1. AIESEC TRAINEE SATISFACTION SURVEY 2014 Q4

2. INDEX
Introduction
Incoming Exchange
Summary of Incoming
Conclusions & Recommendations of Incoming
AIESEC 2014
Satisfaction towards AIESEC Support
Trainees Views on Company/Organizations
Leadership
Social Activities
Cultural Differences
Outgoing Exchange
Summary of Outgoing
4
7
8
9
13
19
27
33
35
39
42
43
Conclusions & Recommendations of Outgoing 44
2

3. INDEX
AIESEC 2014
Satisfaction towards AIESEC Support
Trainee Views on Company/Organizations
Leadership
Social Activities
Cultural Differences
47
53
57
62
64
68
3

4. INTRODUCTION
4

5. RESEARCHOBJECTIVE
AIESEC Indonesia needs to evaluate the
overall satisfaction of its GIP and GCDP
program. Therefore this study main focus is
to gather the opinion of Exchange Participant
(EP) of AIESEC Exchange Programme.
To this end, an online study is conducted to
monitor and evaluate the programs in terms
of the services provided by AIESEC, the
company or organization where the EPs did
their traineeship and, if a culture shock
occurred.
The research objective is:
To continually measure the overall
performance of the GIP and GCDP programs
in Indonesia .
5

6. METHODOLOGY
Research method:
 Quantitative
 Online
Fieldwork: 28/01/2015 to 22/02/2015
Average completion time: 19 minutes 29 seconds
Count Percentage Margin of
Error
Level of
Confidence
E-mails delivered 838*
Incoming:
351
Outgoing:
524
100%
Total of completes 229 27% 5,52 95%
Total of Incoming 89 10% 8,99 95%
Total of Outgoing 140 17% 7,10 95%
6
*37 of e-mails bounced back from 875 emails sent resulting in total 838 valid
emails.

7. INCOMING EXCHANGE
7

8. SUMMARYOFINCOMING
Respondent Profile
Most incoming EPs are female. The average age is between
21-23 years old. They come mostly from Europe and Asia.
The EPs are mainly participating in GCDPs. The highest
number of EPs are at LC UNAND.
Duration
Total duration is 2,1 months, for PhD/Master the duration is
longer (average of 4 months).
NPS
In general, NPS for incoming and outgoing EPs is almost the
same (35%). Surabaya and Malang rank highest with a score
of 50%. LC UGM (-17%)* and UI (5%) have the lowest NPS.
LC
For incoming EPs at LC Bandung and BINUS: they are much
more satisfied about AIESEC support in general compared to
other LCs.
Before arrival phase
Top aspects of AIESEC support before arrival are information
about requirements, clear visa application and required
documents. Regarding these services, LC UNAND and BINUS
viewed as the best LC to give these supports to their EPs.
* LC UGM has 2 respondents in the survey which means the result can’t be used
to define the LC result itself until larger number is gathered in future.
During GIP/GDCP phase
Overall satisfaction: GCDP scores higher than GIP.
Promoters have a much higher score than dectractors,
especially on aspects like organizing social activities, AIESEC
events and support to achieve personal goals. For this stage,
LC UNAND and Bandung are the top two with regard to
giving these support to their EPs.
Company/Organization
GIP scores higher than GCDP on almost all dimensions
related to learning aspects during internship programs.
Examples are: improved soft skills and satisfactory level of
responsibilities.
Stipend
A reasonable stipend in general for GIP EPs is 3,35 million
rupiah per month. EPs at LC UI have the highest standard, 6
million rupiah.
Leadership
The most important leadership aspect for incoming EPs is
the increased ability in intercultural communication.
Social Activities
City sightseeing is the most popular activity. Incoming EPs
expect more cultural events. Having a party in the club is
least important to them.
Culture shock
Communication with the local people is the most impacting
aspect with regard to a cultural shock for outgoing EPs.
8

9. CONCLUSIONS&RECOMMENDATIONS
Conclusions
Before arrival phase
Despite the fact that couple of LC has done great in
preparing the EP before they come to the respective city,
there are several LCs that still have problems with regard to
information before arrival. Especially information about
housing and the job description need to be better.
During GIP/GDCP
Overal satisfaction, GCDP score higher than GIP.
Introduction to the company is what AIESEC does best. On
the other dimensions AIESEC needs to improve.
Company/Organization
GIP scored higher than GCDP on almost all dimensions
related to learning aspects during internship programs.
Examples are: improved soft skills and satisfaction level of
responsibilities.
Culture shock
EPs doing a GIP feel the culture shock more than those doing
a GCDP.
Recommendations
Before arrival phase
AIESEC promises to take care of housing. For that reason
they should give more information to the EPs. The same
applies to the job description. AIESEC should provide
questionnaire mock for EP-TN interview, which enables an
EP to explore the nature of responsibilities expected from
the TN side. It is important for EPs to know what they can
expect. If an EP is negatively surprised, this will naturally
lead to a lower satisfaction at a later phase.
During GIP/GDCP
Improving the different dimensions mentioned during the
GIP/GDCP mainly require a change in operations. Things
need to be organized differently. A possible explanation that
causes a malfunctioning organization, might be due to a lack
of skills or manpower. This can be perceived as showing a
lack of proactive behavior and motivation to actually
facilitate a cultural exchange.
Company/Organization
Extra focus on improving skills for those who do a GCDP
would be good. Variety of the job and training are
dimensions that can easily be improved. Ad-hoc projects are
mentioned as a negative for the organization. It should be
better organized.
9

10. RECOMMENDATIONS
Company/Organization
AIESEC should pay more attention to those companies who score a negative review from the intern. At this stage, the
evaluation review is very important to immediately see whether there’s a rising problem with regard to balancing expectations
of the EP and company/organization. In addition, it would be great if it could tracked which companies or organizations are
liked by the interns. It would give suggestions to the company and also to the interns who want to apply to internships in
Indonesia. Therefore, the advice is to include these things in the future surveys too.
Culture shock
An explanation might be that the professional working environment makes them experience the shock more. Another
explanation is that EPs of GIPs usually have a longer duration in Indonesia. The result is more exposure to cultural differences
and thus an increased chance of edperiencing a culture shock. By improving the soft skills, EPs that follow a GIP can slowly
overcome the culture shock. Guidance by AIESEC would be helpful to go through the culture shock. Part of the
recommendation is to prepare the AIESEC buddies to recognize, and be able to handle the culture shock symptoms.
LC
Regarding the lack of activities and interaction between the EPs and AIESEC, there should be improvement in this area,
especially for LC UI. Therefore AIESEC can eliminate the detractors and change the passive into the promoters so the NPS will
be higher. A simple recommendation is: organize them. It doesn’t have to be big. A simple dinner might alrady work.
Leadership
On the leadership aspect, to increase the ‘social driven person’ aspects, the working atmosphere must be more challenging.
10

