CULTURE SHOCK

AND VETERAN

REINTEGRATION

Jennifer Lacey

Adler University

May 2021

TABLE OF CONTENTS

Introduction

3

What is Culture Shock?

7

Four Stages of Culture Shock

9

Is the Military a “Culture”?

15

How Does Culture Shock Relate to the Military Experience?

19

Overcoming Culture Shock to Achieve Reintegration

24

Resources for Veterans and Families

26

Acknowledgements

28

References

29

2

INTRODUCTION

3

If you have traveled anywhere in the world, you are likely at least a little familiar with the feeling of being a stranger, or an outsider. For most people, travel involves enjoying the sights, sounds, and flavors of a new and exciting culture,

but for some, that feeling of being overwhelmed by the unfamiliar can be uncomfortable and make the travel experience unpleasant. Rather than immerse themselves in the local customs, they pull away and seek the familiar.

Take, for example, a theater company on tour in the Far East. They performed in six different countries, each with their own separate culture and customs. The first week of the tour was in Taiwan, a territory of China, and a country where few Western cultural norms have been adopted. On the first night in Taiwan, the stage crew went out for dinner in a restaurant near the hotel. The menu was entirely in Mandarin, and with no translator or guide, ordering was going to be a challenge. The waiter was good-natured, and after struggling to make themselves understood to one another, a gentleman at the next table who knew a few words of English helped them with their order, and by pointing at food on their plates and trays going by, their table was full of delicious, if unidentifiable food. It was a positive, immersive experience and the atmosphere of jovial, laughing locals and adventurous visitors set an upbeat tone for the tour.

But by the time the tour had reached its third stop in Hong Kong, a longing for the comfort of the familiar was setting in. Adapting her management style each countries’ societal expectations and learning the various local processes for performing basic tasks was becoming confusing and tiresome. When the wardrobe supervisor left a basket of dirty laundry next to the washer and dryer with the simpleinstruction to the English-speaking crew, “Please clean these clothes before 6 pm,” she was understandably upset when she arrived back at the theater to the untouched basket of dirty laundry. A scramble to get the cast into at least somewhat cleaner garments ensued, and the supervisor barked commands at the crew, taking out every ounce of frustration on the two girls she had tasked with laundry.

The local liaison and the stage manager took her aside and called her out on her behavior, reminding her that in the local culture, work done in a group requires giving explicit instructions to each member so that they could perform their tasks. In an American theater, the local crew would have figured out how to divide and accomplish the task, but it was not the way work was performed in this part of the world. Without the sort of management they were used to, they were not able to do the laundry. The wardrobe supervisor’s behavior was a result of culture shock.

4

We tend to think of shock as something that happens suddenly, but that is not always the case. Culture shock happens in stages, sometimes quickly, but often it takes some time for it to set in, and when it does, the resiliency of the affected person and their ability to work through the stages are the main factors in the outcome.

In the case of our wardrobe supervisor, she had no choice but to see out the few weeks left of the rest of the tour, but the fun and excitement of seeing a new part of the world was gone. She looked for the familiar, skipping local foods and eating imported Western fast foods and chain restaurants, and spent much of the rest of her time in her hotel room. Returning home, she vowed never to go to Asia again, and developed a deep resentment against Asian people and the “stupid way they do things”. It took many years for her to overcome her xenophobia and realize that she had missed a wonderful opportunity to learn and grow, and hopes to return someday, emboldened by the wisdom of Anthony Bourdain (2007): “Travel isn’t always pretty. It isn’t always comfortable. Sometimes it hurts, it even breaks your heart. But that’s okay. The journey changes you; it should change you. It leaves marks on your memory, on your consciousness, on your heart, and on your body. You take something with you. Hopefully, you leave something good behind.”

5

Culture shock is a common occurrence, and the experience is very familiar to those who have worked or

studied abroad but is not frequently discussed outside of that context. In reality, any time there is a

similar need for immersion in a culture that is different than the one we are accustomed to, that feeling

of culture shock is experienced, and for some, it can be so intense as to be disabling. To understand the

phenomenon and how it affects our veteran population, it is important to understand what culture shock

is, how military culture and civilian culture differ, and the ways in which culture shock can manifest in

individuals. And finally, what we can do within our families, communities, and country to ease the

transition of our warriors back into civilian life. 6

WHAT IS CULTURE SHOCK?

