Culture And Training And Development Management Essay

Culture And Training And Development Management Essay Culture is a group, which shapes a persons values and identity. A single term used to define a particular culture is often exclusive. Cultural identities can stem from the following differences: race, ethnicity, gender, class, religion, country of origin, and geographic region. Culture is the lens through which you view the world. It is central to what you see, how you make sense of what you see, and how you express yourself. It is recognized by all multinational companies that global human resource management is critical for success in todays competitive world. The reasons for this are many including their integral involvement in facilitating the success of expatriate assignments (Bonache and Fernandez, 1999; Scullion, 1999; Stroh and Caligiuri, 1998). The picture comparing to 1990s have changed radically, rapid globalization of companies has brought the need for effective international assignments and relatively increased need of expatriates. There are three major factors that effect this change; first is the changing nature of international companies with joint ventures with global companies and emergence of small and medium size companies as the key industry players. Secondly the change in host locations decreases the number of expatriates that are ready to move with various concerns. Thirdly, the changing nature of international assignment themselves (Bartlett and Ghoshal, 1989) Success and failure of a global assignment is greatly influenced by an expatriates cross cultural adjustment to the host country. For instance cross cultural adjustment is positively related to performance on the employees assignment and negatively related to premature termination of the assignment (Black, 1988; Caligiuri, 1997). There are many companies in this modern and developed technology world that prefer to train the employees prior to assign them an international work. According to Ashamalla (1997) for more than twenty years cross-cultural training had been advocated as a means of facilitating effective cross-cultural interactions and adjustments. Training can be defined as an intervention that is aimed to increase the knowledge and skills of individuals, so as to help them perform better and professionally. There are many types of training practices in todays world; the type of practice in a company depends on the kind of industry and technological needs of the company. Out of many methods the most crucial and important training is intercultural training process (Kealey, D. J, Protheroe, D, 1995) The development of effective international strategies is termed as the major determinant of success of an international business. A research on expatriate management by Harvey (1998) indicates that, any kind of underperformance of an international assignee could be extremely costly for employees in career terms. It is also suggested that companies with global operations need implement sophisticated policies while pre move in certain areas like selection procedures for international assignments and cross-cultural training for both employees and their dependents. Failure in pay enough attention to either of the areas could lead to failure in the expatriation. Training in cross-cultural context can be defined as a procedure that is intended to improve individuals ability to cope up and adjust in a foreign environment (Baliga and Baker, 1985). The reasons given by many companies for not providing proper cross-cultural training to their employees before international move or provide the s tudy on a selective basis is lack of proven effectiveness. Course design using the learning diamond [online image] Tung (1982) has classified the training programs in cross-cultural contexts into six categories that include: Training on factual information about geography, climate, schools etc. Cultural orientation training i.e. information about cultural institutions and country values Cultural assimilation training, with brief episodes of intercultural encounters Language training Sensitivity training Training for managing emotional stress of living and working with people from different cultures. Another essential element to be considered for a cross-cultural training as a process is to understand the regulated steps to be followed in making the process successful. Objectives of training- Why Train? A well planned and tailored goal needs are needed for companies to analyze before setting up the training process (Ronen, 1990; Rhinesmith, 1993). Cross-cultural training should be designed ensuring that the performance, adjustment and development areas are covered. Many training programs these days are primarily focusing on the adjustment factor, that is, any employee with lot of patience and has lot of adjustment nature is considered as qualified for the international move. But adjustment does not necessarily ensure that they adapt to the culture and perform according to the business objectives. Organization need to draw dimensions that require employees to develop trust relationships with people of different backgrounds and values, their ability to communicate well, collaborative approach, ability to negotiate and cultural competence play a key role in setting task objectives (Gerrity, 1993). In the need of success and to avoid failure cross-cultural program objectives should be crafted to help assignees to (1) manage change-personal-professional transition (2) Manage the cultural differences; and (3) Manage their professional responsibilities (Marquardt Engel, 1993). Managing change includes the ability of the assignee in being flexible and adjustments towards culture. The impact of the change on the employee, family and friends includes creation of a personal and professional action plan to manage change. The plan also adds to make the employee aware that repatriation plan is also a part of managing his/her assignment. Managing the cultural differences includes; understanding of culture, shapes of culture, expectations and assumptions, understanding and applying frameworks basing on the cultural interactions and develop skills to reconcile differences, gaining practical information about host country are the important aspects in managing cultural differences Managing professional responsibilities include; applying information and insights required in the program to accomplish the objectives, understanding business objectives and job responsibilities in the host country, adapting the individual style and effective local approach. Trainees-Who should be trained? For any international assignment is very important for the family of the assignee should be trained along with the assignee as a supportive family atmosphere plays a very important role in a successful international assignment. The spouse of the assignee more certainly faces lot of challenges in the host county while the employee usually sustains himself with the routine job functions. The challenges involves in setting up households, negotiation with local shops, transportation, services etc with an unfamiliar language which are basing on the confidence levels of the partner. Duel career issue makes the situation more critical when faced with displacement and uncertainty; the partner may feel ambivalent about the changes and the chances of getting worried to find employment, or acceptable substitutes for employment, in the very likely event that work will not be available abroad. Childrens education and social adaption also effect the familys ability to adjust in the host country (P ascoe, 1992, Osland, 1995). All the above needs of the family to understand the culture makes it important to undergo training prior to the assignment. Program components-Cross-Cultural training programs There are many major key elements to make a successful training program at a cross-cultural