...Reilly, A.H. and Karounos, T.J. (2009), “Exploring the Link between Emotional Intelligence and Cross-Cultural Leadership Effectiveness”, Journal of International Business and Cultural Studies, Vol. 1, Feb. 2009, pp. 1 – 13. Introduction Along with the globalization of business, many corporations are facing the challenge of operating in a different culture. The writers made a connection between emotional intelligence and cross-cultural leadership effectiveness to deal with this situation, this article also presented some significant results and implications which were greatly helpful for our company. This report is aimed at review the article and pick out something useful to raise staff awareness of cross-cultural issues. In this paper, I will summarize the key point of the article and evaluate some correlative information which can be applied to our company, then there will be a conclusion at the end of the report and two related references will also be given as well. Summary Reilly and Karounos (2009) exhibited Goleman’s research to identify the connection between emotional intelligence and leadership ability. Goleman (1998) claimed that the importance of emotional intelligence on the overall leaderships in organization is twice greater than the other two personal capabilities, technical skills and cognitive skill. The article showed the five components of emotional intelligence and their respective characteristics listed by Goleman (1998), which are exhibited on a...
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...NCVER Cross-cultural training and workplace performance Robert Bean Robert Bean Consulting The views and opinions expressed in this document are those of the author/project team and do not necessarily reflect the views of the Australian Government, state and territory governments or NCVER Publisher’s note Additional information relating to this research is available in Cross-cultural training and workplace performance: Support document. It can be accessed from NCVER’s website . To find other material of interest, search VOCED (the UNESCO/NCVER international database ) using the following keywords: cross cultural training; cultural awareness; workplace learning; capacity building; training provider; employee attitude; employer attitude. © Australian Government, 2008 This work has been produced by the National Centre for Vocational Education Research (NCVER) under the National Vocational Education and Training Research and Evaluation (NVETRE) Program, which is coordinated and managed by NCVER on behalf of the Australian Government and state and territory governments. Funding is provided through the Department of Education, Employment and Workplace Relations. Apart from any use permitted under the Copyright Act 1968, no part of this publication may be reproduced by any process without written permission. Requests should be made to NCVER. The NVETRE program is based upon priorities approved by ministers with responsibility for vocational education and training (VET)....
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..."Organizational Culture and Cross-Cultural Management" Please respond to the following: * Hofstede’s study is an important contribution to cross-culture management research. Analyze the impact that culture exerts on recruitment and selection, training and development, compensation, and task distribution. Determine whether or not there are leadership behaviors, attributes, and organizational practices that are generally accepted and effective across cultures. o * *From the e-Activity, compare the two (2) cross-cultural management theories that you researched to Hofstede’s cross-cultural theory. Determine two (2) fundamental differences and similarities between each theory. The impact the Hofstede’s study had on the cultural context of HRM practices are as follows: Recruitment and selection: In cultures low on “in-group” collectivism such as the U.S., and the UK, individual accomplishments are important selection criteria, and societies high on “in-group collectivism” such as China and Spain put more importance on team-related skills than on individual capabilities. Training and development: While no country has perfect gender equality, societies high on the gender social equality scale have more women in positions of power and similar levels of education as men, such as the U.S, women usually have the same chances for a straight up career progression as men and societies which score low on gender social equality such as Afghanistan and Liberia do not have nearly...
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...globalization, there have been many international investments and mergers and acquisitions. This globalization requires the companies to reflect on new measurements or estimations to stay focused and remain competitive in the global market such as the importance of knowledge transfer and international management development. This means the expatriation and expatriates have become a formula for every international management and companies that are looking forward to achieve their success in the global market (Nikolaeva, 2010). Expatriation is “the process of sending managers to another country to run a subsidiary of a multinational organization. Before departure, the process should include an extensive period of training and preparation to ensure that the managers are familiar with cultural differences, and to reduce the likelihood of culture shock” (Dictionary of Human Resource Management, 2001,...
