...Cultural Evaluation Paper: Legalizing Cannabis in I BCOM/275 Business Communications and Critical Thinking According to Cheesebro, O'Connor, and Rios (2010), “Cooperative cross cultural communication is possible if the communicators are sensitive to each other’s cultures” (Chapter 3). There are some basic principles that should be used when communicating cross-culturally. The first is that greater cultural and language differences will increase the likelihood of communication breakdowns. Another important principle is to understand cultural differences enough to recognize what may be considered taboo within a particular culture. An example would be; it is customary to offer a small gift to a Japanese visitor, but also to know that if the gift offered is a knife, it represents a suggestion for the receiver to commit suicide (Cheesebro, O'Connor, & Rios, Chapter 3, 2010). To be effective in cross cultural communication, more so when information is intended to be persuasive in nature, one should make the effort to learn the style differences in cross culture communications. Learning Team C has prepared a persuasive document in regards to the legalization of marijuana. The content is designed with American cultures in mind and with the understanding that if it were to be communicated cross-culturally some changes would be applied. Our study of cross cultural differences between the American and Indian cultures discovered a difference in tactics...
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...Cultural Evaluation - Japan Andrea Midy, LaToya Young, Megan Masini, Walter Overton, Mona Laventure BCOM/275 March 3, 2013 Robert Balcerzak Cultural Evaluation - Japan Japanese culture is very diverse from that of American culture. Japan is a country with approximately 125 million people packed very tightly in a small area. By nature they are an introverted people and are generally not receptive to people outside of their culture. Much like in India, Japanese business relies heavily on loyalty and established relationships. Comparing Japan to that of the United States and how we interact culturally is like comparing apples to oranges. One of the biggest differences culturally is how we conduct business. In Japan, business cannot be conducted until after business cards, called meishi, have been exchanged. By contrast in the United States we often give business cards either at the start or end of a business meeting with no prescribed time frame. We often will make notes on our business cards, such as where or when we received and some important fact that we wish to remember about the giver. In Japan, it is unconscionable, to even think of writing on a card handed to you. Culturally, it is an offense to the giver. You must commit the name and title of the individual to memory in order to show good face and respect to the owner of the card. I wanted to show in the above comparison how different we are from Japan in our business dealings. They are very formidable...
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...Cultural Evaluation of Brazil Ramona Purvis XBCOM/275 Dec. 5, 2013 Rhonda Curry Cultural Evaluation of Brazil As we look at the differences in the business culture of Brazil, we have to keep in mind that Brazilians are known for their lust for life. But after research, we see they are also enthusiastic to make the most of mutually advantageous business opportunities. In order to have a successful business outcome, it is important to understand and respect the differences between their culture and ours. The first impression is an important one so make sure to do your research. Here in America we are not too rigid about business dress as long as it is professional. In Brazil, do not wear the colors of the Brazilian flag which are green and yellow. According to Michigan State University, wearing anything that is too bold or overly colorful gives Brazilians the impression that you are not to be taken seriously. Just as in our culture, men greet with a firm hand shake. When it is a woman, however, the woman is expected to offer her hand first. When it is two women greeting each other, whereas we may still shake in our culture, Brazilian women tend to kiss each other on either cheek. Just like in our business culture, it is normal to have some modest socializing before getting down to business. But whereas we are normally okay with the subject of politics, Brazilians tend to not want to talk about politics or the subject of Argentina and soccer. Americans tend to use...
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...Cultural Evaluation Paper XBCOM/275 12/6/13 Rene Cintron Cultural is the characteristics of a particular group of people. The group of people can be defined by language, religion, cuisine, or social habits. The cultural in the US is called the western culture and was heavily influenced by European immigration. This culture’s roots come from the classical period of the Greco-Roman era and the rise of Christianity. The culture in Japan is called the eastern culture. The eastern culture and the western culture were both heavily influenced by religion during its early development. The culture in Japan has not changed much since its development in 660 BC. Japanese people are still extremely protective of their culture and their society. “One good way to make yourself unpopular in Japan is to quote studies that indicate the Japanese are descendants from immigrants from mainland Asia” (Morrison & Conway, 2006, p. 280). In Japan their government is a parliamentary democracy under a constitution monarch. This means that there is an emperor who rules the country. The current emperor of Japan is Akihito. Akihito has been on the throne since 1989. Akihito is extremely respected because in Japan people respect their elders to the highest degree. Therefore younger members of a team should remain quite during meetings. Younger members of the team are on the team to go out to social events at night and build relationships with other younger members of the opposite team. During...