7

Culture shock is a term that was first coined in 1954 by anthropologist Kalervo Oberg. A civil servant and

teacher, Oberg spent much of his professional career abroad doing fieldwork, working and learning in

different cultures around the world. He noticed commonalities with experiences and broke the cycle of

culture shock down into four stages and worked with the government and private organizations

preparing missionaries, students, and workers to study, live, and work abroad (Davis 2003).

Oberg described culture shock as being “precipitated by the anxiety that results from losing all our

familiar signs and symbols of social intercourse” (Oberg, 1954). When put into a foreign place where the

everyday social cues and norms--both conscious and unconscious--may be dramatically different than

those of our own culture, the loss of the ease and comfort of the familiar creates a feeling of isolation.

8

THE FOUR STAGES OF CULTURE SHOCK

9

Oberg outlined the process of culture

shock in four separate stages. He

viewed it as sort of a u-shaped

continuum, in which it starts on a high

note, sinks down into the more

difficult stages, then rises at the end

on another high note (Alves López &

de la Peña Portero, 2013).

In this context, for ease of explanation,

we will look at it from the framework

of those existing in a foreign country

or culture, and then examine how this

process affects service members and

veterans.

1. The

Honeymoon Stage

2. The

Rejection Stage

3. The

Adjustment Stage

4. The

Mastery Stage

10

The “honeymoon stage” is where the new environment is exciting, and the

individual may revel in the sights and sounds of a new location. Energy is

high, and the initial experiences with the cultural traditions seem easy and

interactions smooth. Like all the stages, the honeymoon stage can last from

a few days to a matter of months. Depending on circumstance, the

individual may never fully have to deal with the reality of coping with

difficulties and return home with a superficial but pleasant recounting of

the experience. For most people who are set to live in another place for a

longer length of time, culture shock sets in with the second stage (Xia,

2009).

The Honeymoon Stage

11

The second stage is called the rejection or regression stage. In this one, the rose-colored glasses of the

honeymoon stage have come off and the physical and mental adaptation become tiring (Alves López & de la

Peña Portero, 2013). It may arise from the sheer exhaustion of learning new customs and correcting oneself

(and being corrected) in etiquette, language miscommunications, and the basic way that everything works.

They may be missing home, family, and friends, and the simple comforts that are familiar and ubiquitous at

home, like food or favorite places to hang out.

In this second stage, hostility can arise out of feelings of frustration, loneliness, or even just the ongoing fear

of making mistakes. The individual may experience the stress of tension and confusion, which paves the way

to depression and anxiety. The host country may seem like the problem and the attitude towards their culture

and people becomes one of derision--these people are rude, nothing makes sense, they’re unsympathetic

and unhelpful, and I hate them, and I hate it here (Oberg, 1954). The culture gets blamed for the difficulty in

assimilation. Oberg calls this the crisis moment of the continuum. Some cannot get past this point and find

the need to leave the country, or they have issues severe enough to require intervention (Xia, 2009).

The Rejection Stage

12

The adjustment/negotiation stage is one of adaptation. Naturally, by doing the

same routines over and over, encountering some of the same people and feeling

comfortable asking for assistance, learning their way around and becoming more

fluent in the language helps the individual see that this culture isn’t inherently

bad, just different and open to interpretation. The negative effects will lessen as

perspective is gained (Xia, 2009).

The Rejection Stage

13

The final stage is the mastery stage. This is where the culture is adopted, and the

person is fully assimilated into the culture. At this stage, the symptoms of culture

shock may disappear entirely. At the high end of the continuum, the situation

again becomes enjoyable, and the individual feels at home. Not everyone

achieves this level of mastery, as it can take quite some time--as much as a

couple of years--but the outcome is a positive experience. Individuals may take

much of the culture home with them and find themselves missing it (Xia, 2009).

The Mastery Stage

14

IS THE MILITARY A “CULTURE”?