11. RESPONDENTSPROFILEINCOMING
27%
73%
Which program are/were you participating in?
n=89, base = all
GIP
GCDP
33%
67%
What is your gender?
n=89, base = all
Male
Female
29%
7%
48%
3%
11%
From which continent do you come from?
n=89, base = all
Asia
North America
South America
Europe
Australia
Africa
The total number of respondents of the incoming EPs is
89. Of them 73% are GCDP EPs and only 27% are GIP
EPs. Most of the respondents are female (67%).
After Europeans, most incoming EPs are Asian. Only a
small number of them come from other continents.
By far the most EPS are realized through LC UNAND, LC
Bandung and LC UI. For LC UNAND, this is a huge
increase compared to the previous survey (+10%
points).
9%
7%
8%
11%
12%
13%
18%
21%
Other
LC UNIBRAW
LC UNDIP
LC Surabaya
LC BINUS
LC UI
LC Bandung
LC UNAND
In which LC did/do you take your internship?
n=89, base=all
11

12. RESPONDENTPROFILEINCOMING
For EPs, three quarters of the interns does the GCDP.
Only 25% of them are involved in the GIP. LC Bandung
has more GCDP interns than the other LCs. On the
other hand, LC Surabaya ranked the highest on the
percentage of number of GIP interns.
On average EPs stay around 2,1 months. On average
GIP EPs stay longer (3,3 months) than GCDP Eps (1,7
months). Also, PhD or Master decide to take a longer
internship (4,0 months) than other EPs.
On average EPs stay around 2,1 months. On average
GIP EPs stay longer (3,3 months) than GCDP EPs (1,7
months). Also, PhD or Master decide to take a longer
internship (4,0 months) than other EPs.
27%
10%
18%
45%
32%
28%
23%
30%
25%
73%
90%
82%
55%
68%
72%
77%
70%
75%
Other
Bandung
BINUS
Surabaya
UI
UNAND
UNDIP
UNIBRAW
Total
Which program are/were you participating in?
LC
n=89, base = all
GIP GCDP
1,7
3,3
2,1
2,3 2,2
1,6
2,0
4,0
2,8
2,1
1,6
2,1 2,3 2,1
What is/was the duration of your internship?
months
n=89, base = all
19%
22%
45%
81%
78%
55%
18 - 20
21 - 23
24 =>
Which program are/were you participating in?
Age
n=89, base = all
GIP GCDP
12

13. AIESEC 2014
13

14. NPS
36%
31%
Since early 2014 the NPS has known a light increase
from 31% in Q2 to 36% in Q4 2014. The high
number of promotors can be found across genders,
GIP/GCDP programs, age groups and duration of
the stay.
Compared to the Outgoing EPs, Indonesia’s
program performs almost equally strong.
17%
20%
34%
24%
48%
56%
Q2-2014 incoming
Q4-2014 incoming
How likely is it that you would recommend a [GIP/GCDP] to other students and friends?
NPS
n=235, base = Q2 incoming and n=89, base=Q4 incoming
Detractors Passives Promoters
20%
14%
24%
38%
56%
49%
2014 Q4 Incoming
2014 Q4 Outgoing
How likely is it that you would recommend a
[GIP/GCDP] to other students and friends?
NPS
n=229, base = all
Detractors Passives Promoters
35%
36%
14

15. NPSUNTILNOW
Until now 324 Incoming EPs have participated in the AIESEC
Trainee Satisfaction survey. Looking back AIESEC, has an
impressive overall NPS rating of 32%.
Several LCs truly contribute to this positive word of mouth
about AIESEC. This especially applies to the LCs of Surabaya,
Malang, Semarang, Bandung and Bogor, which help the
overall performance of AIESEC Indonesia.
It is worth considering to set up a program within AIESEC to
analyze, document and develop an implementation package
to ensure the best practices of these LCs for the future of
AIESEC.
However, there are 2 LCs that in fact hamper the overall
performance of AIESEC:
 LC UI, NPS 5%
 LC UGM, NPS -17%
Without these below standard performing LCs, the NPS
rating of AIESEC would jump from 32% to 38%.
33%
28%
23%
21%
9%
20%
13%
13%
13%
14%
18%
50%
38%
27%
26%
45%
20%
27%
26%
25%
23%
31%
17%
34%
50%
53%
45%
60%
60%
62%
63%
64%
50%
LC UGM - Yogyakarta, n = 6
LC UI - Jakarta, n = 53
LC UNIBRAW - Malang, n = 30
LC UNAND - Padang, n = 43
LC BINUS - Jakarta, n = 22
LC President University - Bogor, n = 5
LC Bandung, n = 67
LC UNDIP - Semarang, n = 39
LC UMUM - Malang, n = 8
LC Surabaya, n = 22
Total, n = 324
All time - NPS
n=324, base = all
Detractors Passives Promoters
32%
50%
50%
49%
46%
40%
36%
33%
27%
5%
-17%
15

16. PromotersI liked that; very kind people there
in Semarang! Thanks to that project
I really enjoyed it there.
There were many great events
and conferences attended by a
great number of participants,
which were prepared perfectly.
However, the communication
with the schools and
organization of classes, I was
supposed to give, could be
improved.
The buddy should be more into the
intern and should care more about
the intern. I just saw my buddy once
when he picked me up at the
airport. Then I've never heard
anything from him again.
It was the best experience of my life,
mainly due to the amazing people
that I got in contact with, especially
my buddy, my hosting family and the
AIESEC-ers.
REMARKS
Pay more attention to time management for
meetings and personal cases. Do not
separate GIP and GCDP programs in AIESEC
activities, give those interns a chance to
communicate.
Even though my XP has been amazing, there
are some points that you guys need to make
the TN aware of. TIME and ORGANIZATION,
people take it very seriously! !
16

17. It was great overall. But I wish there had
been more attention to ad-hoc projects.
My project was well organized,
but other EPs had problems and
some did not get good support
from their buddies.
Passives
LC and OC of AISEC should be
closer and understand each other
better. The project is really good,
but the way they organize it isn't as
good as it could be done, so the
results weren’t as good as it could
be...
AIESECers should do more with
their interns. Like trips/activities
or hangout. My intern friends
were dissapointed about it. I
tried to help them many times &
told them positive things, but
AIESEC should also show some
effort. Anyways, [for myself] I
would [like to] come again!
REMARKS
External events should be
using English as the
communication channel.
Organising events still have
some space of improvement,
but overall it is pretty good.
17

