Abstract conceptualization (AC)

, 99–100

Acceptance

, 54–57

Active experimentation (AE)

, 99–100

Adaptation

, 28–29

Altercasting

, 197–199

Assimilation

, 110, 112

Australian organizations intercultural management

assimilation cell

, 110

counterproductive workplace behavior (CWB)

, 111

depersonalisation

, 115

diversity

, 110

economy

, 108–109

emotional labor theory

, 114

equity

, 111

ethnographic research

, 114

first-generation professional immigrants

, 119

formal inclusion

, 109

Global Financial Crisis recent immigrants

, 119

global immigration policy

, 107–108

high priority

, 108

immigrant employees

, 113–114

inclusion/exclusion framework

, 109

intermittent episodes

, 110

low-belongingness

, 110

opportunity

, 109

psychological contract, violation of

, 115–116

race-based stereotyping

, 110

Racial Discrimination Act

, 108, 113

racism

, 109

skilled immigration

, 108, 116

Awareness

, 170

Benevolence

, 87

Blended identities

, 196–197

Broad-based black economic empowerment (BBBEE)

, 160

Bubblegum machine

, 97

Calibrated tongue

, 29

Career requirements

, 148

Central processing unit (CPU)

, 68

Collectivism

, 103

Commitment

, 154–155

Communication

, 1–2

Community-building initiatives

, 210–211

Complex organizational settings

, 141–142

Computed mediated communication

, 53

Conceptualizations of culture

, 3–8

Concrete experience (CE)

, 99–100

Conscious competence

, 46

Conscious incompetence

, 46

Conversation

, 174–175

Counterproductive workplace behavior (CWB)

, 111

Covid-19

, 61–63

Cross-cultural conflict

barriers

, 177–179

calming emotions

, 182–185

conflict resolution approach

, 188–189

conversation

, 174–175, 188

cross-cultural communication

, 188–189

cultural values

, 175–177

disputants problem solving

, 179–180

embodying values

, 185

intercultural management

, 174

interests

, 175–177

listening

, 174–175

open-ended questions

, 185

theoretical framework

, 181

Cross-cultural interaction

communication

, 1–2

conceptualizations of culture

, 3–8

critical questions

, 8

Cultural Frame Shifting Paradigm

, 7

cultural heterogeneity

, 6

Cultural Mosaic

, 6

Ethnolinguistic Fractionalization (ELF) framework

, 5–6

expatriates

, 8, 11, 13, 15

GLOBE project

, 3–5

host country nationals (HCNs)

, 2–3, 8–11, 13, 15

intensity

, 7–8

leadership

, 13–15

local hosts

, 10–11

matrix algebra

, 5–6

multicultural teams (MCTs)

, 2–3, 21, 25

national level, beyond values

, 3–5

negotiation

, 16–21

power asymmetry

, 20

quality of the communication experience (QCE)

, 19–20

rate

, 7–8

strategic context

, 16–21

subcultures

, 5–6

values-based theories

, 3

Cross-cultural management (CCM)

career and identity requirements

, 148

commitment

, 154–155

complex organizational settings

, 141–142

context

, 145–146

current problem

, 142–143

dominant identity requirements

, 151–154

language

, 148–150

methodology

, 146–147

mobility

, 154–155

power mechanism

, 144–145

science

, 147, 150–151, 154

solutions

, 143–144

studies and practice

, 142–145

Cross-cultural variations

, 102–103

Cultural brokering

culture broker

, 69–70, 73, 75

emerges

, 77–79

Finally a Job! Program

, 76–77, 79

integration of refugees, Sweden

, 72

integration support efforts for refugees

, 79–81

swimming, Ramadan

, 75–76

Together for Jobs and Integration (TJI) project

, 73–76

Cultural dimensions studies

, 191–193, 202

Cultural Frame Shifting Paradigm

, 7

Cultural heterogeneity

, 6

Cultural Mosaic

, 6

Culture

, 192–193

broker

, 69–70, 73, 75

identity

, 132–133

values

, 175–177

Data

analysis

, 163

collection

, 163

reporting

, 164

Depersonalisation

, 115

Disconfirmed expectations

, 43–44

Diversity

, 110, 157–158, 160, 162

Dominant identity requirements

, 151–154

E-collaboration

, 53–54

Educational institutions

, 124, 128

Electronic communication technologies

, 58

Emotional labor theory

, 114

Empirical tests

, 88–93

Employers

, 125–126, 128

Engineering companies

, 159–160

Equity

, 111

Ethical considerations

, 163–164

Ethiopian environment

, 97–98

Ethnic identity confirmation

, 85–87

knowledge sharing

, 87–88

situations

, 89

trustworthiness

, 87–88

Ethnicity-based expatriate selection strategy

, 85

Ethnocentrism of universality (EU)

