EAP has been grew strongly in past several years, later Japan, Indonesia, Taiwan, where I just have a conference last week, Thailand, Malaysia, Korea, India, of course, china, but not last. What we have found with some of EAP programs is that there is natural barrier to introduce new services, what we found is some cultural barriers. Some people just tell me EAP will never take Asia-pacific region, and they said, because our culture is different, we will not go to see a professional psychologist or counselors for EAP. We do not think EAP will grow. Let’ us see, we would rather than focus on differences; I think there are many similarities between our countries. For example, towards family, look after family, brothers, sisters, very similar to Australia, New Zealand, very similar to Asia-pacific region countries. Family is very strong. Also we have support system too, out of work, church in region, also very similar to Asia-pacific regions. Also we focus on education, we also focus on business. So there are many similarities. What we do, so I think rather than focus on differences, there is also similarities. So I think it is very important step to educate people that, even though there is culture differences, there are also many similarities, these similarities in work place are very like what we work in Asia-Pacific region countries, also in western countries. Issues around long working hours, issues around anger management, issues around poor supervision employees. What we found is many supervisor managers have very good technical skills, but when they become to manager, supervisor, they begin to manager people, need a different skills, and the organization has not spend enough time or money to train their managers or supervisors in people-management skills, to perform people-management, how to resolve problems in working place, they do not have any strengths. 9:40
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