18. Communicate among yourselves and with interns.
Respond to our question and please come to pick our
passport for visa extension on time. We need to beg
you and chase you to do so. Also, try to find cheaper
accommodation for intens.
I suggest that the team
leaders should have a
training first and a clearer
description of what they
should do as AIESECers
and as EP buddies in
order to perform better.
Detractors
We had not much contact with
AIESEC. Just with TFI, the
organisation we worked for.
LC Undip was so
irresponsible. They didn't
provide a buddy for me. I
couldn't contact them during
my internship.
REMARKS
Not a single AIESEC
member showed me how
to use the angkot. TN
manager ignored most
messages and was
generally unhelpful. Actual
teaching time was much
less than promised in job
the description.
18

19. SATISFACTION TOWARD AIESEC SUPPORT
19

20. SATISFACTIONTOWARDAIESECSUPPORT
In general, the EPs give a relative high score for their
satisfaction with AIESEC support; 7,2. This is a slight increase
compared to the previous survey (7,1). Compared to the
Outgoing EPs, Indonesia’s program performs almost equally
strong, both with an average score of 7,2.
The older the EPs get (24 or older) the less impressed they
are (6,8).
Especially information about requirements (86%) and clear
instructions for visa application and required documents
(84%) score high. Satisfaction with clear instructions for visa
went up from 72% to 84%. The same happens for
Information about requirements, which also improved
compared to the previous survey.
38%
39%
31%
40%
39%
51%
26%
27%
39%
33%
45%
35%
Quality of job description
Information about housing
Response time of AIESEC in Indonesia
Information about all possible expenses
Clear instructions for visa application and…
Information about requirements
Satisfaction AIESEC Indonesia 2014 - Before Arrival
n=89, base = all
Satisfied Very Satisfied
6,8
7,3
7,2
7,2
24 =>
21 - 23
18 - 20
Total
Satisfaction of trainees regarding AIESEC support
Age
n=89, base = all
20

21. SATISFACTIONTOWARDAIESECSUPPORT
For satisfaction during the GIP/GCDP program, respondents mention timely payment of stipend (67%, up
from 58% in the previous survey) and introduction to the company / organisation (65%) as being the most
satisfied about. These are followed by communication between respondents and AIESEC (61%), support to
achieve personal goals (61%) and buddy support (59%).
The respondents mentioned post- evaluation meeting with EP buddy as the least satisfactory aspect (52%).
It’s worth noting that several GIP EPs indicate that timely payment of stipend (10%) is not applicable. And for
GIP and GCDP EPs that is also the case for post- evaluation meeting with the EP buddy (13%).
27%
35%
30%
33%
20%
36%
27%
33%
33%
25%
20%
26%
25%
39%
25%
34%
33%
33%
Post- evaluation meeting with EP buddy
AIESEC events
Organizing of social activities
Visa extension, application and documents
Buddy support
Support to achieve personal goals
Communication between you and AIESEC
Introduction to the company / organisation
Timely payment of stipend
How satisfied are you with the AIESEC services that were delivered to you during your [GIP/ GCDP]?
n=89, base = all
Satisfied Very Satisfied
21

22. AIESECSATISFACTION:PROMOTERS,DETRACTORS
11%
48%
38%
6%
10%
30%
Detractors
Passives
Promoters
AIESEC events
NPS
n=89, base = all
Satisfied Very Satisfied
17%
57%
34%
10%
40%
Detractors
Passives
Promoters
Support to achieve personal goals
NPS
n=89, base = all
Satisfied Very Satisfied
As can be expected, promoters are (very) satisfied
with AIESEC support. Including activities and events,
but also achieving personal goals.
However, for these aspects of AIESEC support they
are hardly impressed. It makes them areas where
AIESEC really should make an effort to improve
performance in order to reduce detractors.
33%
38%
26%
5%
44%
Detractors
Passives
Promoters
Organizing of social activities
NPS
n=89, base = all
Satisfied Very Satisfied
22

23. SATISFACTIONTOWARDAIESECSUPPORTBEFOREARRIVAL
32%
24%
45%
27%
36% 40% 41%
27% 25%
37% 49%
27%
27%
36%
44%
15% 40% 38%
0%
20%
40%
60%
80%
100%
Response time of AIESEC in Indonesia - LC
n=35, base=before arrival
Satisfied Very Satisfied
32% 34% 41%
18%
28% 26%
36% 30%
42%
26%
33%
32%
32%
21%
44% 18%
17%
13%
0%
20%
40%
60%
80%
100%
Organizing of social activities - LC
N=35, base=before arrival
Satisfied Very Satisfied
Interns from LC Bandung and BINUS are the most impressed . They
score an 8. Surabaya, UNAND and UNDIP have a fair score around
7. And the others including UNIBRAW and UI are less impressed.
The result is not too different with previous survey.
Overall, LC UNAND-Padang has the best performance on their
response time towards the interns. LC Surabaya scores the lowest
(54%) , followed by LC UNDIP-Semarang.
Regarding the aspect of organizing social activities LC BINUS-
Jakarta is the most impressive, 73% of the interns are happy with
the service. Other LCs should improve the service, as by organizing
more events like cultural events, going to concerts or soccer
matches.
6,6
6,2
6,6
7,1
7,4
7,5
8
8
7,1
Other
UI
UNIBRAW
UNDIP
UNAND
Surabaya
BINUS
Bandung
Total
How satisfied are you in general with the
support of AIESEC in Indonesia? - LC
n=89, base = all
23

24. SATISFACTIONTOWARDAIESECSUPPORTBEFOREARRIVAL
Just as with organizing social activities, LC Binus and UNAND also ranked on the highest on the aspect of
information about requirements. In general, almost 80% of the interns are satisfied. Other LCs also
demonstrate a good service as all of the scores are high.
For information about housing, LC Surabaya and UNIBRAW give the best service. They are followed by LC
UNAND and UNDIP. The satisfaction score in general is not so high, only 64%.
45%
33%
77%
50%
38%
53%
41% 40%
50%
34%
45%
18%
36%
38%
33%
31% 37% 25%
0%
20%
40%
60%
80%
100%
Information about requirements - LC
n=35, base=before arrival
Satisfied Very Satisfied
38% 30%
41%
55%
38% 42% 49%
30% 35%
26%
31%
18%
18%
19%
30% 23%
43%
19%
0%
20%
40%
60%
80%
100%
Information about housing - LC
n=35, base=before arrival
Satisfied Very Satisfied
24