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...International Journal of Contemporary Hospitality Management Emerald Article: Expatriation in the hotel industry: An exploratory study of management skills and cultural training Gina Fe Causin, Baker Ayoun, Patrick Moreo Article information: To cite this document: Gina Fe Causin, Baker Ayoun, Patrick Moreo, (2011),"Expatriation in the hotel industry: An exploratory study of management skills and cultural training", International Journal of Contemporary Hospitality Management, Vol. 23 Iss: 7 pp. 885 - 901 Permanent link to this document: http://dx.doi.org/10.1108/09596111111167515 Downloaded on: 29-09-2012 References: This document contains references to 43 other documents To copy this document: permissions@emeraldinsight.com This document has been downloaded 2118 times since 2011. * Users who downloaded this Article also downloaded: * Judie Gannon, Angela Roper, Liz Doherty, (2010),"The impact of hotel management contracting on IHRM practices: Understanding the bricks and brains split", International Journal of Contemporary Hospitality Management, Vol. 22 Iss: 5 pp. 638 - 658 http://dx.doi.org/10.1108/09596111011053783 Hui Chen, Miguel Baptista Nunes, Lihong Zhou, Guo Chao Peng, (2011),"Expanding the concept of requirements traceability: The role of electronic records management in gathering evidence of crucial communications and negotiations", Aslib Proceedings, Vol. 63 Iss: 2 pp. 168 - 187 http://dx.doi.org/10.1108/00012531111135646 François Des Rosiers...
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...Considerable research has already been done on the cross cultural differences in the workplace (eg. Hofstede 1980, Pudelko and Harzing, 2008). However organizations only began to take initiative to bridge this difference in the form of pre-departure training a few of decades ago. Naturally researchers began to study the actual effectiveness of pre-departure and cross cultural training from various perspectives, some of which will be discussed below. Tung (1987) was perhaps one of the earliest researchers to study the importance of pre-departure training. The paper begins by describing a typical situation of Mr. X who migrates to Japan from the US but is unable to perform due to cultural issues faced by his family. Although hypothetical, this example could be true for any individual who moves to another nation along with his family and has not been provided with adequate training. Tung conducted a survey among 80 US multinational firms and found that the top most reason for expatriate failure was “inability of the manager’s spouse to adjust to a different physical or cultural environment” (Tung, 1987). This alarming result clearly indicates that pre departure training is essential not only for the employee, but for his family as well. Lau (2007) wrote her thesis that focused specifically on the impact of pre-departure training for employees migrating to China. The main factors to consider during training for China are culture, guanxi and language (Lau, 2007). The author also...
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...International Business Studies (2006) 37, 525–543 & 2006 Academy of International Business All rights reserved 0047-2506 $30.00 www.jibs.net Cross-cultural competence in international business: toward a definition and a model James P. Johnson1, Tomasz Lenartowicz2 and Salvador Apud3 Crummer Graduate School of Business, Rollins College, Winter Park, USA; 2Deparment of Management, International Business and Entrepreneurship, College of Business, Florida Atlantic University, Boca Raton, USA; 3LBJ School of Public Affairs, The University of Texas, Austin, USA Correspondence: Dr James P. Johnson, Crummer Graduate School of Business, Rollins College, Office number 204, Winter Park, FL 32789, USA. Tel: þ 1 407 646 2486; Fax: þ 1 407 646 1550; E-mail: jpjohnson@rollins.edu 1 Abstract Many international business failures have been ascribed to a lack of crosscultural competence (CC) on the part of business practitioners. However, the international business literature appears to lack an adequate conceptualization and definition of the term ‘CC’, focusing instead on the knowledge, skills and attributes that appear to be its antecedents. In this conceptual study, we propose a definition of CC as it applies to international business and develop a model for understanding how CC is nurtured in individuals, linking our definition to the concept of cultural intelligence. We discuss the components of the model and suggest that there are environmental and contextual impediments to the effective...
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...Communication barriers becomes more common problem within nowadays organisations as there is getting more and more international chains such as hotels, companies around the world, international trade always occurs between different countries, and many organisations’ work environment becomes more multicultural. Eubanks et al. (Samovar & Porter, 2010, p.137) illustrated that ‘cross-cultural or intercultural communication is between individuals and groups whose perceptions and symbol systems are distinct enough to alter communication event’. This assignment discusses what the potential communication barriers across cultures could be and what the solutions are to overcome these cultural challenges. Robbins et al. (2011) indicated that language could be the most common problem in cross-cultural communication, even people use same language could have communication problem because of different age and context groups could use words differently. Except language differences, problems relates to language difficulties, could be semantics, word connotations and tone differences. Semantics could cause communication barrier as there could be some uncommon words within different languages that might be difficult to translate, for instance, there is no direct Russian equivalents for the English terms – efficiency, free market and regulation. Connotations could be another reason to result in language difficulties. Individuals from various nations could imply words differently that incur misunderstanding...