15

Culture is defined by the American

Sociological Association as “the

languages, customs, beliefs, rules,

arts, knowledge, and collective

identities and memories developed by

members of all social groups that

make their social environments

meaningful” (“Culture”, 2021). The

military hits on each of these markers,

establishing the existence of a distinct

military culture.16

Language

• The military has its own language, consisting of acronyms, slang, shorthand, and service-specific and job-specific terminology. Each branch has its own lingo and jargon as well, often resulting in exclusionary conversation with civilians and further deepening the cultural language specificity.

Customs

• Custom and tradition in the military range from informal to formal and fill volumes to learned, memorized, or adopted. These include every manner of life such as dress, etiquette, forms of address, cadences, and official songs. The customs of each branch set it apart from the others and apart from the civilian population.

Beliefs

• The Armed Forces of the United States follow a moral and ethical code and swear allegiance to the country and the constitution. Each branch has an established moral code of its own that set the expectations for service members. Military beliefs are not personal, but a lived part of everyday existence that binds all service members.

Rules

• The military runs on rules that serve multiple purposes: they maintain a strict chain of command, ensure unquestioning discipline, and ultimately to keep service members alive.

• The military has its own law system called the Uniform Code of Military Justice which allows for prosecution within the ranks and not in civilian court.

17

Arts

• From the Marine Band to the Navy Sea Chanters, the military has a rich musical tradition. Armed forces musicians are highly trained and perform around the world

• The Navy’s Blue Angels and the Air Force Thunderbirds perform precision aerial formation flying in air shows and on ceremonial occasions

Knowledge

• The military requires very specific basic training and even more specialized training in military-specific occupations. Some military jobs translate to civilian work, but many are highly technical and unique to military service.

• Service members must maintain combat readiness in a continuous cycle of learning and repetitive practice.

• Knowledge is passed on from fellow service members.

Collective Identity

• Collective identity is instituted from the first day with the forced removal of individual identity and the constant enforcement of the role of the individual in the organization. The ethic of “service before self” creates a collective mindset with the importance of the unit, branch, and entirety of the military taking precedence over personal identity.

Memories

• In many branches of the armed forces, the collective history of the branch is as important as the future of the branch. What has come before informs on what is to come next, and what is happening in the moment is passed on to future generations. This builds on a strong collective tradition for a greater sense of belonging.

18

HOW DOES CULTURE SHOCK RELATE TO THE

MILITARY EXPERIENCE?

19

20

“What is [the] purpose [of a drill instructor]? You may be tempted to believe that their purpose in life is to make

you miserable. While they do a very good job at this, that's not their goal. Their goal is to ‘knock the civilian out of

you.’ What you say, how you think, how you act is no longer your business. It's now the business of the United

States military and -- through them -- your drill instructors” (Powers, 2011).

Culture shock exists in two phases for most people who enlist in the armed forces. The first is upon

intake, when from the first moment the individual identity of the recruit is stripped away and the Soldier,

Sailor, Airman, or Marine is forged. While the instructors go by different names by branch (drill sergeant,

recruit division instructor, military training instructor, or drill instructor), their purpose is the same: to instill

the values of the United States Armed Forces and the Core Values and Ethics of the Army, Navy, Air Force,

and Marines into untrained, egocentric civilians and teach them everything they will need to know to

effectively begin their military career.

This intense training that lasts anywhere from 8 to 13 weeks is designed to force immediate change by

focusing on conformity, discipline of mind and action, and instill dependence on the military. These first

weeks are the hardest, and over the course of the training many recruits will cycle through the culture

shock u-shaped continuum very quickly. Some adapt instantly and embrace the military lifestyle, others

regret their decision, some come to hate the military very quickly, but other than those who wash out

during this initial phase, all come around to the acceptance stage and move on to their more specialized

training. From there, the newly minted service members grow within the culture of the military they are

now a part of (Cooper, Caddick, Godier, Cooper, & Fossey, 2018).