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...Japanese Cultural Evaluation XBCOM 275 Mr. Abel March 05, 2014 Japan is a country full of cultural differences, some of which are long practiced traditions that affect the business aspects of the country’s economy. Taking the practiced traditions into consideration means that business presentations or arguments must be changed and conveyed accordingly. First we look at some of the culture differences within the country and then we will look at the different ways that presentations or arguments would need to be changed based on those differences. The people of Japan still practice traditions in such a way that may appear unfamiliar to most. Most of the country holds value dimensions, in this order, to be very important to their survival in the country. The first and foremost important aspect of the value of the Japanese is power distance. This is simply a well respected superior who looks out for his company and his employees (Onken, 2014). The second aspect of value in the Japanese culture is uncertainty avoidance. The Japanese people must know what is going to happen next, at all times. There are even specific laws and procedures in place to help keep a sense of nationalism. The country is very important to the people. Thirdly, there is collectivism. The people have a very strong sense of dependence and a very strong sense of belonging to “the organization” (Onken, 2014). According to a Japanese culture website, due to the social pressures and fear of humiliation, most...
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...Cultural Evaluation Paper Jessika L. Toothman October 23, 2014 XBCOM/275 Velvalee Wiley Cultural Evaluation Paper (Brazil) “Brazilians are friendly and free-spirited, with an incredible zest for life. They are very risk-oriented and very creative. Family, educational and socioeconomic backgrounds are important to Brazilians” (eDiplomate, 2014, p. 1). Brazilians would want a presentation of arguments to be light and personal, but still it needs to have all of the informative and educational information that needs to be presented. Before presenting arguments to individuals of Brazil, there are many characteristics an individual should take into consideration. Greeting. Brazilians like to know each other on a personal and family-oriented basis. It is a great idea to take the time to greet each individual as they are escorted to their seats before the presentation. This will allow them to meet the individual on a personal basis. Also it is a good idea to tell each individual good-bye after the presentation to let them know that you care about them as an individual. Body language while presenting. When presenting to Brazilians, it is a good idea to be as close as possible to them, because they like to be close to one another. If there would happen to be a stage in front of an audience, it might be a good idea to stand close the edge of the stage or walk through the crowd while presenting certain points. “The O.K. sign is considered very rude and vulgar; the thumbs up...
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...Evaluation of Cultural Health Beliefs: Health Traditions in the Chines, Hispanic, and American Cultures Modern day American nurses, require cultural competencies in order to provide care to the diverse population in the United States. This population of nurses provide medical care to patients who are from all areas of the earth. There are distinct cultural differences in health traditions. The three areas of health traditions that an RN must assess are, health maintenance, health protection, and health restoration. As an RN assesses these three factors, an understanding of the patient’s health will become apparent. Another useful tool that an RN can utilize, is a heritage assessment tool. This assessment will reveal the heritage of your patient, the patient’s family dynamics, the religious preference, and the practice of rituals or activities. The heritage assessment does describe the patient as a whole and provides great insight to the care of the patient as it pertains to the mind, body, and soul. Understanding a heritage is useful, in the origins of a family, cultural practices, any possible genetic heritages that may provide insight when assessing a patient (Edelman & Mandle, 2010). The heritages of the Chinese, Hispanic, and American will be compared in relation to health maintenance, health protection, and health restoration. Each heritage assessment will reveal different practices and beliefs in respect to healthcare. In the Hispanic culture, health maintenance...
