Cross-Cultural awareness - Understanding other cultures
- The Fundamentals of Cross-Culture Communication
- Cultural Perceptions
- Cultural Orientation
- Cognitive Styles: Organizing and Processing Information
- Classification of Cultures
- Value Systems, the Basis for Behavior
- Locus of Decision-Making:
Individualism vs. Collectivism
- How Different Cultures Handle Stress
- Issues of Equality/Inequality
- Managing Culture Shock
- Leadership Styles
- Cross-Cultural Teambuilding
- Achieving Cultural Empathy
- Q&A - Wrap-up
BASIC COURSE IN CROSS-CULTURAL COMMUNICATION
Contents: I TECHNICAL BACKGROUND INFORMATION
II GENERAL INFORMATION
III OTHER TAYLOR-MADE COURSES
I TECHNICAL BACKGROUND INFORMATION
A) Cross-Cultural Cooperation
Whenever companies and people with different cultural backgrounds or national identities collaborate, problems involving interpersonal communication and incompatibility are bound to arise. These problems involve more than just linguistic differences, and a poorly planned or dysfunctional integration process can potentially affect areas such as:
· Corporate culture
· Corporate identity
· Corporate ethics
· Personnel management
Usually, people are not consciously aware of these cultural differences, or do not consider them to be tangible. The severity of conflicts due to cultural insensitivity varies depending on how closely people from different cultures must work together, the experiences of the individual employees involved, and how they communicate with one another within the company.
A good example is what happens when companies merge or, even more to the point, when there is a hostile takeover. In an extreme case, unless one company abandons its culture in favor of the other's, the managers must fully synchronize the two corporate cultures. This situation leads to a corporate identity conflict, influences the way employees feel about the company and ultimately affects the corporate culture itself.
As an example, and for the sake of argument, in the U.S., German employees feel differently about working for a U.S. company than they do working for a German company. It makes a difference to employees whether the management is American or German. It also makes a difference if a company’s products are labeled "German" or "American".
In addition to internal factors, managers must also consider external factors, such as how the company presents itself to the world, its corporate image, the role of outside partners in cooperative ventures, and the identity of target groups, to name just a few. The situation is an equation with many unknown variables, and it is our task to solve the equation. In solving the equation, we must keep three aspects in balance:
· The human aspect
· The organizational aspect
· The company's goals
We must also take into consideration unalterable conditions, such as product schedules, local business conditions and other restrictions that need to be identified. These in turn determine how much leeway we have in developing solutions.
B) Cross-Cultural Integration: Solutions
We take the following approach to solving intercultural integration problems:
After first analyzing the organizational structures and forms of communication, we identify potential conflicts and incompatibilities. Using this information, we then develop interactive workshops. In addition to addressing intercultural differences in a general way, these workshops address the following areas:
· Mind-sets: the different behavioral and thinking patterns
· Perceptions that people from different cultures have of each other
· Differences in personnel management, including the topics of delegation, motivation and promotion
· Forms and styles of communication, including speaking, presenting and negotiating
· Organizational structures, hierarchies and information channels
· Team Building
· Decision making, consensus decision-making
· Special topics
The workshops ideally have seven to ten participants and contain a mix of cultural and professional backgrounds. With this makeup, the workshops create a group dynamism which illuminates additional areas of potential conflict or miscommunication that may exist within the corporate environment. Once brought to the surface, we can then treat these problem areas as they arise within this laboratory-like setting.
We also conduct one-on-one or group sessions to prepare participants for a specific intercultural task or a foreign assignment. As with the workshops, we develop these sessions only after meticulously analyzing the situation.
To ensure true organizational change, we also perform support and monitoring functions, such as evaluating feedback from the workshops and making changes to subsequent workshops as a result of the feedback received. We also help you to make practical and effective changes in the corporate culture and in the way managers communicate with their employees, and the communications channels used within the organizational structure. Minor changes can have a major impact.
4. Analysis(b) - Concluding remarks: Building a foundation
Our pragmatic approach allows the integration process to be altered constantly on the basis of feedback. We do not follow a static, step-by-step approach. To the degree possible, the four phases of analysis, training, implementation and analysis are conducted in parallel, concurrently, with constant interchange among them. For example, when problems arise in the implementation phase, we use the experience gained by solving that problem to improve our training. If new issues then arise, we can use that knowledge to make changes in the implementation phase or in the design of the workshops.
C) Cross-Cultural Training: General Information and Examples
CCT helps conduct business successfully in the new marketplace and integrate with its business culture. Our workshops offer the tools to effectively negotiate, sell, communicate, and represent yourself. These tools include an understanding of:
· the particulars of verbal and non-verbal communication and behavior
· the perceptions of your culture from another culture's point of view
· the cultural variations in corporate and business environments
· the different sets of etiquette and protocol, values and tradition
· the variations in legal, social, political, and economic systems.
CCT offers one- to three-day cross-cultural programs to help understand not only these distinctions, but the issues they create.
We conduct in-depth assessments of our participants, tailoring each workshop to meet our clients specific needs. While personal expectations may differ, and learning experiences may vary greatly among individuals, certain broad requirements remain the same. In general, our seminars will cover certain fundamental areas:
· essential knowledge of the other country's style of business, management, leadership, and law, its cultural climate, and its political and economic systems.
· programs that incorporate the partcipant's active involvement into the learning process, resulting in a learning experience far more dynamic and effective than the traditional lecture approach. Through role-playing, communication exercises, discussions, and presentations, they'll play an active part in understanding the mind-sets of their business partners.
· a deeper understanding of the nature of differences, in order to increase the effectiveness in cross-cultural situations. CCT aims at replacing prejudice and misperception with real knowledge that can be effectively applied to strategic approaches.