context that includes assessment of basic needs, content, design and methodology, duration and timing, trainers and quality of end result. A through need of the employee, spouse, children and HR liaison is suggested requirement for a company to conclude on the training needs (Brislin Yoshida, 1994). It is also required to assess the assignees past international experience, job role and responsibilities, family dynamics, special interests etc. to make the training objective more clearly in both verbal and written forms. The content of the program should include general awareness, planning of placement, transition and stress management, life style adjustment, repatriation process (Kohls Brussow, 1995) A deductive approach to cross cultural training method is preferred as the information can be applier more logically and reasonably to specific situations, whereas with an inductive approach, generalizations made from specific information may be invalid, and lead to inappropriate choices and behaviors on the part of the assignees (Andersen, 1985). A variety of methods can be used to train the assignees and family basing on the needs of assessment like role plays, case studies, presentations, filed work, lectures etc. Immersion approach Assessment centre Field Experiments Simulations Sensitivity training Extensive language training Affective approach Culture assimilator training Role playing Critical incidents Cases Stress reducing training Moderate language training Information-giving approach Area briefing Cultural briefings Films/books/videos Use of interpreters Survival-level language training Low Moderate High Length 1 month 2-12 1-3 of stay or less months years High Level of rigor Low Length of training 1-2 months+ 1-4 weeks Less than a week Training can be provided prior to departure or after the arrival in the destination or both depending on the necessity. Pre departure training allows the family to have a realistic knowledge about the host country with basic understanding of culture and ethics. Post arrival training allows the family to clarify internal, geographical social queries. HR can reduce the possibility of expatriates failures by flying out the employee and family over to location to check out if they would like to stay. Based on the duration of the assignment HR can put up various training schedules based on the tenure of the assignment as shown in figure below, by Mendenhall, E. Dunbar, and G. Oddou, (1987) Studies indicate that the essential components of pre-departure training programs that contribute to a smooth transition to a foreign location include cultural awareness training, preliminary visits, language instruction and assistance with practical day-to-day matters. Trainers and training team include specialists and are experts to develop and deliver a program. The trainer act as the coach, educator, facilitator, counselor, moderator, and cultural role model for the participants. Quality assurance include results and outcomes of the program that include program evaluations, written documentation of results and liaison meeting between employees and trainers to justify the report. Many leading firms recognized that while there existing numbers of good training firms and many excellent training consultants to choose from, it is important to investigate carefully these credentials and capabilities. If the process is competently managed and executed well developed, training will become a key intervention in promoting success to the assignment and increase the return on investment for employees, family members and companies abroad. Training Measurement One of the key important elements of providing an effective learning is the ability to identify the training participants have changed their behavior according to the prescribed course objectives and as a continuation weather they will be able to transfer their behavior to the work environment (Hilary H and Savita K, 2000). A well designed training initiative may enhance the learning process of international assignee and thus facilitate cross-cultural interactions and cross-cultural adjustment (Black Gregersen, 1991; Caligiuri, Phillips, Lazarova, Tarique, Burgi, 2001). To understand a systematic approach in designing cross-cultural training initiatives Tarique and Caligiuri (2003) propose a five-phase process as a general strategy to follow in designing effective cross-cultural training initiatives. The five phases are: Understanding and identifying the type of global assignment for which the training is needed? Determining the cross-cultural training needs from the view of organization, assignment and individual Establishing the training needs basing on the goals and objectives of the organization. Finalizing the training program Ultimate effectiveness of the cross-cultural training program and results. Gudykunst, et al., (1996) proposes that future research on these phases is the important area of investigation when performing a training program. A better understanding on the limits and generalizability across organizational cultural, national and individual context for cross-cultural training is also an important area. The strength of the discussion tightens when the individuals high on openness to global experience, extroversion and agreeableness and early international travel experience adds value for more effective training and development comparing to individuals that are less on these traits. According to the recent review of cross-cultural training evaluation studies Mendenhall et al, (2004) stated that Cross-cultural training seems to be effective in enhancing knowledge and trainee satisfaction but seems to be less effective in changing behaviors and attitudes, or in improving adjustment and performance. Conclusion When going for an overseas assignment there are various considerations to be made. Often seen is that the expatriate receives the training but not the spouse and family. It has to be understood that spouse and family are the major contributors for the assignment success. Some companies do not impart cross culture training for the spouse and family as they think its an added cost and not essential. This is a wrong thinking. Cross-cultural training provides incoming and outgoing expatriate families a chance to study up on what is coming, and how best to approach the new reality. One of the reasons for the expatriate assignment failure is that the family and spouse cannot cope with the new environment. This coping up of the new environment occurs when there is no cross culture training given. From the above scenarios it can be seen or concluded that cross culture training is important for the spouse and family and it leads to the expatriate assignment a success in any part of the world. To sum up Cross Culture Training has to be imparted to the spouse and family for an overseas assignment. Companies need to invest more on cross-cultural training especially in terms of the immersion and affective approaches. The value of providing a comprehensive training program could reduce the failure of assignments or pre-mature assignments. Cross-cultural training enhanced peoples ability to deal with conflicts that arise within multicultural teams. To ensure success in business, many organizations used cross-cultural training to improve their managers cross- cultural effectiveness and enhance their communication skills. From the research it is discovered that crossing cultures is extremely difficult and requires the right kind of training. Cultural diversity in a work group provides both impunities and difficulties. When manages successfully, it brings economic benefits. For organizations that send managers on foreign assignments. The cost can be high, as those managers need to adjust to their new environment. Cross-cultural training is useful and worthy which can deal with conflicts that arise within multicultural.

