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1 – 10 of over 4000Andrea Graf and Marion Mertesacker
The purpose of this paper is to develop recommendations for measures assessing intercultural training needs for international human resource management. Based on scientific as…
Abstract
Purpose
The purpose of this paper is to develop recommendations for measures assessing intercultural training needs for international human resource management. Based on scientific as well as application‐oriented criteria the aim is to select six measures assessing general intercultural competencies and with the help of behaviour ratings in interactive intercultural exercises to evaluate the psychometric quality and practicability of the questionnaires for training purposes.
Design/methodology/approach
Psychometric quality including prognostic power of ICSI, FLCS, NVCCS, ISAS, TIHK, and SIB was tested by correlating subjects' questionnaires results with observations of their actual behaviour in intercultural exercises.
Findings
Satisfying psychometric quality and prognostic validity of almost all measures was found. Especially TIHK, ICSI, and FLCS score well for assessing training needs whereas the results for SIB were problematic.
Research limitations/implications
The study observed student participants of the same culture. Replication studies should examine large samples of different cultural backgrounds and manager populations.
Practical implications
Human resource managers may benefit from gaining knowledge about which measures to use for identifying employee's weaknesses in intercultural competence in order to create tailor‐made training interventions.
Originality/value
The study is the first providing information about the psychometric quality, including predictive power, of six measures, that assess intercultural skills to detect intercultural training needs.
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Training designs are critical to the success of intercultural training programmes. A common typology for classifying intercultural training designs distinguishes among the…
Abstract
Training designs are critical to the success of intercultural training programmes. A common typology for classifying intercultural training designs distinguishes among the following dimensions: experiential discovery versus didactic expository and culture‐specific versus culture‐general training. The purpose of this paper is to assess different intercultural training designs referring to this typology. First, a concept of intercultural competence is developed. Based on this concept experiential training designs are favoured as they allow to train the cognitive, affective and behavioural component of intercultural competencies. In the second part of the paper an empirical study in the USA and Germany is conducted in order to assess whether the degree of intercultural competencies differs between the two nations. As no considerable differences can be identified the benefit of culture‐general training is discussed. Significant skills to be focused on in intercultural training are described and specific measures for pre‐assessment devices in intercultural training are presented.
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Azam Othman and Norbaiduri Ruslan
This paper aims to present the qualitative findings on students’ and teachers’ experiences in communicating and interacting with students and teachers from different ethnic…
Abstract
Purpose
This paper aims to present the qualitative findings on students’ and teachers’ experiences in communicating and interacting with students and teachers from different ethnic backgrounds in the Malaysian vision schools initiative.
Design/methodology/approach
Face-to-face interviews were conducted involving 15 informants comprising of three headteachers, three teachers and nine students. The interviews centred on the informants’ experiences and views living and experiencing the reality of the vision schools which is comprising three major races; Malays, Chinese and Indians; which is represented by the three school types which are a national school, Chinese vernacular and Indian vernacular schools.
Findings
The interview data revealed that the intercultural communication in the vision schools had triggered intercultural understanding and awareness of cultural diversity in the schools. However, the interview data with experienced teachers showed some drawbacks of the intercultural dynamics at the school complex. Among the weaknesses were the absence of structured and formal training on intercultural and multicultural education, lack of trust and poor social skills which may have hindered effective intercultural communication from taking place.
Originality/value
This study presents the informants’ experiences and views on the reality of intercultural interaction among students and teachers in the context of the Malaysian vision school initiative.
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Tien‐Chen Chien and Gary N. McLean
This study aims to explore the intercultural training needs for US business expatriates on assignment in Taiwan. The study assesses Taiwan culture‐specific training needs of US…
Abstract
Purpose
This study aims to explore the intercultural training needs for US business expatriates on assignment in Taiwan. The study assesses Taiwan culture‐specific training needs of US expatriates from the perspectives of both US expatriates and their Taiwanese colleagues and compares the perceived importance of these intercultural training needs between these two groups.
Design/methodology/approach
This study used the survey method to assess the opinions of US business expatriates as well as their Taiwanese colleagues. A questionnaire was developed for the study. A total of 26 items were identified as knowledge and skills needed for US business expatriates in Taiwan. The items all fall within six categories: knowledge of the nation, relationship building, interpersonal communication, business protocol, legal issues, and living in Taiwan.
Findings
Data collected from 78 US respondents and 78 Taiwanese respondents were analyzed using matched pairs t‐tests. Between‐group differences for the overall 26 items and each category were examined. Results indicate that there was a significant difference between the US and Taiwanese respondents in the perceived importance of the overall items.
Originality/value
Although there has been an abundance of literature on intercultural training, rarely has research been done on Taiwan cultural‐specific training. A study in this area can help human resource practitioners in developing expatriate training programs. Research results can contribute to the knowledge base of expatriate training and development, as well as the development of theories in this area.
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Dirk Holtbrügge, Katrin Schillo, Helen Rogers and Carina Friedmann
The purpose of this study is to investigate the current and potential use of virtual teams in the Indian context.
Abstract
Purpose
The purpose of this study is to investigate the current and potential use of virtual teams in the Indian context.
Design/methodology/approach
The use of virtual styles and strategies was assessed through a series of questionnaires, focusing on managerial aspects. The sample consisted of companies and individuals from Europe, who work on virtual assignments. The results were analysed, paying particular attention to the actual usage and potential future usage of virtual assignments.
Findings
It was found that a disparity between the actual and the potential use of virtual delegates exists. Furthermore, the increasing use of virtual delegates requires tailored intercultural training, which meets the specific demands of these delegates and the requirements of virtual teamwork. The paper goes on to discuss how traditional training can be adapted for the training of virtual assignees.
