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Cross Culture Training

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Introduction

Part A Introduction Culture Culture in general is concerned with beliefs and values on the basis of which people interpret experiences and behave, individually and in groups. "Culture" refers to a group or community with which you share common experiences that shape the way you understand the world. The same person, thus, can belong to several different cultures depending on his or her birthplace, nationality; ethnicity, family status, gender, age etc. Culture is a group, which shapes a person's 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. [Source: Richard Mead 1994 2nd edition page 3 - 6] Training Training is an element in the whole process of selecting and supporting the manager and his/her dependants at a local or overseas post. The employees may be expatriated to work in a subsidiary, an international joint venture or in some other overseas operation. A study by Tung (1982) indicated that only 32% of the United States firms surveyed that they had formalized training programs to prepare the managers and their families for expatriate assignments. In contrast 69% of the west European companies and 57% of the Japanese provided such training. The Japanese companies provided training for operatives and for language training. The study shows that the more rigorous the training the more the greater will be the success. Why Cross Culture Training is important? Today the business is increasingly global. Managers have to deal with the individuals from other national cultures. When an employee is sent for overseas assignment he / she has to know the different aspects on that particular culture, hence for this training has to be done for the employee as well its spouse and family. ...read more.

Middle

Research says that it clearly identifies a number of steps that sponsoring organizations and families can take to enhance the chances of good family adjustment. Spouses can be trained along with the expatriate employee, but the affective way for training the spouses is individual programs. Goals Of Cross culture Spouse Training: * To understand the concrete steps spouses can take to maximize the chances of a successful intercultural move. * To learn about the common course of culture shock and how to manage it, for oneself and one's family. * To recognize the different reasons intercultural moves are challenging to women, men, and children. * To maximize the trainee's cultural sensitivity, in preparation for their living in another culture. * To learn how to avoid misunderstandings based on cultural differences. * To learn how to communicate verbally and non-verbally with colleagues in other cultures. * To understand the role of learning and communication styles in work, everyday living, and teaching situations, and how to work effectively with people with differing styles. [Source: Management mobile consulting 2002] [Source: Uni XL consulting 2004] Methods Used In Spouse Training: There are various methods that are used in spouse training. Various ways are used that is through oral as well as written. Some of the methods that are used are Self-reflection and assessments, Short lectures, Perspective-taking exercises, Role plays Simulation game, Discussion that are done in groups, Problem-solving and card-sorting activity. Children and Teen training (Family) As earlier said that the success of the expatriate assignment is based on the spouse also. It is not only based on spouse but also on the children. Often it is seen that Parents' largest worry is often centered on their child's adjustment on the new culture. Children, and especially teens, may be confused and upset with the anticipated changes, and feel powerless, as they are usually not the ones making the decision to leave. ...read more.

Conclusion

Then regarding about the country laws was also briefed. Specially for the children training information regarding about the school level and various schools that were accessible for the education. Entertainments were also briefed up. Then the training was set up on regarding the different nationalities (Asian) and (Arab). This was done because jack spouse and family can adapt to the new culture because Asians and Arab nationalities are in majorities. These issues were discussed and briefed up and had led to the departure to the Middle East. Today Jack's spouse and family are having a good time and did not lead to a culture shock as they were already prepared and knew about Dubai in advance through cross culture training and was prepared for the "highs and lows" of living in the culture. [The above scenario has been designed by myself] 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. . ...read more.

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