Amelia Earhart :: essays research papers

Amelia Earhart gives a brief summary of her younger days, and then goes on to give a detailed story of her flight across the Atlantic. 20 hrs. 40 min. opens with Amelia Earhart as a nurses aid in Toronto, Canada. Canada had been at war for 4 years and Amelia saw that there was war work that she could do. The devastation of war affected her whole outlook on life. Planes were a part of war, and this is where Amelia was first introduced to aviation. She believed that the inevitability of flying was one of the few worth-while things that emerged from the war. At the end of her short hospital career, she became a patient herself with an infection and a rather long period of recovery. From Toronto, she briefly moved to New York, and then on to Los Angeles. Her Father took her to an air show in Long Beach, and it was there that she knew she wanted to fly. The next day she had her first lesson. From this point on she was addicted to flying. She quickly became an expert pilot and set many rec ords. In the remainder of 20 hrs. 40 min. Amelia gives her detailed log of the flight across the Atlantic as commander of the Friendship. Bad weather had delayed their leaving until June 18th, 1928. Flying through dense fog for most of their journey, they landed in South Wales and not in Ireland as had been planned and with very little fuel left. After her flight, she was overwhelmed by the press and fans because she was the first woman to cross the Atlantic. Amelia was distressed because the others on the plane were ignored by the reporters. Amelia said that she was only a passenger and didn’t understand why she was receiving so much attention. Amelia Earhart proved that if you set your mind to accomplishing a goal, it can happen. She determined at an early age that she wanted to fly when few other women were licensed pilots.