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...Cultural Evaluation If a comparison of the United States and Japan was done on mandatory health care for college students the comparison between these two countries would be quite different at this time. In the United States there are pros and cons to debate on whether a college student should be forced to carry health insurance. In Japan they have no choice but to carry health insurance. In the United States the whole mandatory health insurance issue for college students can be argued with “the United States is a free country and students have the right to choose.” Looking at it from this standpoint one has to think that every student that is a United States citizen at the age of 18 should have the right to decide if they want to carry health insurance or not. In Japan college students are enrolled in the Japanese National Health Insurance plan, also known as NHI. This plan is part of a Universal Japanese health care plan and all students are automatically enrolled in it as well as other individuals whose employers do not offer insurance. With this plan 70 percent of their health care is paid for. Japanese college students do not have the option to argue whether they want to carry health insurance or not. These same students are required to go for an annual checkup while attending college unlike the students in the United States. The annual insurance fee for Japanese students under the NHI is $110.00 a year compared to some universities in the United States which...
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...International Business and Cultural Studies Performance management effectiveness in Thai banking industry: a look from performers and a role of interactional justice Pachsiry Chompukum Chulalongkorn University Abstract Businesses are facing up to high competitive pressure, especially banking industry. After 1997 crisis, banking industry meet more challenges from new financial landscape. Aiming to improve organizational performance, they have been adopting management tools, namely performance management. To enhance impacts of performance management, it is important to understand employees’ perceived performance management effective since the process requires high involvement and commitment from employees. Data were collected from 476 employees in the four largest banks in Thailand. Results from structural equations analyses support hypothesized model that attitudes towards performance evaluation directly relate to perceived performance management effectiveness and interactional justice mediates the coaching- perceived performance management effectiveness. Discussion, limitation and future research are included. Keywords: Banking industry in Thailand, Banking industry and performance management, Effectiveness and performance management, Interactional justice, Performance Management. . This research was supported by Chulalongkorn University Centenary Academic Development Project. Performance management, Page 1 Journal of International Business and Cultural Studies INTRODUCTION...
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...Appendix A: A Sample Evaluation Plan TB Support Program Evaluation Plan for January – March 2004 Prepared by: Ana Garcia TB Nurse Department of Health and Human Service Division of TB Control & Prevention Lull County November 15, 2003 |Note: The scope of this evaluation plan is based on a small size program. TB program staff is encouraged to start their | |evaluation small, focusing on areas or program components where improvements may be needed most. | INTRODUCTION Tuberculosis was not a major concern in Lull County until in the recent years. According to the county report, an average of 3 cases was reported per year from 1995 to 2001. In 2002, six new cases of TB were identified within three month period. Unlike previous years, the infected suspects were new immigrant Salvadoran men rather than the predominant white population. In response to this epidemic, “TB Support Program” was implemented by the county health department director, Henry Evans, to control and prevent further transmission of TB in Lull County. Evaluation Goal The goal of this evaluation is to determine the effectiveness of “TB Support Program” in preventing transmission of TB among Salvadoran immigrants. This evaluation will investigate components of the TB Support Program that are performing optimally and should be expanded and replicated in future initiatives. In addition, this evaluation will help determine...
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...Discuss the factors influencing the emergence of the curriculum, models of curriculum design and the implication of curriculum evaluation. 1.1 Concept of curriculum There is no single definition of the curriculum .The most common definition of curriculum that most teachers give is that it is a syllabus or a program of study but this is an erroneous definition. For Taba (1962), it is a ‘plan for learning’, while Lawton describes the curriculum as “a selection from the culture of a society” (Lawton, 1975, p6). It has also been described as “a social and political construct that changes over time in response to a range of factors and influences” (Mc Cullock, 1992, p9). Hence, the term curriculum means different things for different people. While it is obvious that the curriculum is not neutral, its content and how it is transmitted depends on the kinds of interaction between curriculum developers, teachers and students. Stated differently, curricula emerges depending on the various ways curriculum developers, teachers and students interact with each other. In this essay, I will outline the internal and external factors that shape the interaction between the official curriculum, what is taught in secondary schools and learning that takes place in classrooms. Internal factors include the influences of philosophy, psychology and sociology, whereas external factors include the social, economic and political aspects that shape curriculum design. Two curriculum models, namely the rational...