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...Journal of Comparative International Management 2009, Vol. 12, no.2, 73-89 ©2009 Management futures Printed in canada Cross-cultural Communication and Multicultural Team Performance: A German and American Comparison by Steven W. Congden University of Hartford, U.S.A. Alexei V. Matveev College of Staten Island – CUNY, U.S.A David E. Desplaces College of Charleston, U.S.A. This study builds on work by Matveev & Nelson (2004) which investigated the relationship between cross-cultural communication competence and multicultural team performance using American and Russian managers. This study examines the impact of national culture on German and American subjects. While a relationship between cross-cultural communication competence and multicultural team performance was found, it did not differ by overall national culture. Of the four dimensions of cross-cultural communication competence, only Cultural Empathy was found to be significantly different between Germans and Americans. No differences were found for the dimensions of Interpersonal Skills, Team Effectiveness, and Cultural Uncertainty. 1. Introduction Worldwide intercultural cooperation drives corporate growth and development across the globe resulting in a heightened demand for a qualified but diverse workforce. researchers have documented that the successful performance of multicultural teams is a vital and contributing factor to organizational success (Jackson, may, & Whitney, 1995; Snow, Snell, davison, & hambrick...
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...across culture”: how a manager should manage a team of staff from different cultural backgrounds INTRODUCTION An over view of the international market has proven that cultural integration in the work place is becoming in today’s global economy, working with people from different cultures is becoming a standard. It brings various productivity and improved performance but great challenges, misunderstandings and conflicts might be introduced in an organization if not properly managed. The key to successful business lies in the managers’ ability to motivate their staff and to achieve this, an understanding of what drives their staff is necessary. Reactions and interpretations of managers’ actions and decisions by staff could be astonishing especially when people from very different cultures work together. Hence the need for organisations to train their managers to become inter-culturally competent in order to ensure their staff continues to be motivated and productive has become pertinent. The main issues to be discussed in this report are: * How culture influences working styles * Different management styles * The importance of training managers to become inter-culturally competent HOW CULTURE INFLUENCES WORKING STYLES According to Hofsted (1980; cited in Alessandra Vecchi &Louis Brennan, 2009, p.11), managers’ approach to quality and the need for change is greatly associated with cultural factors which he grouped into four main parts: power distance, individualism...
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...a) an understanding of what these socio-cultural competencies are, Cultural competence refers to an ability to interact effectively with people of different cultures and socio-economic backgrounds, particularly in the context of human resources ,non-profit organisation , and government agencies whose employees work with persons from different cultural/ethnic backgrounds. Cultural competence comprises four components: (a) Awareness of one's own cultural worldview, (b) Attitude towards cultural differences, (c) Knowledge of different cultural practices and worldviews, and (d) Cross-cultural skills. Developing cultural competence results in an ability to understand, communicate with, and effectively interact with people across cultures. To understand cultural competence, it is important to grasp the full meaning of the word "culture" first. According to Chamberlain (2005), culture represents "the values, norms, and traditions that affect how individuals of a particular group perceive, think, interact, behave, and make judgments about their world" (p. 197). Taylor (1996) defined culture as, "an integrated pattern of human behavior including thought, communication, ways of interacting, roles and relationships, and expected behaviors, beliefs, values,practices and customs." Nine-Curt (1984) qualified culture as, "The bearer of human wisdom that includes a wealth of human behaviors, beliefs, attitudes, values and experiences of immense worth. It also carries things that are offensive...