Maslow and Jung: Life and the Workplace Essay

We work, strive, succeed, and sometimes we fail. What drives us to succeed, or in some cases keeps us from success? Perhaps a better understanding of our motives, and the motives of our colleagues would help us make the personality changes we need to succeed. The way we interact with others in the workplace and our personal life may be improved. The Freudian theories opened our minds to many of our odd behaviors but did little to provide methods of self-examination. Very few of us have the time and the funds available for in-depth psychoanalysis. The theories of Carl Jung and Abraham Maslow are interesting and, in certain respects, opposing. With study, introspection, and a better awareness of others, aspects of the theories of Jung and Maslow can be used by most individuals to improve their working and personal relationships. Carl Jung was a younger colleague of Sigmund Freud but he made the exploration of â€Å"inner space† his life’s work. Jung and Freud began to go their separate ways in 1909 even though Freud had once considered Jung his heir apparent, the â€Å"crown prince of psychoanalysis† (Boeree, 2006 Pg 3  ¶3). Jung had an extensive knowledge of mythology, religion, and philosophy. He was especially knowledgeable in the symbolism of complex mystical traditions: Gnosticism, Alchemy, Kabala, Hinduism, and Buddhism. He had a capacity for lucid dreaming and occasional visions (Boeree, 2006). Jung divided the psyche into three parts: ego, personal unconscious, and the collective unconscious. The ego and personal unconscious are very much like Freud’s understanding of the psyche; the collective unconscious was added to Freud’s theories and stands out from all others. This part of the psyche represents our experiences as a species, a knowledge with which we are born (Boeree, 2006). Jung spent a great deal of time in self-examination. Much of his theory is based on this introspection and a source of criticism from several of his colleagues. Jung carefully recorded his dreams, fantasies, and visions; he felt if we could recapture our mythologies, our ghosts, we could understand these ghosts and heal our mental illnesses (Boeree, 2006). Jung’s sense of personal examination and commonality of the unconscious may allow us all to heal and live better, more fulfilling lives. Abraham Maslow’s belief in Humanistic Psychology and his Hierarchy of Needs can be, and has been, applied in the workplace outside of psychology. A pyramid, with Physiological Needs at its base, represents the Hierarchy (Boeree, 2006). The Hierarchy’s five stages: physiological, safety, belonging, esteem, and Self-actualization explain many of the motivations within the workplace. One example is the rather obvious puzzle of why employees are only temporarily satisfied by a raise in salary. Inevitably, most employees are satisfied when first receiving the bump up in pay. However, just as inevitably, shortly thereafter the same employee expects another raise; he has become dissatisfied. Even when the raises in pay are forthcoming in intervals that are acceptable, the employee still seems to become dissatisfied. Maslow believed that we are driven to understand and accept ourselves as fully as possible, and are motivated to satisfy ever-increasing levels of motivation. Once the basic need of enough money to provide a basic standard of living is met, the employee is still driven to satisfy higher needs. These higher needs may include a sense of personal achievement (Heffner, 2002). Maslow felt that no one would ever reach the top of his hierarchy but should realistically try only to get as close as possible. Through our continued journey in life, meeting problems and issues, we can either grow or slip backward. We can choose to learn and continue climbing or give up. Most people choose to continue their climb. With some, this choice is not an actual conscious decision. The choice is more of a drive to succeed or a cycle of happiness and depression that we have trouble understanding. As a supervisor or manager, our ability to understand the constant cycle of satisfaction and dissatisfaction may mean the difference between a successful career and failure. If in a career or business the only answer to dissatisfaction is monetary, excessive cost to the company can be easily caused and still have unhappy employees and a high turnover rate. Conclusion Carl Jung’s introspection and self-examination have led us to the realization that childhood traumas are not the only sources of behavior and personality characteristics. Our continued learning from our experiences, our differentiation, gives us a life-long ability to make corrections. Abraham Maslow’s understanding of our motivation and constant striving for satisfaction has brought the person back into Psychology and given renewed attention to the truly human qualities that make up us all. Understanding the motivation and satisfaction needs of colleagues, our family members, and ourselves provides avenues of action that were previously only sources of frustration. Taking heed of both schools of psychological thought, the Neo-Freudian Carl Jung and the Humanistic Psychology of Abraham Maslow, may be our best path for understanding our own behavior and motives and those of our colleagues and family. References Boeree, C. (2006). Abraham Maslow 1908-1970. Retrieved Jan. 22, 2006, from Personality Theories Web site: http://www. ship. edu/~cgboeree/maslow. html. Boeree, C. (2006). Carl Jung 1875 -1961. Retrieved Jan. 22, 2006, from Personality Theories Web site: http://www. ship. edu/%7Ecgboeree/jung. html. Heffner, C. (2002). Personality synopsis. Retrieved Jan. 22, 2006, from AllpsychON LINE, The Virtual Psychology Classroom Web site: http://allpsych. com/personalitysynopsis/index. html.