25. SATISFACTIONTOWARDAIESECSUPPORTDURINGPROGRAMME
24%
15% 23%
32% 25%
44%
18% 17%
27%
39% 60% 45% 27%
23%
33%
46%
37%
31%
0%
20%
40%
60%
80%
100%
Buddy support - LC
n=140, base=during the programme
Satisfied Very Satisfied
35% 36%
45%
23%
34% 35% 38%
20%
42%
21%
30% 14%
27% 9%
40%
10%
27%
10%
0%
20%
40%
60%
80%
100%
AIESEC events - LC
n=140, base=during the programme
Satisfied Very Satisfied
31% 36% 36%
9%
28% 30% 38% 37% 29%
32%
42% 36%
55% 23%
47% 23% 20%
21%
0%
20%
40%
60%
80%
100%
Communication between you and AIESEC - LC
n=140, base=during the programme
Satisfied Very Satisfied
During the programme, the best buddy support is provided by LC
UNAND-Padang (77%) and by LC Bandung (75%). The score for LC
UNAND is lower than in the previous survey (87%).
On communication aspect sbetween interns and AIESEC, LC
Bandung still ranked the highest. This is the same with the
previous survey. But the score is lower. LC UNAND also shows
good performance. Their score is equally strong as in the last
sruvey.
Altought LC Bandung still scores higher than other LCs, except for
UNAND, the score is not higher than in the previous survey. This
time it is only 66%. LC UI comes in at last place; scoring the lowest
on all three aspects.
25

26. SATISFACTIONTOWARDAIESECSUPPORTDURING
PROGRAMME
For timely payment of stipend, LC BINUS has to develop their service, as only 25% interns feel satisfied. This result is quite weak compared
with the best one, LC UNAND, at which all of the interns feel happy about the timely payment.
UNDIP should increase the quality. It would be good to support a buddy with their performance. As can be seen from the remarks, many
interns complain about their buddy. It should be improved.
31%
14%
25% 20% 18%
58%
44%
22%
38%
30%
29%
40%
29%
42%
22%
33%
23%
0%
20%
40%
60%
80%
100%
Timely payment of stipend – LC
n=140, base=all
Satisfied Very Satisfied
23% 19%
41%
18% 21%
37%
13% 20% 23%
25%
45%
18%
27%
13%
21%
18%
20% 23%
0%
20%
40%
60%
80%
100%
Post- evaluation meeting with EP buddy – LC
n=140, base = all
Satisfied Very Satisfied
26

27. TRAINEE VIEWS ON COMPANY/ORGANIZATION
27

28. COMPANY/ORGANIZATION
Overall, the satisfaction about company / organization is quite
high with a satisfying 7,8 score (on a 10 point scale). This is a slight
increase compared to the previous survey (7,6).
Promoters, and even passives, are really satisfied with the
company / organization. Detractors are just not satisfied.
Compared to the Outgoing EPs, Indonesia’s selection of companies
/ organizations does better (7,8) than what Outgoing EPs
experience (7,2)
The colleague aspect ranks highest with 91% of the EPs feeling
(very) satisfied. Also safety of the office / organization’s
surroundings (87%) and teamwork score very well. Transportation
between kost and office/organization reflected the lowest score
with only 60% respondents feeling (very) satisfied.
26%
36%
33%
33%
34%
31%
34%
38%
43%
47%
53%
60%
Transportation between kost and office/organization
Social activities
Communication between you and the management
Team work
Safety of the office / organization surroundings
Colleagues
How positive or negative are you concerning the following aspects of the working atmosphere of
your [GIP/ GCDP]?
n=89, base = all
Positive Very positive
5,5
7,6
8,7
7,8
Detractors
Passives
Promoters
Total
How satisfied are you in general with the
company/ organization where you did/ do]your
GIP / GCDP?
n=89, base = all
28

29. COMPANY/ORGANIZATION
24%
36%
29%
36%
60%
54%
29%
42%
42%
42%
58%
58%
22%
34%
25%
34%
60%
52%
Improved hard skills
Useful network
opportunities
Training on the job
Variety in work
Improved soft skills
Satisfactory level of
responsibilities
To what extend did/do your [GIP/ GCDP] TN give
you ….? To a large extend
n=89, base = all
GCDP GIP Total
Almost 2 out of 3 EPs improved their soft skills and are
satisfied with the responsibilities given by the company
during the GIP / GCDP programme.
Overall, GIP EPs experience better personal development
than GCDP EPs.
It’s interesting to note that the satisfaction level of
responsibilities have improved from 38% to 54%.
More variety, better training on the job and improved hard
skills would benefit all EPs, and would result in higher quality
of GIP and GCDP programmes.
29

30. COMPANY/ORGANIZATION
29%
30%
39%
28%
40%
36%
40%
18%
22%
21%
34%
27%
38%
34%
Case ownership
Commitment to deadline
Frequent communication with supervisor
Communication with clients
Delivering results
Frequent communication with team
Taken initiative
To what extend are the following aspects of your internship important to the company/ your team?
n=89, base = all
Important Very important
Compared to the previous survey, not much has changed. The most important aspects of the internship for the company or
team are still:
 Taking initiative
 Frequent communication with the team
 Delivering results
Least important aspects are still commitment to deadlines and case ownership.
30

31. STIPEND
2,7
1,3
2,8
2,4
3,9
4,8
5
6
3,5
Other
UNAND
UNDIP
UNIBRAW
Surabaya
Bandung
BINUS
UI
Total
Reasonable Stipend – LC
n=140, base=all
When looking at a reasonable stipend at each LC, interns at UI-Jakarta has the highest standard, 6 million rupiah per month, followed by
LC BINUS and Bandung. The areas outside Jakarta and Bandung have lower standards concerning the stipend. The range is between 1,3 –
3,9 million.
For the post evaluation meeting with the EP Buddy, LC UI and Similar to last the last survey, a reasonable stipend, according to current GIP
EPs is Rp 3,35 million. Last time this was Rp 3,5 million.
The EPs with the highest demands of the height of the stipend are Phd/ master students; Rp 5,4 million.
31

32. OrganizationsVery well organized and
managed. Wonderful, very
helpful and supportive
team.
In LP3I I met a lot of different kind of
people and it was awesome to work
there. I really loved to stay with
them and enjoy my time in
Indonesia. The classes were a
challenge for me because I needed
to adapt, but in the end everything
was awesome.
I love my TN. I really appreciate
their hospitality.
Amazing atmosphere, but
they need to have a
schedule and more
organization.
REMARKS
The highschool that I was working
at was one of the best I have ever
seen, St Agnes High School and I
recommend an extension of the
collaboration with them.
The organization helped me a lot and was
very kind. They should have taken the
time to talk before the EP is leaving. I
missed feedback and I wanted to tell
them about the students, give some
teaching advice, etc.
32