Originality/value
The findings have implications for both academics and practitioners, as they indicate that there is significant potential for further growth in the use of virtual assignments. In particular, the paper highlights the need for specific, dedicated training in virtual assignments, as this has a substantial impact on their success.
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Most intercultural frameworks assess intercultural competencies, but global businesses lack instruments to support the feedback loop, that is help project managers answer the…
Abstract
Purpose
Most intercultural frameworks assess intercultural competencies, but global businesses lack instruments to support the feedback loop, that is help project managers answer the question if an effective global team has been formed. The purpose of this paper is to develop and assess a new indicator for measuring the actual effectiveness of intercultural communication and collaboration at the individual and team level, the Mysore InterCultural Effectiveness (MICE) indicator.
Design/methodology/approach
Based on a needs analysis in global businesses, international projects, and review of existing literature, a low-touch self-report indicator was developed. A test run in several international companies with live data obtained from 154 employees helped to validate the indicator using exploratory and confirmatory factor analysis.
Findings
The MICE indicator is based on two scales: first, the effectiveness in interacting and collaborating with foreign counterparts by providing an answer to the question “how I think I am with them;” and second, the satisfaction with appropriateness of communication received from foreign interlocutors and the outcome of the collaboration by answering the question “how I think they are with me.”
Originality/value
Empirical results indicate that the two scale/six factor model provides a good fit to the data. Using the MICE Indicator, it is now possible for project managers to effectively address shortcomings of intercultural communication skills in their international teams with the right type of intercultural training.
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This study aims to focus on intercultural training for Taiwanese expatriates and assess the gap between intercultural training needs perceived by Taiwanese expatriates and the…
Abstract
Purpose
This study aims to focus on intercultural training for Taiwanese expatriates and assess the gap between intercultural training needs perceived by Taiwanese expatriates and the training provided by their companies.
Design/methodology/approach
This study surveyed both Taiwanese expatriates and HR managers of their companies. It developed a questionnaire based on the research of Black and Mendenhall to assess contents and methods of intercultural training. There were 16 questions for assessing intercultural training and they were divided into two categories: symbolic learning and participatory learning.
Findings
It is found that the needs of intercultural training perceived by expatriates are generally higher than the training provided by their companies. In the categories of symbolic and participatory learning, findings are consistent with the overall items. Results indicate that the perceived intercultural training needs of both categories are significantly higher than the training provided by their companies. Items of participatory learning are rated higher than those of symbolic learning by both groups.
Originality/value
Coping with the increasing competition in the international arena, Taiwanese business people are in need of being able to work effectively with people from a diversity of countries and cultures. It is necessary to study issues related to intercultural training for business expatriates. Findings in this area can be helpful for human resource practitioners in developing training programs for their business expatriates.
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This paper aims to present an approach to intercultural training (IT) in which course participants are informed about various approaches to differences between peoples. Pitfalls…
Abstract
Purpose
This paper aims to present an approach to intercultural training (IT) in which course participants are informed about various approaches to differences between peoples. Pitfalls in communication are identified that are due to overgeneralization of incidental observations of behavior and to psychological mechanisms such as stereotyping, ethnocentrism and attribution. Effects of poor command of a second language and paralinguistic factors are also included.
Design/methodology/approach
Intercultural communication training or IT programs often over-generalize incidental observations and make attributions about broad differences between “us” and “others”. An approach to IT is described that challenges the way in which notions about “culture” and “cultures” tend to be used.
Findings
A training module based on the principles mentioned is described that was originally developed for military officers preparing for international peace-keeping and peace-building missions and later has been administered in various settings and countries.
Research limitations/implications
An exit questionnaire and postmission interviews have suggested positive effects of the training, but more systematic evaluation research is needed.
Practical implications
Cross-cultural communication (3C) training is mostly about how other people differ from “us”. Better understanding may be gained with an approach that emphasizes how much humans everywhere are alike and that perceived differences can also be in the eye of the beholder.
Social implications
Mutual understanding is critical to positive interaction. The approach to 3C training taken here explains how much humans everywhere are alike and puts manifest differences into perspective.
Originality/value
The training module builds on available knowledge, notably from cross-cultural psychology. Except for a questionnaire to demonstrate ethnocentrism, there is hardly new information. However, the approach arranges available knowledge in a way that is rather novel for the field of 3C training.
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– The purpose of this paper is to familiarize managers with alternative social media applications of cross-cultural training approaches.
Abstract
Purpose
The purpose of this paper is to familiarize managers with alternative social media applications of cross-cultural training approaches.
Design/methodology/approach
This paper provides an overview of the current state of social media-based cross-cultural training and its trajectory.
Findings
Social media is increasingly an integral part of contemporary communication. This paper shows how training technologies engaging to the born-digital generation have multiple advantages and unique deployment opportunities for cross-cultural know-how development.
Originality/value
This paper provides a technological reframing of intercultural training that better aligns with the practices of the millennial generation, who are ready to embrace the accoutrements of international business and global networks. Readers will be sensitized to the advantages and disadvantages of new social media for intercultural training and education.
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This paper presents a report on a new multiplayer simulation game for government and/or non‐government interpersonal and intercultural communication training that launched in…
Abstract
This paper presents a report on a new multiplayer simulation game for government and/or non‐government interpersonal and intercultural communication training that launched in December 2004 and was designed expressly to serve as a non‐violent virtual sandbox in which multiple players practice communication skills, mental agility, and hone cultural awareness acumen. The game is currently being used in leadership training programs.
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