There are a number of forms that can describe the nature of culture. Culture can be shared, is adaptive, can be symbolic, may be patterned through structure and integration, is passed down from generation to generation; but most importantly, can be "learned" through our desire to appreciate, study, be trained, and experience another's cultural framework and values.
PRACTICAL MANAGER'S GUIDE TO DOING BUSINESS IN ASIA
One to Two Days (
fully customizable
)
• Value Differences Across Cultures
• Cultural Variables
• Workforce Diversity
• Managing Cultural Teams
• Ethics – Whose?
• Religion
• Communication Styles
• Indirect versus Direct
• Language differences
• Accents and Fluency
• Hierarchy and Authority
• Decision Making
• Sales Approach
• Networks
• Negotiating
• HR Planning
CROSS CULTURE – Asian focus for Western Organizations
CROSS CULTURE – Caucasian focus for Asian Organizations
Programs are from one to two days in length, and are customized to meet specific organizational needs. Programs can be directed toward a sales force, customer service officers, senior management, or for the general workforce, as a means for providing an appreciation, awareness and respect for cultural diversity in the workplace.
CULTURAL TEAMS
Workshops are one to two days in length and focus on the impact of differing cultures within a Team. The workshops are designed to improve team performance through increasing participant understanding, appreciation and respect for each other's values.
The objective is to create greater effectiveness within and between teams, individuals and management that will enhance employee performance, company profitability and sustainability. Synergy is achieved through the participants' sharing their own experiences and articulating their own important cultural values, expected behaviors and traditional ways of life.
Experiential learning is strongly encouraged in these workshops. Case studies and role plays are also used for learning reinforcement.
CULTURAL TRAINING FOR THE EXPATRIATE
Things are not always as they seem. In Singapore, as an example, the environment appears "very Western"; however for those individuals and organizations who conduct regular business in Singapore; it becomes quickly apparent that there is a strong Chinese influence on how
business is conducted.
From research carried out in Singapore by our organization, there is significant evidence to support the need for Expatriate Care programs that target cultural and country specific differences in the day to day ways of living and working in another country environment.
Significant factors that were reinforced from the survey include
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Support provided for cultural integration of the expatriate and family is "very basic to basic" at best by the majority of organizations; |
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Inductions are approached in an inconsistent manner; |
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Little or no resources have been provided for inducting expatriates and their families; |
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Inductions mean 'additional cost' and are somewhat ad-hoc and open for significant improvement. |
Tailored programs are developed to meet the needs of the expatriate and/or family. The programs specifically address differences and hardships that the expatriate is likely to incur at any given country location. Programs range from one-half day orientation and cultural training to on-going support throughout the term of the assignment.
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