33. LEADERSHIP
33

34. LEADERSHIP
Overall EPs enjoyed improved leadership
development during their time in Indonesia.
This is especially true when it comes to adaptability
skills, awareness of being a world citizen,
intercultural communication and empowering
others. In these cases more than half the EPs totally
agree that the program has helped them develop
their leadership skills.
46%
40%
34%
38%
24%
43%
53%
51%
... makes/made me be a more solution driven person.
... makes/made me more aware about myself
... improves/improved my adaptability skills and awareness of being
world citizen.
... increase/increased my ability in intercultural communication and
empowering others.
Please indicate if you agree or disagree with the following statements regarding leadership. This
traineeship …
n=89, base = all
Agree Totally agree
34

35. SOCIAL ACTIVITIES
35

36. SOCIALACTIVITIES
In general, the respondents are satisfied with the social activities
during the stay in Indonesia; 7,4 (10-point scale). And have
remained stable since the previous survey (7,4).
Specifically the promoters (8,5) and the passives (7,1) give high
ratings for social activities. At the same time, detractors are not so
impressed with social activities (4,8).
Compared to the Outgoing Eps (7,6), Indonesia’s program
performs almost equally strong (7,4).
Even though the result is good, also in light of the previous results,
it would be better if the social activities improved to offer more
variety and better organization. The aim is of course to decrease
the number of detractors, which totals around 1 in 5 EPs.
4,8
7,1
8,5
7,4
Detractors
Passives
Promoters
Total
How satisfied are/were you in general with the
social activities during your stay in Indonesia?
n=89, base = all
49%
43%
42%
47%
12%
48%
49%
46%
Sports
activities
Cultural trips
Fun trips
City
sightseeing
To what extent is/was it possible to do the
following activities during your [GIP/ GCDP]?
n=89, base = all
To some extent To a large extent
36

37. TYPESOFSOCIALEVENTS
Most of the EPs (75%) want to visit cultural events like concerts or soccer matches at least once a month.
EPs want to communicate with other EPs through social media (73%). Almost 2 out of 3 want to have dinner
with fellow EPs during office days. An almost equal group would love to live near other EPs. Although not
supported by everybody, 51% of the EPs think it’s a good idea to have around 10 or more fellow EPs to hang
out with.
From this it is easy to conclude that an implied task of AIESEC is to help facilitate this desire for EPs to
connect. In doing so, AIESEC would really help to improve their performance. This might help reduce the
number of detractors.
22%
29%
35%
36%
48%
42%
7%
22%
25%
28%
25%
33%
Having a party at a club/bar at least once a week is very important for me
There should be at least 10 fellow EPs in my LC to hang around with
All EPs should be living in a concentrated area so its easier to hang out
I prefer to have dinner during most office days with my fellow EPs
If there are social media groups available for EPs I will use it every day to
communicate with them
I want to visit cultural events like concerts or soccer matches at least
once a month
To what extend do you agree with the following statements?
n=89, base = all
Agree Totally agree
37

38. Social activitiesAIESEC should put more
effort in gathering all the
interns.
The LC could organize
more social activities for
EPs to foster integration
between them.
Social activities are good, but it
could be more practical and in
depth about the objective of the
project.
Had a great time with the
interns and the staff. Amount
of time available was good.
REMARKS
I would be happier to see more
different activities and parties, not
just sightseeing, but also thematic
parties for interns.
Organize them, or at least facilitate.
Make it known who actually is present
and share contact details if the person
allows so.
38

39. CULTURAL DIFFERENCES
39

40. CULTURALSHOCK
2,1
3,0
4,1
4,3
4,5
4,7
5,2
Life in Indonesia is/was rather expensive
I dont/didnt feel save in my LC
The working atmosphere is/was totally different from what I am…
I am/was totally not used to living in a country where religion plays a…
It is/was difficult to communicate with local people
The food is/was really different from the food in my home country
It is/was really hard to use public transport in my LC
Which aspects are/were the main reasons for you to experience a cultural shock?
n=42, base = experienced cultural shock
Almost half the EPs experience a cultural shock.
There does not appear to be a correlation between a cultural
shock and the NPS score.
The shock is mostly related to the difficulties people
experience with the use of public transportation, the
different food and problems with communication with
people.
AIESEC can improve its support to EPs by providing a clear
guide map / book for both the interns. Also encourage
meetings at least once per month, so the interns can share
their problems.
31%
21%
47%
No cultural shock
Some cultural shock
Culture shock
As far as you can tell, to what extent do/did you
experience a cultural shock during your stay in
Indonesia?
n=89, base = all
40

41. Culture shockPlease tell us the details of
the host fam in advance. Give
the exchange kit early too..
In advance inform yourself about
the country’s every day life.
Things will always be different.
Just be open minded about things
and accept it and adapt to it since
this is what the exchange is about
anyway.
Be very opened with the living
conditions, to the people’s
mentality, to understand what is
the role of the religion,
experience spicy food (I miss
Soto) and be curious.
Be ready for enormous traffic
jams and almost no
possibility to walk, life
without motorbike (or friend
with motorbike or car) is
really difficult here.
REMARKS
The best thing is not to be afraid
and try everything. The people in
Indonesia are kind and helpful.
Don't rely on angkots. Never. Just don't.
Your feet should be your best friends :) I
exaggerate now, but it was weird to
realise that going from my host fam to the
meeting place (4.5km) was faster on foot
than by public transportation (45 vs 55
min).
41

42. OUTGOING EXCHANGE
42

43. SUMMARYOFOUTGOING
Respondent Profile
Outgoing EPs are mostly female. The average age is between
18-20 years old. Most participation is in GCDPs. Participants
mostly go abroad to Europe.
Duration
The average total duration is 2 months. Outgoing EPs in
Europe stay longer, on average 7,7 months.
NPS
Satisfaction score for EPs at Europe is the highest compared
to South East Asia, India/China or other regions. EPs
between 21-23 years old are the most satisfied. On the
other hand, NPS for India/China is the lowest. It also apply
to age group between 18-20 years old.
Before arrival
Support of AIESEC for information about housing and quality
of job description are the best. Outgoing EPs are least
satisfied about the response time of AIESEC LCs of Indonesia.
During GIP/GDCP
Outgoing EPs are most satisfied about timely payment of
the stipend and support to achieve personal goals.
Regarding this, South East Asia gives the best support
according to the EPs.
Company/Organization
When it comes to the aspect that satisfy the EPs the most,
the highest scores are on colleagues and the social activities
aspect. In addition, they also get the largest improvement
with regard to soft skills.
Concerning the company or organizations: they mostly agree
that frequent communication with team, commitment to
deadlines and delivering results are important.
Leaderships
Awareness of being a world citizen is the highest ranked
aspect for the EPs.
Social Activities
City sightseeing is the most popular activity for outgoing EPs.
They expect more from social media groups in order to
communicate with other EPs, compared to other aspects.
Culture shock
Communication with local people still is an issue. Only 39%
of them feels a cultural shock.
43

