children's hostility, Mr. Pilger still believes living abroad will be a great growth experience for them. But he says he promised Eric that if "he's miserable" in Kenya, he can return to Ohio for his last year of high school next year. To ease their adjustment, Christy and Eric receive separate training from their parents. The teens' activities include sampling Indian food (popular in Kenya) as well as learning how to ride Nairobi public buses, speak a little Swahili and juggle, of all things. By the training's last day, both youngsters grudgingly accept being uprooted from friends, her swim team and his brand-new car. Going to Kenya "no longer seems like a death sentence." Christy says. Eric mumbles that he may volunteer at a wild-game reserve. But their usually upbeat mother has become increasingly upset as she hears more about a country troubled by drought, poverty, and political unrest- where foreigners live behind walled fortresses. Now, at an international parenting session, she clashes with youth trainer Amy Kaplan over whether her offspring can safely ride Nairobi's public buses, even with Mrs. Pilger initially accompanying them. All the advice we've gotten is that it's deadly" to ride buses there. Mrs. Pilger frets. Ms. Kaplan retorts, "It's going to be hard to let teenagers do their own thing in Kenya, but then they'll be less likely to rebel. The remark fails to quell Mrs. Pilger's fears that she can't handle life abroad. "I'm going to let a lot of people down if I blow this," she adds, her voice quavering with emotion. What were the positive and negative aspects of the pilgers' pre- departure training?