, 39

Ethnographic research

, 114

Ethnolinguistic Fractionalization (ELF) framework

, 5–6

Exclusionary responses

, 134–135

Expatriate cultural identity negotiation strategies

cultural identity

, 132–133

definition

, 133–134

exclusionary responses

, 134–135

expatriate responses. See Expatriate responses

expatriation success

, 132–133

global mobility

, 132

integrative responses

, 134–135

managerial implications

, 139

multicultural employees

, 132–133

Expatriate responses

host culture

, 134–135

identity negotiation strategies

, 136–139

psychological mechanisms

, 136

Experience

, 170

Experiential learning theory

, 99–101

Facebook

, 63

False consensus effect (FCE)

, 40–41

Femininity

, 103

Finally a Job! Program

, 76–77, 79

First-generation professional immigrants

, 119

Fixed mindset (FM)

, 41–42

Flexible automation

, 159

Foreign accent

, 112

Fundamental attribution error (FAE)

, 41

Future orientation

, 102

Gastronomic tastes

, 29

Gender egalitarianism

, 102

Gig economy

, 68

Global community

, 1–2

Global Financial Crisis recent immigrants

, 119

Global immigration policy

, 107–108

Global Leadership and Organizational Behavior Effectiveness Research (GLOBE) Study

, 3–5, 102, 104, 191–192

Global mobility

, 132

Governmental organizations

, 123

Group formation

, 201–202

Growth mindset (GM)

, 41–42

High mobile telework

, 54

Hofstede, G.

, 3, 102–103, 191–194, 202, 207

Host country employees (HCEs)

empirical tests

, 88–93

ethnic identity confirmation

, 85–87

ethnicity-based expatriate selection strategy

, 85

identity confirmation

, 85

methodological contributions

, 93–94

practical implications

, 94–95

self-categorization theories

, 84

social identity perspective

, 84

theoretical contributions

, 93–94

Host country nationals (HCNs)

, 2–3, 8–11, 13, 15

expatriate responses

, 134–135

Human resources (HR)

, 174

Hypotheses

, 105

Identity

confirmation

, 85

levels of

, 197

requirements

, 148

theory

, 194–195

Identity traits

, 196

Immigrant employees

, 113–114

Inclusion/exclusion framework

, 109

Individualism

, 103

Industry 4.0

, 159–160, 166–167

Informal communication channels

, 208–209

In-group collectivism

, 102

Institutional collectivism

, 102

Integration of refugees

, 79–81

cultural brokering

, 69–70, 77, 79, 81

educational institutions

, 124

employers

, 125–126, 128

Finally a job! program

, 76–77, 79

governmental organizations

, 123

media

, 124–125

multistakeholder engagement

, 127

nongovernmental organizations (NGOs)

, 124

researchers

, 125

stakeholder

, 122–126

Sweden

, 72

swimming, Ramadan

, 75–76

Together for Jobs and Integration (TJI) project

, 73, 76

Integrity

, 87

Intensity

, 7–8

Intercultural interactions

, 36–38, 43, 47–48, 51, 192, 194

Intercultural Interaction Space (IIS)

, 7

Intercultural management emotional aspects

, 168–169

Intercultural sensitivity

conscious competence

, 46

conscious incompetence

, 46

disconfirmed expectations

, 43–44

ethnocentrism of universality (EU)

, 39

false consensus effect (FCE)

, 40–41

fixed mindset (FM)

, 41–42

fundamental attribution error (FAE)

, 41

growth mindset (GM)

, 41–42

isomorphic attributions (IAs)

, 41–43

learning how to learn (LHL)

, 44–45

mindful competence

, 45–47

motivated reasoning (MR)

, 39–40

organizationally relevant cross-cultural skills

, 47–50

theory-guided practical tips for managers

, 36–50

theory of collectivism

, 37–38

theory of individualism

, 37–38

unconscious incompetence

, 45–47

Universality of ethnocentrism (UE)

, 38

well-meaning conflict (WMC)

, 38, 42

Intercultural situation

, 194–195

Intercultural training

, 206–207

Intermittent episodes

, 110

International distribution strategy

, 31–32

International Labour Organization (ILO)

, 60

International pricing strategy

, 32–33

International product strategy

, 29–30

International promotional strategy

, 33

International teams

, 200–201

Internet service

, 66

Interpersonal awareness

altercasting

, 197–199

culture

, 192–193

decentralize identities

, 199–200

dominant models

, 192–193

facilitation

, 200–201

identity theory

, 194–195

identity traits

, 196

international teams

, 200–201

managers application

, 199

managers of teams

, 191

motivations

, 192

multiple identities

, 196

nationality

, 193–194

negotiated culture

, 192

self and identity

, 195–196

unpredictable intercultural interactions

, 194

Intersectional identities

, 200–201

Isomorphic attributions (IAs)

, 41–43

Kavli case

adaptation

, 28–29

international distribution strategy

, 31–32

international pricing strategy

, 32–33

international product strategy

, 29–30

international promotional strategy

, 33

Norwegian invention

, 27

theory of friction

, 28–29

Kolb learning model

, 99–101

Language

, 148–150

Leadership

, 13–15

Learning how to learn (LHL)