44. CONCLUSIONS&RECOMMENDATIONS
Conclusions
Before arrival phase
For outgoing exchange students, AIESEC needs to enhance
the response time to the EPs and provide clearer
information about visa application and the required
documents.
Company/Organization
Transportation still is a big issue, even in other countries.
The communication between EPs and their company has to
be improved as well .
Culture shock
Communication with the local people is the most impactful
aspect with regard to a cultural shock for outgoing EPs.
Recommendations
Before arrival phase
Outgoing EPs expect the preparation to be better organized.
It is important to give clear information to the interns. As is
known, not all embassies provide clear information on their
website. So, AIESEC could take over the responsibility to
make the interns feel well prepared and safe.
During GIP/GDCP Phase
During the programme, EPs need AIESEC. AIESEC can be
more active and give support more intensively. One way to
improve the service is by improving the communication. It
will help the EPs to solve problems.
Company/Organization
It will be a benefit for EPs and AIESEC if AIESEC can build
good relationship and communication with the company.
Organizing a meeting with the company as part of an
evaluation can help them improve the performance of the
EPs.
Culture shock
Mostly outgoing EPs face difficulty to communicate with the
local people. Therefore, hanging out together with other EPs
seems important for them. As can be seen, they expect to
have a social media group to be connected more with other
EPs in the same country.
44

45. RESPONDENTS’PROFILEOUTGOING
14%
86%
Which program are/were you participating in?
n=140, base = all
GIP
GCDP
24%
76%
What is your gender?
n=140, base = all
Male Female
The total number of respondent of the Outgoing
EPs is 140. Of them 86% are GCDP EPs and only 14%
are GIP Eps. Most of the respondents are female
(76%).
When looking at age, 71% of the respondents are
between 18-20 years old, 25% is between 21-23
years old. The rest is 24 or older.
45

46. RESPONDENTPROFILEOUTGOING
85% of the outgoing interns do the GCDP.
Compared with other regions, Europe has the
lowest number of interns that do a GIP (6%).
Of those who follow a GIP, most of them are 24
years or older.
For the duration of stay: in total they stay on
average 2 months. Interns going to South East Asia
stay longer than EPs going to other regions. They
stay 2,1 months on average.
The respondents between 18-20 years old stay
abroad the shortest, only 1,8 months. The older
they are, the longer they stay abroad. The ones
that stay the longest are those EP’s of 24 years or
older(3,8 months).
39%
10%
12%
6%
14%
61%
90%
88%
94%
85%
Other
India/China
South East Asia
Europe
Total
Which program are/were you participating in?
n=140, base=all
GIP GCDP
2,7
1,7
2,1
1,8
2,0
Other
India/China
South East Asia
Europe
Total
What is/was the duration of your internship?
n=140, base=all
46

47. AIESEC 2014
47

48. NPS
17%
18%
12%
9%
14%
35%
35%
38%
42%
38%
48%
48%
50%
49%
49%
Other
India/China
Europe
South East
Asia
Total
How likely is it that you would recommend a
GIP/GCDP to other students and friends?
Detractors Passives Promoters
With an average NPS of 35%, the exchange program for outgoing
students works very well.
Using the NPS as a benchmark, overall performance of the
programme in India/China scores the lowest (NPS 30%). Not only
is, for this region, the number of promoters the lowest, also and
the number of detractors are the highest.
For outgoing trainees to this region, AIESEC in Indonesia might
help better prepare when it comes to expectations, culture in the
region, the company or organization the trainee will visit, and
perhaps talk to trainees who have already been to India and
China. This might help improve the number of promoters.
The aspect impacting the NPS can be well seen from the results. It
includes preparation before arrival and performance of the
company during the GIP/GCDP.
35%
38%
40%
30%
35%
48

49. NPS
With regards to gender, NPS of men is somewhat
higher than women. But the score is not too
different. This is also applies to the programme.
NPS of GCDP slighly higher than GIP.
However, there is a big difference in NPS score
within the age groups. EPs between 18-20 years old
are the least likely to recommend their internship,
with the NPS (27%). EPs between 21-23 years old is
the most impressed (57%).
15%
13%
32%
40%
53%
47%
Male
Female
NPS
Gender
Detractors
Passives
Promoters
34%
38%
17%
3%
17%
38%
37%
33%
44%
60%
50%
18 - 20
21 - 23
24=>
NPS
Ages
Detractors
Passives
Promoters
33%
57%
27%
5%
15%
40%
38%
55%
48%
GIP
GCDP
NPS
Programme
Detractors
Passives
Promoters
33%
30%
49

50. PromotersEverything is great, everything
already prepared before we are
sent outside.
AIESEC Indonesia
really amazing.
Thanks for all what
AIESEC gave to me :)
Just be more enthusiastic to lead EPs in
reaching their goals. And thanks for
giving me that great experience, after
running my project I realized that I
need to learn more and more :)
They are fun, always ask
about my condition. It
makes if feel like a
family.
REMARKS
AIESEC Indonesia should maintain the
support to the exchange participant.
We have to solve some problems by
our selves without any response from
AIESEC Indonesia
It was fine because all of the EPs live
in the same building. It makes our
relationship stronger in contrast to Eps
in different buildings.
50

51. The support should be daily, and because
finding an internship is quite hard, the EP
manager assigned should respond better and
more timely.
At the time, the matching time was
really urgent for me, please make clear
documents that the EP needs to
collect, like what kind of visa and if you
forget to write expense in JD please
mention during the interview session
before we start it.
Passives
I wish AIESEC Indonesia
pays more attention to
exchange participants for
after their exchange
experience like making
some event or maybe give
them a reward.
For future AIESEC officials,
who have their own
responsibility in helping the
exchange participant, they
should be more responsive
in helping out with
difficulties and provide
information that is not yet
clearly understood.
REMARKS
Be more proactive with the
EP, and make a good relation
with host AIESEC, so if there
is some problem in the
future, both sides will have
taken a decision quickly
because they understand
each other.
51