REVERSE CULTURE SHOCK

The immersive culture of the military serves to form a cohesive

fighting force, reliant on each other as they fulfill the missions set

out for them. Every service member has a role to serve, and every

individual is now part of a larger community; however, unlike in the

civilian world where the individual puts personal concerns before

those of the community, service members put the military and the

mission first in all things. This reliance on each other in every

capacity from front-line combat troops to office personnel forms

tightly knit units and a feeling of camaraderie and brotherhood, and

these specific and varied jobs that support the mission provide

purpose to each individual.

When a service member leaves the military, either through

retirement or separation, there is a second stage of culture shock

that occurs, and that separation from military life can, for some, be

greater than the initial shock encountered upon enlistment.

Gullahorn and Gullahorn (1963) expanded on Oberg’s original u-

shaped model with a w-shaped model that included the concept of

“reverse culture shock” and how returning to a familiar culture can

have adjustment issues of its own.

This second part of the w-shaped curve is a sort of mirror image of

the first half, with the return home marking the honeymoon stage,

while reverse culture shock and recovery are the rejection and

adjustment stages. Finally, reintegration marks the mastery stage

where the service member has made a successful return to civilian

life.

21

There are factors that help determine how well a service member may reintegrate to the civilian world. In his book The Art of Coming Home, Craig Storti (1996) outlines nine variables that contribute to the degree of

success with reintegration. It has been adapted here to suit the specific circumstances of veteran reintegration.

22

Voluntary vs Involuntary

• Involuntary separation is harder than a voluntary decision

Expected vs Unexpected

• Unexpected separation is harder than expected separation

Age

• Older individuals may have an easier time transitioning due to maturity and more experience with life transitions

Previous Experience

• Service members who have returned home from deployments have experience with transition

Length of Service

• The longer the length of service, the more difficult it may be to relate to civilian life

Amount of Cultural Immersion

•Service members who “buy into” the military lifestyle more than others may have a harder time leaving it behind

The Home Environment

•The more familiar and welcoming the home environment, the easier the reintegration

Interaction with Home During Service

•Service members with more interaction with their home life may have an easier time fitting in once out of service

Degree of Difference Between Home and Military Experience

•Service members with military careers that have civilian counterparts or allow for easy vocational transition may find reentry into the civilian workplace easier and more familiar

Veterans and their families are faced with a series of common challenges to be tackled either before or upon returning home.

Relating to civilians who have little to no understanding of what military life is like

Adjusting to changes in the family, such as the power structure and routines that have changed in their absence

Finding, creating, or fitting into a community where he or she feels like they can belong

Entering the workforce—some veterans have never applied for a job, may have military skills that don’t translate easily to civilian jobs, may need to learn or re-learn resume and interviewing skills, may have difficulty with the social aspect of a civilian job

Adjusting to the lack of structure that is the foundation of the military experience. Learning to be flexible and dealing with unforeseen eventualities can result in high levels of stress

Arranging for healthcare or veteran’s services, locating a physician and dentist, acquiring necessary insurance

Securing housing—many younger veterans may have to move home with parents or stay with friends until housing can be obtained

Veterans returning with physical or mental injuries require additional care and must navigate the paperwork involved in acquiring VA services and resources for their caregivers

Dealing with the grief and loss of fellow service members in the line of duty (“Veterans Affairs, 2021)

This is not a comprehensive list of the challenges that face returning veterans every day. Some veterans can easily navigate the challenges, some struggle but are able to overcome them, and others are never able to make successful reentry and fall prey to mental health issues, alcoholism and drug use, or homelessness (Cooper, et al., 2018). 23

OVERCOMING CULTURE SHOCK TO ACHIEVE

REINTEGRATION

24

For service members who struggle with reintegration and the effects of

reverse culture shock on their reentry, there are ways to move

through the homecoming continuum that, like the difference between

military life and civilian life, can be markedly different. Again, as with the challenges and variables that come with reintegration, this is by far not a

comprehensive list, but rather an idea of the kinds of ways veterans

can move through the culture shock (rejection) and adjustment (recovery)

stages (“Reverse Culture Shock, n.d.).

Service members are taught to “adapt and overcome” and with

preparation, knowledge, and perseverance, the challenge of

culture shock can be conquered, and our veterans can enjoy a smoother

transition to civilian life.