Sherlock Holmes comparison essays

Sherlock Holmes comparison essays Sir Arthur Conan Doyle was an extraordinary novelist, as he was able to capture the minds of his readers by bringing the character of Sherlock Holmes to life. Although Doyle was able to create a life for the detective unlike any other, there are many similarities and routines in the way that he told each of his stories. These things are not necessarily bad as they add to the reality of Detective Sherlock Holmes. Some things that are common amongst Doyles novels are: the initial setting of the novel, the way that the antagonist seems to outsmart Holmes and the way that Holmes is always able to outsmart the antagonist, solve the crime and come out victorious. In the novels read The Hound of Baskervilles and The Adventure of the Mazarin Stone these aspects showed to be the base of the novel. Although there are many similarities among Doyles writings, they seem to build an even more interesting and complex story leaving the reader captivated in every word. Sir Arthur Conan Doyle was a literary genius. Each Sherlock Holmes Novel starts in a cozy little apartment on Baker Street. This apartment is owned by Mr. Holmes and is occupied by both he and Dr. Watson. Every morning Sherlock gets up, eats his breakfast and then sits in his easy chair to read the paper and/or think about his latest case. While sitting in his chair, Holmes will often smoke a pipe or drink coffee, which ease his mind allowing him to think deeper into what he is studying. He often converses with Watson about the matter as he is usually sitting in another easy chair on the opposite side of the room. Some examples are: Well, Watson, what do you make of it? and, And what is your theory of this poor fellows death? Every morning of Sherlock Holmes life, he seems to experience the exact same routine to start off his day. These rituals are common in every book and are a part of the superficial life of Sherlock ...

william wordsworth essays

william wordsworth essays William Wordsworth Throughout the Romantic Period there were many excellent poets, but one is called the greatest. William Wordsworth was born in 1770 in the town of Cockermouth, England. Wordsworth was different than most children in the sense that he loved poetry. His unusual writing topics have made him one of the greatest romantic poets. Many of his poems are based on his life and beliefs. What Wordsworth is known for is writing about nature. He learned during his childhood to love nature and what it had to offer him ("Wordsworth,William" 1). William Wordsworth's types of writings were seen in many poems, but Lyrical Ballads and The Prelude were two of his main ones. During the Romantic Period, William Wordsworths types of writings were different than anyone else. In many of his poems, he writes about childhood events (Wordsworth, William 3). In other poems Wordsworth takes a more serious approach. In these poems his topic went from his childhood to the Industrial Revolution of England (U-X-L Biographies 3). What Wordsworth is most known for is nature. Wordsworth wrote many poems about his childhood and the Industrial Revolution, but a majority of them refer to nature (Wordsworth, During William Wordsworth's early adulthood, the Industrial Revolution started in England. Wordsworth was a person who despised the revolution. Throughout many of his poems, he wrote about the effects that the revolution had on the common people. The Excursion is one of his better poems that described his feelings toward the revolution. His feelings for the revolution are shown to his readers through the eyes of a young man (U-X-L Biographies 3). This is just one of Wordsworth's topics of writing. William Wordsworth is known to some people as the Nature Poet. This is because of his many poems about nature (Wordsworth, William 3). At a young age...