52. Please be organized, it is better
to have fixed schedule and be
professionals.
Please take care your
EPs during the AIESEC
program especially the
volunteer because they
don't know the AIESEC
thing.
Detractors
Be more active to tell about
negative facts related to AIESEC
member’s personality in the
destination country.
Please find the right hostfam
and prepare it so we don’t
have to move from one to
another like a homeless.
REMARKS
Need more preparation
and instruction for applying
visa documents because in
the past I’ve failed for
applying to China’s visa
until the 4th time. AIESEC
University Indonesia should
guide each EP.
52

53. SATISFACTION TOWARD AIESEC SUPPORT
53

54. SATISFACTIONTOWARDAIESECSUPPORT
On the preparation part of the internship, the
satisfaction score from outgoing interns is not too
high. It is below 80%.
The aspects with the highest levels of satisfaction
concerning preparation are information about
housing (75%) and followed by quality of job
description (72%).
For other aspects, the levels of satisfaction are
below 70%. Particularly concerning response time
of AIESEC in Indonesia, only 57% of the interns are
satisfied.
There is still room for improvement during
preparation. It is important to give clear
information to the interns. This includes response
time. Another aspect that could be improved is for
example the instructions for visa application and
the required documents. Not all embassies provide
clear information on their website. So, AIESEC
should take over the responsibility to make the
interns feel well prepared and safe.
37%
51%
54%
43%
49%
54%
20%
14%
11%
23%
23%
17%
Response time of AIESEC
Clear instructions for visa
application and required
documents
Information about all possible
expenses
Information about
requirements
Quality of job description
Information about housing
How satisfied are you with AIESEC before your
arrival?
n=35 *, base= before arrival
Satisfied Very Satisfied
*Initially the questions only talked about AIESEC Indonesia. However, the outgoing students should have gotten questions that mentioned Aiesec and the country
they went to. We recovered this by sending an email to all outgoing respondents. Not everyone answered this email. That is why the n for those specific questions
is lower than the rest. 54

55. SATISFACTIONTOWARDAIESECSUPPORT
38%
43%
49%
40%
45%
42%
46%
47%
45%
25%
21%
20%
29%
24%
27%
24%
26%
30%
Visa extension, application and documents
Post- evaluation meeting with EP buddy
Introduction to the company / organisation
Buddy support
Organizing of social activities
AIESEC events
Communication between you and AIESEC
Support to achieve personal goals
Timely payment of stipend
How satisfied are you with the AIESEC services that were delivered to you during your [GIP/GCDP]?
n=140, base=all
Satisfied Very Satisfied
During the programme, AIESEC services only get a
satisfaction score below 80%. Post-evaluation
meeting with EP buddy and visa extension,
application and documents are the big issues for
outgoing interns. The reasons might be due to lack
of support and service on these two aspects.
For timely payment of stipend, the interns feel
(very) satisfied (75%). This is followed by support to
achieve personal goals (73%) and communication
with AIESEC (70%).
55

56. AIESECSATISFACTION
Concerning organizing social activities and AIESEC events
60% of the interns are impressed. All different regions have
similar scores.
For support to achieve personal goals, interns in South East
Asia are happier than other regions (80%). The least
impressed are the interns in Europe, only 68% is happy
about the support.
When looking at NPS, overall the detractors score much
lower than the promoters. This applies to support during the
program. Specific aspects are buddy support, AIESEC events,
support for achieving personal goals, communication with
AIESEC and post-evaluation meeting with the buddy.
45%
40%
49%
47%
43%
24%
33%
23%
21%
17%
Other
India/China
South East Asia
Europe
Total
Organizing of social activities
n=140, base=all
Satisfied Very Satisfied
42%
40%
40%
47%
43%
27%
30%
33%
24%
17%
Other
India/China
South East Asia
Europe
Total
AIESEC events
n=140, base=all
Satisfied Very Satisfied
47%
50%
47%
47%
43%
26%
23%
33%
21%
26%
Other
India/China
South East Asia
Europe
Total
Support to achieve personal goals
n=140, base=all
Satisfied Very Satisfied
56

57. TRAINEE VIEWS ON COMPANY/ORGANIZATION
57

58. COMPANY/ORGANIZATION
In general, the interns are not very satisfied with the
company/organizations where they take the internship.
The average score is 7,2.
Based on NPS, on average promoters give the highest
score (8,4), while dectractors give a score of 3,9.
The most positive aspect of the working atmosphere is
the colleagues (81%), followed by social activities and
teamwork. Transportation is still the most dissapointing
aspect.
Interns in Europe are slightly happier with their working
company than in South East Asia or India/China.
46%
46%
46%
43%
44%
46%
24%
30%
31%
36%
36%
35%
Transportation between kost and office/organization
Communication between you and the management
Safety of the office / organization surroundings
Team work
Social activities
Colleagues
How positive or negative are you concerning the following aspects of the working atmosphere of
your [GIP/ GCDP]?
n=140, base=all
Positive Very positive
6,5
7,1
7,3
7,7
7,2
Other
India/China
South East Asia
Europe
Total
What is/was the duration of your internship?
n=140, base=all
58

59. COMPANY/ORGANIZATION
The result is quite different with incoming interns.
For outgoing interns, the largest benefit that they
get from the company/organizations are:
Improved soft skills
Useful network opportunities
Training on the job
Variety in work ranks the lowest. Similarly, the
improved hard skills aspect also scores low.
For improved hard skills and training on the job GIP
EPs get experience a higher increase than GCDP
EPs. Concerning improved soft skills and
satisfactory level of responsibilities, the EPs
between 18 – 20 years old are least satisfied.
Regarding the NPS, promoters score quite high
(above 90%) compared to the passives (around
80%) and dectractors (around 50%). It can be
concluded that most dectractors are less satisfied
about what they gain while working at the
company/organization.
39%
41%
34%
36%
30%
34%
43%
44%
51%
47%
56%
58%
Variety in work
Improved hard skills
Satisfactory level of
responsibilities
Training on the job
Useful network
opportunities
Improved soft skills
To what extend did/do your [GIP/ GCDP] give
you ….?
n=140, base=all
Satisfied Very Satisfied
59

60. COMPANY/ORGANIZATION
Little different with incoming interns, the most
important aspects of the internship concern the
company or team are still:
 Frequent communication with team
 Commitment to deadlines
 Delivering results
They feel that taking initiative is not too important
for the company or team. Case ownership is in the
view of the interns considered the least important
aspect by the company or the team.
There are big differences between promoters and
dectractors based on NPS, especially on frequent
communication with the team and also with the
supervisor. 90% of the promoters feel (very)
satisfied while around 30% of the detractors feel
(very) satisfied.
For outgoing EPs, a reasonable stipend is quite
different with incoming EPs. Per month, for
outgoing interns, 8,5 million rupiah is the minimum.
51%
44%
42%
43%
48%
44%
44%
17%
27%
31%
31%
26%
31%
35%
Case ownership
Frequent communication with supervisor
Taken initiative
Communication with clients
Delivering results
Commitment to deadline
Frequent communication with team
To what extend are the following aspects of your internship important to the company/ your team?
n=140, base=all
Important Very important
60