25

Be Prepared

•Manage expectations

•Plan coping strategies

Investigate Resources

•Use military separation checklists

•Research civilian organizations

Stay Connected

•Maintain military friendships

Get Connected

•Join veterans’ groups and organizations

One Thing at a Time

•Don’t try to do everything at once

•Set a timeline and make priorties

Communicate

•YOU ARE NOT ALONE

•Reach out, ask for and accept help

RESOURCES FOR VETERANS AND FAMILIES

26

US Department of Veterans Affairs

VA Transition Assistance Program (TAP)

Military One Source—part of the U.S. Department of Defense's network of support for the military community

Veterans of Foreign Wars (VFW)—offers programs and services that work to support veterans, service members and their families, as well as communities worldwide

American Legion—embraces all current and former members of the military and endeavors to help them transition into their communities

Wounded Warrior Project—is for veterans and service members who incurred a physical or mental injury, illness, or wound while serving in the military on or after September 11, 2001

National Association of American Veterans (NAAV)—assists service members and disabled veterans and their dependents, particularly severely wounded warriors and single-parent service members and veterans

This is a list of some of the many, many

organizations that exist to help service

members reintegrate back to civilian

life.

The Veterans Administration is a major

source of information for federal

assistance available and links to

specific resources.

Investigate state-level government

departments, agencies, or bureaus that

handle veteran affairs. Many have

state-run programs with local

resources.

Community-based programs abound

everywhere from national to local levels.

They are too numerous to list here, but

many of these sites also have sections

devoted to resources for families as

well, providing support for the many

issues faced by spouses and children

as they welcome their hero back home.

27

Acknowledgements

The men and women of the United States Armed Forces here and abroad who give so generously of themselves

for the protection and defense of America.

Our military veterans for their sacrifices and their service.

United States Veterans Charlie (USA), Bruce (USA), Dana (USAF), Bobbi

(USN), Terry (USA), Kristen (USAF), Nick (USA), Gary, (USN), and Mike (USA) for

sharing their stories of life in the military and their struggles and

successes with reintegrating to civilian life.

Cdr Donna Fournier (USN) for her guidance, support, and encouragement

of The Veteran Reintegration Project and for sharing her experience and

expertise with me.

28

REFERENCES

29

30

Alves López, R., & de la Peña Portero, A. (2013). Culture shock. Retrieved 3 March 2021, from https://www.nebrija.com/revista-linguistica/culture-shock-adaptation-

strategies.html

Bourdain, A. (2007). No reservations: Around the word on an empty stomach. Bloomsbury USA, New York NY, United States

Cooper, L., Caddick, N., Godier, L., Cooper, A., & Fossey, M. (2016). Transition From the Military Into Civilian Life. Armed Forces & Society, 44(1), 156-177.

https://doi.org/10.1177/0095327x16675965

Culture. American Sociological Association. (2021). Retrieved 6 March 2021, from https://www.asanet.org/topics/culture.

Davis, B. (2003). Kalervo Oberg. Retrieved 15 February 2021, from http://www.mnsu.edu/emuseum/information/biography/klmno/oberg_kalvero.html

Gullahorn, J.T. and Gullahorn, J.E. (1963), An Extension of the U‐Curve Hypothesis1. Journal of Social Issues, 19, 33-47. https://doi.org/10.1111/j.1540-

4560.1963.tb00447.x

Oberg, K. (2021, April). Culture shock. Speech, Rio de Janeiro, Brazil; Women's Club of Rio de Janeiro.

Powers, R. (2011). Basic training for dummies. Wiley Publishing, Hoboken NJ, United States

Reverse Culture Shock - The Challenges of Returning Home. US Department of State. (n.d.). Retrieved 18 February 2021, from https://2009-

2017.state.gov/m/fsi/tc/c56075.htm

Storti, C. (1996). The art of coming home. Intercultural Press, Boston MA, United States

Veterans Affairs. Va.gov. (2021). Retrieved 17 April 2021, from https://www.va.gov/vetsinworkplace/docs/em_challengesreadjust

Xia, J. (2009). Analysis of Impact of Culture Shock on Individual Psychology. International Journal Of Psychological Studies, 1(2), 97-101.

https://doi.org/10.5539/ijps.v1n2p97