, 44–45

Learning styles

African context

, 103–104

cultural context of

, 101–104

Listening

, 174–175

Local hosts

, 10–11

Manipulation material design

, 89

Masculinity

, 103

Matrix algebra

, 5–6

Media

, 124–125, 128

Metacognitive cultural intelligence

, 169–170

Microsoft Teams

, 66

Mindful competence

, 45–47

Mobility

, 154–155

Motivated reasoning (MR)

, 39–40

Motivations

, 192

Multicultural employees

, 132–133

Multicultural South African context

, 159–160

Multicultural teams (MCTs)

, 2–3, 21, 25

Multiple identities

, 196

Multistakeholder engagement

, 127

National Aeronautics and Space Administration (NASA)

, 55

National Conflict Resolution Center (NCRC)

, 173–174

Nationality

, 193–194, 199

Nationwide Insurance

, 63

Negotiated culture

, 192, 199

Negotiation

, 16–21

New York Peace Institute (NYPI)

, 173–174

Nongovernmental organizations (NGOs)

, 124, 126, 128

Norwegian invention

, 27

Occasional telework

, 54

Online collaboration zones

, 54

Person identities

, 196

Positive intercultural management (PIM)

attitudes

, 166–167

broad-based black economic empowerment (BBBEE)

, 160

data collection and analysis

, 163

data reporting

, 164

diversity

, 157–158, 160, 162

engineering companies

, 159–160

ethical considerations

, 163–164

findings

, 164–169

flexible automation

, 159

Industry 4.0

, 159–160, 166–167

intercultural management emotional aspects

, 168–169

legislation

, 157–158

limitations of research

, 164

metacognitive cultural intelligence

, 169–170

multicultural South African context

, 159–160

quality criteria

, 164

recruitment

, 158

research design

, 162

retention

, 158

setting and sample

, 162–163

technological innovation

, 157–158, 164, 166

technologist communication

, 160–162

Power

asymmetry

, 20

mechanism

, 144–145

Psychological contract, violation of

, 115–116

Quality of the communication experience (QCE)

, 19–20

Race-based stereotyping

, 110

Racial Discrimination Act

, 108, 113

Racism

, 109, 113

Recruitment

, 158

Reflection

, 170

Reflective observation (RO)

, 99–100

Research design

, 162

Resistance

, 57–60

Retention

, 158

Role identities

, 196

Science

, 147, 150–151, 154

Self-assessment

, 170

weaknesses

, 170

Self-categorization theories

, 84

Self-verification theory

, 85–86

Shared culture

, 199, 202

Shared vision

, 204–205

Skilled immigration

, 108, 116

Social distancing

, 61, 63

Social identities

, 84, 196

Stakeholders

, 122–126

educational institutions

, 124

employers

, 125–126, 128

governmental organizations

, 123

media

, 124–125

multistakeholder engagement

, 127

nongovernmental organizations (NGOs)

, 124

Stanford Institute for Economic Policy Research (SIEPR)

, 61–62

Stereotyping

, 110, 112–113, 198–201

Streaming media

, 68

Subcultures

, 5–6

Swimming, Ramadan

, 75–76

Team building

, 200

Technological innovation

, 157–158, 164, 166

Technologist communication

, 160–162

Technology training

, 207–208

Telecentres

, 54

Telecommuting

, 54

Telework

, 54

acceptance

, 54–57

computed mediated communication

, 53

Covid-19

, 61–63

e-collaboration

, 53–54

flexibility

, 57

high mobile telework

, 54

history of

, 54–60

occasional telework

, 54

online collaboration zones

, 54

resistance

, 57–60

social distancing

, 61

telecentres

, 54

telecommuting

, 54

Theory-guided practical tips for managers

, 36–50

Theory of collectivism

, 37–38

Theory of friction

, 28–29

Theory of individualism

, 37–38

Together for Jobs and Integration (TJI) project

, 73–76

Training and Development (T&D) program

abstract conceptualization (AC)

, 99–100

active experimentation (AE)

, 99–100

bubblegum machine

, 97

collectivism

, 103

concrete experience (CE)

, 99–100

designing

, 98–99

Ethiopian environment

, 97–98

experiential learning theory

, 99–101

femininity

, 103

individualism

, 103

Kolb learning model

, 99–101

learning styles. See Learning styles

masculinity

, 103

reflective observation (RO)

, 99–100

research

, 105–106

risk taking

, 103

uncertainty avoidance

, 103

Transformational leadership style

, 209–210

Trompenaars and Hampden Turner

, 191–193, 202

Twitter

, 63

Uncertainty avoidance

, 102–103

Unconscious incompetence

, 45–47

Universality of ethnocentrism (UE)

, 38

Values-based theories

, 3

Virtual community. See Virtual teams

Virtual Community Guide

, 205–206

Virtual Community Management Team

, 210

Virtual private networks (VPNs)

, 66

Virtual teams

community-building initiatives

, 210–211

informal communication channels

, 208–209

intercultural training

, 206–207

monitoring

, 211

reality

, 211

shared vision

, 204–205

technology training

, 207–208

transformational leadership style

, 209–210

Web-based meeting platforms

, 68

Well-meaning conflict (WMC)

, 42

Working from home

benefits of

, 61

drawbacks

, 61–63

World Health Organization (WHO)

, 61