61. Organizations
I love it, I will never regret
enjoying this project. I hope
the organisation can keep the
good work or make it even
better.
In our organization I’m not
very satisfied about the
communication with us
because I think the
organization is very
introvert.
Provide a detailed job
descriptions, stick to it
(improve based on both sides
agreement).
Should have more
preparations, although
what they gave me is
enough, but it is not very
satisfying.
REMARKS
Nope, the company treated me
well, they were a professional
MNC and they ask me to work for
them after I finish my study.
Timetable and exact plan should be
given to the participant, give details
about everything. Preparation of the
event should be upgraded.
61

62. LEADERSHIP
62

63. LEADERSHIP
Regarding leadership, similar with incoming interns,
adaptability skills and awareness of being a world
citizen, intercultural communication and
empowering others are ranked highest.
On the other hand, awareness about themselves
and also the opportunity to be a more solution
driven person only have small impacts. Regarding
this, promoters are satisfied much more than
dectractors (only around 50%). For passives, the
score is about 70%.
43%
45%
46%
44%
36%
39%
47%
51%
... makes/made me be a more solution driven person.
... makes/made me more aware about myself (my purpose,
my passion, my strength, my weaknesses, etc) .
... increase/increased my ability in intercultural
communication and empowering others.
... improves/improved my adaptability skills and awareness
of being world citizen.
Do you have any suggestions or remarks about your experience with the company/ organization
where you [did/do] your [GIP GCDP]?
n=140, base=all
Satisfied Very Satisfied
63

64. SOCIAL ACTIVITIES
64

65. SOCIALACTIVITIES
Similar with the incoming, interns outside Indonesia
mostly enjoy city sightseeing activities (94%).
Compared with incoming EPs, cultural trips are
considered slightly more popular than fun trips.
Sport activities are also not much of a favourite for
outgoing interns.
Based on NPS, promoters are much more satisfied
concerning social activities. The mean score is 8.8.
For detractors it is 4,2. In addition, about sports
activities the promoters also much more satisfied
(78%) than detractors (53%).
56%
36%
37%
36%
17%
53%
55%
58%
Sports activities
Fun trips
Cultural trips
City sightseeing
To what extent is/was it possible to do the
following activities during your [GIP/ GCDP]?
n=140, base=all
Not at all To some extent
65

66. TYPESOFSOCIALEVENTS
Outgoing interns are more interested with the availability of social media groups as the way to increase the
communication between EPs. After that, like incoming interns, they also like to visit cultural events and
concerts or soccer matches. Living in a concentrated area is more important for them than having dinner
together with their fellows. It is ndicated that they want to get more interaction with the EPs.
Having a party at a club/bar is still the least interesting point. It only scores 20% satisfaction. Regarding this
statement, EPs of 24 years and older are much more satisfied (50%) than those 20 of years or younger (16%).
In this case, only 6 EPs of age 24 years old and older.
In addition, 33% of the older respondents (24 years old and above) feel that having dinner during most
office days is not too important for them. This is in contrast to the other age categories. Those EPs of 21-23
years old also would like more fellow EPs in the same LC.
13%
28%
39%
34%
39%
39%
7%
11%
18%
26%
28%
31%
Having a party at a club/bar at least once a week is very…
There should be at least 10 fellow EPs in my LC to hang…
I prefer to have dinner during most office days with my fellow…
All EPs should be living in a concentrated area so its easier to…
I want to visit cultural events like concerts or soccer matches…
If there are social media groups available for EPs I will use it…
To what extend do you agree with the following statements?
n=140, base=all
Satisfied Very Satisfied
66

67. Social activities
Need to make it more
creatively and initiatively.
I am alone, so there are
not much social activities.
Also, I was placed in a
rural area. I do appreciate
spending one week at the
university for a festival.
More cultural stuff with
sharing international cultures,
like an international cooking
night.
Visit child hospital or
orphanage is better than
clubbing in the weekend.
REMARKS
I wish they will improve their
ability to make a timetable so
every event or social activities
runs smoothly.
I was lucky there are many EPs around
the world who come over to India, most
of us as a GIP have problem, serious
problem with the AIESEC in India, I met
them and we survived without AIESEC
India.
67

68. CULTURAL DIFFERENCES
68

69. CULTURALSHOCK
Overall, the aspect which has the largest impact on cultural
shocks is communication with local people, followed by the
working atmosphere and the food.
The number of EPs who experienced cultural shock (39%)
lower than those who are not (47%).
On average, female EPs experience a bigger culture shock
concerning the food. Men rank it on average a 4,8 while
women rank it a 2,9. However, the culture shock difference
in general is hardly existent.
3,08
3,46
3,76
4,05
4,46
4,59
5,00
I dont/didnt feel save in my LC
It is/was really hard to use public transport in my LC
Life in Indonesia is/was rather expensive
I am/was totally not used to living in a country where religion…
The food is/was really different from the food in my home…
The working atmosphere is/was totally different from what I…
It is/was difficult to communicate with local people
Which aspects are/were the main reasons for you to experience a cultural shock?
n=36*, base=culture shock
47%
14%
39%
No cultural shock
Some cultural shock
Culture shock
As far as you can tell, to what extent do/did you
experience a cultural shock during your
internship?
n=36*, base=culture shock
*Initially the questions only talked about AIESEC Indonesia. However, the outgoing students should have gotten questions that mentioned Aiesec and the country
they went to. We recovered this by sending an email to all outgoing respondents. Not everyone answered this email. That is why the n for those specific questions
is lower than the rest.
69

70. Culture shockAccept for what you get in the
country and the comfort
atmosphere will come soon.
Learn enough language and
basic manner skills because
it'll really helps you adapt
with every country. Don't be
shy to ask for things you
don't understand.
Learn the culture of the country
you'll be living in as much as you
can, and be able to understand
and speak their language would
be great to get into the society.
Do research. Google
knows almost
everythingt. Ask people
who ever got to your
country destination.
REMARKS
Learn and cross share both
cultures, and enjoy every minute
during GCDP.
Tell your feeling to your housemate, I bet
she/he will have the same condition, so
you can find a way to survive together.
Find EPs from the same country, cook
your country’s dishes together, and share
it with EPs from different country.
70