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.

Go out for dinner

When people ask to go out and have coffee, it does not only mean to drink coffee. It has more meaning of to socialize, rather than to get rid off of the thirst they have. This can also be seen when people ask to have dinner. When people finish their work or classes, they feel relief and want to enjoy their free time. A lot of the times, people finish their work in the evening and they try to socialize by asking to have dinner.Although some people can not drink alcohol or do not Like to go to bar or pub, hen asking to have dinner can be used for anyone to socialize. To have dinner together, people have be hungry. Asking to have dinner can be a chance to not only have dinner together, but also spend time until they become hungry. For example, If people want to have dinner together but they are Just a little hungry, they can hangout; for example, go out to watch a movie until they feel hunger. Moreover, If they want to talk more after dinner, they can go drink.Then having dinner means n ot only to eat food together, but also to spend time from the evening to the night. However, when a person tries to ask other sex for dinner, â€Å"having dinner,† there comes up another meaning of the term. When a man asks a woman to go lunch, she should not be anxious about her appearance very much, but when he asks her to go out for dinner, she should. When a man and a woman have dinner have special meaning. It means eating delicious food with formal appearance and appropriate manner.That a man asks a woman to have dinner implies he thinks she is special and wants to make romantic mood among them. Men ask women to have dinner especially when men try to tell a declaration of love, celebrate their special day, or to propose to women. Then in a relationship between men and women, having dinner together means to arrange special time or day. As I stated in this paper, there are two main usage in term, â€Å"having dinner. † It is granted as socializing term widely and ma ny people have dinner with others to socialize.

Educational Purpose Essay

Since childhood, I have always wanted to be an educator. This is because I have always considered education as an essential need. It is certainly because education makes one civilized. It is also through education that the potential of one person is maximized. Significantly, it is the way by which one gains knowledge which is very useful in everyday life. Education is also the means which will make it possible for individuals to achieve his or her dreams. In addition, education is necessary in order to mould one to discern what is right from wrong. Hence, education is one of the most important factors for people to exist in a peaceful and civilized society. Additionally, as widely recognized, being a teacher is the noblest profession. It is not only because teachers educate but also because they are considered as the second parent of the students. Hence, it is not only the intellectual aspect that teacher develops but also the emotional and psychological aspect of the student. Teachers are necessary in forming better persons in the society. Notably, in all these endeavors, the teacher does not merely exert effort and time but also extends care, concern, and love to his or her students. It is for these zealous purposes that I longed to be an educator. In the educational system today, many problems can be observed. The most common and old probably is diversity or socio-cultural differences. Even in the older times, diversity has always been a barrier for most of students. I had my own share of difficulty when it comes to the issue of socio-cultural differences. I have experienced being avoided in debates whenever I attempted to join. Being a person having a different skin color and language makes it difficult to be accepted by the majority. However, being different among the majority has challenged me to break the barriers that impede me from achieving my goals. I know that there are thousands who had experienced and is experiencing what I have been through. As such, I am inspired to make ways on eliminating diversity that hinders other students from pursuing their dreams. Meanwhile, school is considered as the second home of students. Hence, schools should be made as a place for freedom regardless of race, culture, gender, age, and socio-economic status. Another problem that is plaguing the education system is commercialization. Education has been said to be a right of every individual. However, as educational fees continue to increase, the burden to the poor is becoming heavier because the value is making it difficult for the poor to afford. Hence, education is becoming a privilege for the rich. Furthermore, the continued commercialization of education is affecting the quality of education because of competition among schools. At the same time, commercialization deviate the labor market and creates labor shifting. This happens especially when schools offer short courses when the employment demands for graduate courses. Education, as such, is one of the necessities for us to be able to achieve our dreams. A student goes to school to be educated so that someday he will have the employment he has desired for. However, the real situation would merely disappoint the student. It is of no doubt that the technological innovation has affected the drastic change in labor demand. In addition, the nation is also highly industrialized. Hence, the labor offered are those related to technology and industry. This fact puts the students of social sciences in a disadvantaged position because they have a narrower chance of employment in a highly technical and industrialized society. It has been said that education is the window to a student’s dream. Thus, the curriculum should correspond to the need of the society and at the same time aid in the fulfillment of the student’s dream.

Essay on Sex and Lies in Arabian Nights - 1082 Words

Sex, Lies, and Open Sesame In Richard Burton#8217;s translation of Arabian Nights, several stories revolve around three ideas; sex, lies, and violence. It seems that one idea hinges on another and the stories use one to justify the other. This paper will explore the use of sex, lies, and violence and their interdependence on one another throughout three stories. These stories are #8220;The Story of King Shahryar and His Brother,#8221; #8220;Ali Baba and the Forty Thieves,#8221; and #8220;The Hunchback#8217;s Tale.#8221; It will also discuss the strange use of these ideas in the stories as well as Arabian culture. Sex has been a mainstay in literature for countless years. Many love stories reach their highest point†¦show more content†¦After struggling with the information, Shah Zamon decides to tell his brother and after discovering the truth King Shahryar decided that no woman could be trusted. He then developed a plan; first he killed his wife, her lover, the concub ines, and the white slaves. Then he decided, #8220;He also swore a binding oath that whenever he married, he would take his new wife#8217;s maidenhead at night and slay her the next morning to make sure of his honor, for he was convinced that there never was or could be one chaste woman upon the face of this earth.#8221; (Page 12) This example once again proves that sex, lies, and violence all spins the web of problems that we see in this book. Violence is a concept that takes on many different uses in Arabian culture. It is used both as a means of killing, protecting, and punishing. In #8220;Ali Baba and the Forty Thieves,#8221; after Ali Baba finds treasure in the cave of the thieves, his brother Kasim is jealous and follows him back only to get caught within the cave. When he is discovered by the thieves he is not only murdered but also his body is used to fore warn others. #8220;#8230;they (the thieves ) decided to quarter Kasim#8217;s dead body and hang two parts on the right and two parts on the left of the door so that the sight would be a warning of doom to all those who might dareShow MoreRelatedRepresentation of Women and Femininity in She and Arabian Nights1365 Words   |  6 Pagesboth of them hopelessly fall in love with her and remain in her control not until she dies. Her beauty is legendary that no man can look up upon her and keep his own will. Arabian Nights is a collection of Arabic short story told by a woman, Shahrazad who willingly to marry her lustful King. The King marries a virgin woman every night and kills them the next day because he is once being cheated by his late wife but not until he is married to Shahrazad. 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