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...International Management Culture, Strategy, and Behavior Ninth Edition Fred Luthans University of Nebraska-Lincoln •Jonathan P. Doh Villanova University Mc Graw Hill Education Table of Contents Part One Environmental Foundation 1 2 The World of International Management: An Interconnected World Introduction Globalization and Internationalization Globalization, Antiglobalization, and Global Pressures Global and Regional Integration The Shifting Balance of Economic Power in the Global Economy 2 4 6 6 9 12 Global Economic Systems Market Economy Command Economy Mixed Economy 19 19 19 20 Economic Performance and Issues of Major Regions Established Economies Emerging Economies Developing Economies on the Verge 20 20 22 26 The World of International Management—Revisited 30 Summary of Key Points 32 Key Terms 32 Review and Discussion Questions 32 Answers to the In-Chapter Quiz 33 Internet Exercise: Global Competition in Fast Food 33 In the International Spotlight: India 2 Globalization and International Linkages 34 The Political, Legal, and Technological Environment 36 The World of International Management: Social Media and the Pace of Change 36 Political Environment Ideologies Political Systems 38 39 41 Legal and Regulatory Environment Basic Principles of International Law Examples of Legal and Regulatory Issues Privatization Regulation...
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...Case Analysis By: Omar B. Caligan TITLE OF THE CASE: Positioning Southwest Airlines through Employee Branding VIEWPOINT: Top Level Management – Executive TIME CONTEXT: 2005 I. PROBLEM STATEMENT * The use of employee branding as a process to gain an organizational “position” in the minds of customers II. OBJECTIVES: * To determine how employee branding works * To determine how employee branding can be utilized to position the organization in the minds of customers, employees and other stakeholders * To determine what are the key success factors for those who wish to make employee branding a strategic focus within their organization III. AREAS OF CONSIDERATION * Strengths 1. Psychological Contract * Influences employees’ trust in their employers and their motivation to serve customers and co-workers * Impacts interaction of employees with others as well as their day-to-day productivity 2. Knowledge of Desired Brand Image * Values, Philosophy and Spirit * Humour * Altruism * LUV * Use of drivers as focus for Southwest’s positioning strategy * Reliable, friendly and low priced 3. Service Innovation * Weaknesses 1. Excessive use of authority 2. Complexity of Process 3. Decreasing differentiation relative to other low cost carriers (i.e. segmented seats, international flights, etc.) 4. Aircraft...
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...Diversity Training Plan Jayne Egharevba HRM 326 Rick Lab June 27th, 2016 Diversity Training Plan Diversity is defined as “the state of having people who are different in race, culture, gender, ethnic, color, education, social status, etc. in a group or organization” (Merriam webster.com). Diversity training is geared towards helping participants gain awareness into different cultures for the benefit of employees and the organization. Managing diversity and inclusion can be very challenging and involve shaping the environment for the employees to be able to express themselves without judgment and also to contribute and participate towards the organizational strategic plan and personal development.” Strategic responses for managing diversity are presented in a framework of proactive, accommodative, defensive, and reactive modes. These reactions are discussed regarding episodic, freestanding, and systemic implementation practices” (Dass, P., & Parker, B.1999), Diversity training program is a process that “promotes social and economic fairness, its real purpose in business is to increase profits in the national and global markets, (smallbusineschron.com). Having a diverse training program helps portray a concrete platform, and also to get rid of all negative beliefs and initiate changes towards inclusion and ways to deal with individuals in a professional and acceptable manner using the policy, guidelines and employee handbook.” Employees and management cannot help...
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...MANAGING EXPATRIATE FOR AN INTERNATIONAL ASSIGNMENT Referring to the case study, there are gaps identified in the Kline & Associate international human resources management practices in terms of expatiate management. Before sending an employee to an international assignment there are certain skills an employee must acquire and it is the duty for the HRM of the firm to prepare the employee for any international assignment. However this was not done by Kline & and Associate before sending Fred Bailey to Tokyo which caused the culture shock and the challenges faced by Fred and his family in Japan. Firms use a variety of HR practices to manage their expatriates (Mendenhall et al., 1987; Brewster and Scullion, 1997). As successful expatriate assignments are indispensable to MNCs for strategy implementation, researchers and practitioners alike are interested in determining how to facilitate the success of expatriates’ assignments (Stroh and Caligiuri, 1998; Dowling and Welch, 2004; Scullion and Collings, 2006). However, MNCs differ on the extent to which these practices are used in managing expatriates (Tung, 1982; Kopp, 1994; Peterson et al., 1996; Scullion and Starkey, 2000) and how effectively they are designed (Mendenhall et al., 1987). According to Adler and Ghadar (1990), expatriate management practices, namely who the firm considers as possible expatriates, how the firm selects and trains them, what criteria the firm uses to assess their performance, and what impact the...
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