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...influencing its development Diversity of venues: venues eg conference centres, specific conference and banqueting facilities within hotels, multi-functional leisure centres Nature of the industry: size and worth of the industry; types of event Development of the industry: socio-cultural; economic; political; technological; environmental; legal LO2 Understand the key strategic and operational issues involved in the effective management of conference and banqueting events Administrative procedures: function sheets; booking diary; the contract; pricing and packaging; discounting initiatives; space utilisation Financial, legal consideration and marketing consideration: licensing law implications, health and safety legislation eg Health and Safety at Work Act 1974 (HASW); hygiene regulations; product placement, targeting and selling; required profit margins Function etiquette and protocol: religious and cultural guidelines, protocol appropriate to different occasions, weddings, formal dinners, room design, seating plans, role of master of ceremonies Performance and quality: evaluation and review techniques, client and guest evaluation procedures, venue appraisal, profit realisation, closed loop evaluation methods LO3 Understand food production and service systems Food production systems: types eg cook-freeze, cook-chill, vacuum packaging, pre-prepared, sous-vide, traditional partie system, modern partie system Food production styles: styles eg banquet, buffet presentation (finger...
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...agencies should take extra care to provide training for personnel in the following areas provide culturally appropriate care for the families. Especially children coming from parents that are immigrants as these children tend to be at a higher risk for maltreatment. Each family must be taken case by case to ensure traditional and cultural values remain the same. There are different ways to evaluate each case in a step by step approach is offered by “Kilpatrick provide programs. Level one focuses on The reaction of participants to the training. Kirkpatrick describes this level of evaluation as similar to measuring customer satisfaction; For training to be effective, trainees must be pleased with the training that was provided. Level two focuses on evaluating learning Because of the training program: change in behavior cannot occur Unless there is a change in learning. Level three evaluates Changes in behavior by exploring the transfer of knowledge and skill to the workplace. While this level of evaluation is more difficult, it is necessary to determine if long-term changes are made in job performance. To assess this, level three evaluations occur after times has elapsed, to allow behavior change. Finally level four measures the success of the program in achieving positive outcomes for the intended consumer or client of the agency.(Kirkpatrick, 1998)” 1 If we in the human service fields take models such as this one used by some agencies and take each family as...
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...compensation programs until time that the corporation is once again increasing and thriving. Bonuses will be paid based on a performance rating. It will be recommended that the staff be valued using the new performance review format based on their current profile, external market and internal organization in order to determine how close the pay scale is to that of the industry. Using this information together with the job analysis and the performance evaluation, will determine the new baseline wage, medial wage and the high end wage. Performance management plays a huge role in the setting of goals and evaluating employee performance. This concept is basically a merit based system and works well at motivating employees. However, I believe that we can further increase employee performance and appreciation while at the same time saving the jobs of our international employees during this difficult time. Cultural differences between the parent country and the host country must be considered. Hostility or friendliness of the cultural environment in which one manages should be considered when appraising employee performance. (DeCenzo 253) After review of the current employee compensation program, I would consider options that would make a direct control on income. I would consider putting a halt on all overtime within the company for at least one year and in order to keep employee performance on balance. I would make some permanent...
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...necessary. They instituted a 360-degree performance evaluation system two years ago allowing professionals in the firm to be evaluated by superiors, subordinates and peers. According to the textbook, the advantages of such a system are numerous when compared to traditional assessment systems. The authors state that “supervisors, peers, subordinates and employees themselves differ in their ability to appraise various dimensions of performance” and that “these raters observe different behaviors and may interpret them with divergent standards.” Therefore, the purpose of 360-degree feedback is to give staff a better understanding of their strengths and weaknesses which, in turn, allows them to better identify aspects of their work needing professional development. The fact that Morgan Stanley introduced a 360-degree performance assessment tool is commendable. However, the effectiveness of this tool in its current state has not yet been optimized. In particular, the company’s vision statement appears to be very solid as it clearly articulates how employee abilities should be harnessed to help the company enforce its vision. It is not clear from the case if Morgan Stanley considered the strategic usefulness of their performance appraisal, if a communications plan was developed for this change management initiative or if an appropriate level of training is offered for raters, managers and staff being assessed on evaluation and feedback. There is a clear...
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