Strategic management Essay Example | Topics and Well Written Essays - 2000 words - 12

Strategic management - Essay Example The report starts by giving an initial overview of the company, followed by the reports objectives. The major objectives of the report were to analyze the company’s operation and the strategies followed by the company, an industry analysis of the company followed by a macro-economic environment analysis. The company has been performing exceptionally well since its inception and lately it surpassed the revenue figure of its major competitors GAP. The primary purpose of this Management Report is to provide an analysis of the strategic situation of Zara, the clothing retailer. This report further examines the manner in which the organization operates and also provides a good picture of its potential for growth and development. Zara is a renowned brand and flagship chain store of Inditex Group. It has gradually gained major popularity since its first store was opened in Spain. â€Å"The company is known for needing just two weeks to develop a new product and get it to stores, compared with a six-month industry average, and launches around 10,000 new designs each year. Zara has resisted the industry-wide trend towards transferring fast fashion production to low-cost countries†. (Zara, Bloomberg.com) The objective of this report is to examine the business operation of Zara over the last few years and to collect enough evidence supporting the Case Study â€Å"Zara – A Cut Apart From Competition†. The case Study has put forward the manner in which the company has operated in recent years and the fact that it took many long years for Zara to cross the leading America brand GAP and become the global leader in the fashion and clothing industry. Such an analysis is done by examining a few things; Zara has operated with an aggressive policy towards the business. It has proven many theories wrong, theories related to economies of scale, supply chain, etc. The company’s operation can be

V Essay Example | Topics and Well Written Essays - 2750 words

Professionalism and Clients Interests - Essay Example Chartered Surveyors have the contractual obligation to meet the demands and expectations of their clients as stipulated in their engagement contract provided however that these demands and expectations are within the ambit of the law. Should conflict ensue, the chartered surveyor’s duty does not end with a recommendation of appropriate measures to his client to abide with the dictates of the law and implement processes to correct or rectify any variance, delinquency or transgression. The chartered surveyor is likewise mandated by RICS’ code of conduct to ensure that the correct resolution as provided for by the provisions of the law is followed according to the letter of law, rules and regulations. The fiduciary obligation of chartered surveyors to their clients is that all the recommendations and findings that the surveyor will make are in accordance and congruent with the letter of the law.  Ã‚  The chartered surveyor should be the advocate of the code of conduct of his profession as he adheres to these standards, it follows that his actions are strictly guided by the regime of his profession as well as his own moral beliefs and principles. Although the chartered surveyor has an obligation to his client, such responsibility is secondary to the duty of the chartered surveyor to the public’s welfare. The chartered surveyor’s primary goal should also include the maintenance of the integrity of his industry and ensure that the norms enunciated in the code of conduct.... The chartered surveyor is likewise mandated by RICS’ code of conduct to ensure that the correct resolution as provided for by the provisions of the law is followed according to the letter of law, rules and regulations. The fiduciary obligation of chartered surveyors to their clients is that all the recommendations and findings that the surveyor will make are in accordance and congruent with the letter of the law. The chartered surveyor should be the advocate of the code of conduct of his profession as he adheres to these standards, it follows that his actions are strictly guided by the regime of his profession as well as his own moral beliefs and principles. Although the chartered surveyor has an obligation to his client, such responsibility is secondary to the duty of the chartered surveyor to the public’s welfare. The chartered surveyor’s primary goal should also include the maintenance of the integrity of his industry and ensure that the norms enunciated in th e code of conduct are obeyed with utmost fidelity. The professional’s best service to his client is to translate such requirements in accordance with governing laws, implementing rules and regulation. Obligations and Contracts Surveying is one of the professional services that can be procured through a regular engagement contract with a certified or chartered surveyor. As in other contracts, a contract to engage the services of a chartered surveyor shall include the scope and terms of reference of the services covered. This contract shall govern the relationship of the chartered contractor and the client. The terms of reference shall list all of the services, duties and