In order to be successful in a new marketplace one must learn its strategies, which are often markedly different than what works at home. These different strategies may be deeply woven into the country's historical and cultural fabric, with implications that reach well beyond the marketplace into ethics and legalities.
For instance, in negotiations, certain differences in style - such as directness or indirectness - are often misattributed to individual personalities, rather than understood as culturally based. This can produce misunderstandings that break the lines of personal communication.
Businesses in American and Europe are often structured in sharp contrast to each other. American notions of egalitarianism and European ideas of social justice have created very different organizational shapes and hierarchies, with an impact on leadership methods and management styles as well. To lead and manage successfully in the cross-cultural realm, one must not only be aware of these differences, but also understand their origins.
There are key differences, for example, between Danish and American businesses. Marketing in Denmark is less aggressive than in the US. Management in the U.S. is result-oriented, while in Denmark it's more process-oriented. These approaches have significant impact on product quality, design, logistics, and employee management. While Americans may perceive Danes to be too slow in accomplishing their goals, Danes may see Americans as too hurried and not detail-oriented.
CCT, in helping understand cultural differences, assists in effectively overcoming counterproductive problems, conflicts, or misunderstandings. Our workshops teach to recognize and manage a wide variety of conditions. They're structured to give the partcipants the chance to encounter these differences firsthand, acting out cross-cultural exchanges and learning to negotiate them effectively.
We invite family members to participate in our cross-cultural workshops as well. Joining in will provide them with the self-confidence they need to make a successful transition to their new environment.
II GENERAL INFORMATION
Who is the basic Cross-Culture course for?
This course is for everyone who does business in an international environment. Dealing with other countries creates a need to understand other cultures and how your business methods will be influenced. This course will prepare you to understand and deal with cultural issues, as well as help you develop a global approach and awaken cross-cultural awareness.
· Work in another country
· Do business with other countries
· Participate in meetings and negotiations
· Develope successful businesses/partnerships in other
This Cross-Cultural Communication course will create an awareness of how basic concepts are viewed from different perspectives - creating dissimilar social and business behaviors. The emphasis is on developing understanding, flexibility and respect as a necessary foundation towards effective long-term inter-cultural cooperation.
Sensitivity and inter-cultural competence will be strengthened. Focus will be set on competence in international business.
The course will focus on the following topics crucial to the success of your business in an international environment.
OUTLINE: * Inter-Cultural communication
* Cross-Cultural understanding
* International leadership/management styles
* Rules of the global leader
* "my culture" vs. other cultures
ISSUES: * Concepts of International organizations
* Human values and interaction
* Negotiating and team-building across cultures
* Cultural integration
* Dealing with Culture Shock
Our training is participatory and interactive using a variety of methods such as case studies, focus group discussions and task oriented activities. This is complemented by short inputs on theoretical frameworks which broaden the scope of the participants' learning, offering opportunities to analyse and critique both contemporary and emerging thinking and trends.
III OTHER TAYLOR-MADE COURSES
(UponRequest, among a selection of over 20 program-modules. For further information, contact G. Fernandez):
Intensive One-Day Program (Example)
Part I (morning):
a) Corporate and business cultures, differences
b) Etiquette and protocols, values and traditions
c) How to cope with day-to-day issues
Part II (afternoon):
a) Presentations, negotiations, communications, solving problems, and making decisions
b) Getting your cross-cultural team going: team and consensus building, and merging different leadership and management styles
c) Wrap-up discussions
Extended Two-Day Program (Example)
Part I (morning):
a) Beyond business: Etiquette, protocols, traditions
b) Professional education systems
c) Economy and the political systems
Part II (afternoon)
a) Corporate and business cultures, differences: an introduction
b) Creating a team and building consensus; working with different leadership and management styles
c) Conflict analysis, wrap-up discussions
Part III (morning):
a) Communication, negotiation, presentation, problem solving, and decision making
b) Adapting to different styles of marketing, and consumer orientations and behaviors
c) Understanding work ethics, and recognizing ethics vs. morality
d) Economies and marketplaces, differences
Part IV (afternoon):
Conflict analysis, discussion and questions depending on your personal needs and interests.
Highlights of the CC Negotiation Skills course
· Managing cultural differences to create more productive relationships
· Conducting successful multicultural meetings
· Creating an atmosphere of trust and mutual cooperation
· Building relationships critical to international success
· Problem-solving exercises
· Understanding the impact of culture on business decisions
· Using effective communication skills with global customers
· Increasing the results of international negotiating efforts
· Sympathy vs. Empathy
· Negotiating styles and cultures
· Cross-Cultural goals in negotiations
· Cross-cultural negotiations management/unions
· National values in negotiations
· What is the truth?
· Is compromising a sign of weakness?
· Agreeing/disagreeing, declining, rejecting, urging
· Cultures and “Win-Win” situations
· International team-building
· Creative thinking and brainstorming
· The profile of the international negotiator
· Negotiating across cultures: what’s the difference?
· The best venues
level of difficulty:
minimum class size:
Mornings best, but there is room for some flexibility.
|| Cross-Culture Communication Basic course
|| live session
||Cross-Cultural awareness - Understanding other cultures
total duration: 6h 0m over 1 session(s)
comments: The course is divided in four sessions of approximately 1.5 hrs. each.
|discussion forums: 1|
| George Fernandez-Cosio
description of :
[Undegraduate studies- Columbia University
Graduate Studies- New York University
PhD Cultural Anthropology, MsC Psychology]
's preferred teaching style:
[Hands-on and interactive teaching style with intensive student participation]