| Communicaid Blog | Cross Cultural Training and International Communication Skills

Dec 23

India Still Ranked No.1 Outsourcing Destination for IT – The Challenges and Benefits of Managing Offshore Projects in India

Offshore projects are increasingly common in international organisations regardless of their size or their activity. By outsourcing key business functions, organisations can reduce costs, streamline processes and create time and resources that allow them to focus on other areas of the business. Hiring an external company or creating teams in another country to take care of certain functions can be tremendously advantageous but it can also present a wide array of challenges depending on where the business is outsourced to.

Taj Majal x drew i India Still Ranked No.1 Outsourcing Destination for IT The Challenges and Benefits of Managing Offshore Projects in India

According to a report published by IT consultancy Gartner Inc, China and the Philippines are attracting a growing number of companies but India is still the most attractive country in the world for managing offshore projects in IT. The report includes a complete analysis of 10 different criteria such as language, educational systems, cultural compatibility and intellectual property security. India received excellent scores in every area confirming its place as a highly attractive location for companies looking to outsource any IT functions.

Indeed India offers many advantages to foreign companies managing offshore projects there. The large, well educated and dedicated Indian workforce is one of the main resources attracting foreign investors to the country. Other elements such as India’s economic dynamism and business-friendly laws and regulations also play a large role in making India an incredibly competitive and attractive destination for international organisations.

Anyone managing offshore projects in India needs to be aware of India’s core cultural values and how they impact business culture and working practices. Underestimating the cultural differences when managing an offshore project in India can create serious cultural incidents and offset any anticipated savings. Some Indian cultural values such as their attitude to time can be particularly frustrating for western organisations who are not used to the more relaxed attitude towards deadlines or schedules. Other cultural orientations in Indian culture like the need for a strong hierarchy or an aversion to uncertainty can also be challenging for westerners managing offshore projects in India.

Having the right cultural skills and tools is imperative for anyone managing offshore projects in India. Following a Managing Offshore Projects in India training course can help employees at every level of your organisation to understand the key cultural differences and similarities that exist between them and their Indian counterparts, allowing them to harness the benefits of this flourishing country. A Managing Offshore Projects in India training course provides invaluable insights on how to do business in India and set up the best strategies to turn your offshore project into a highly profitable and successful investment.

© Communicaid Group Ltd. 2010

Tagged with: cross cultural training courses • culture courses • doing business in India • Indian business culture • Indian core cultural values • managing offshore projects in India • offshoring • outsourcing in India • Working effectively across cultures • working with Indians

Dec 21

How Can Sports Help Expats More Effectively Manage an International Assignment?

Cross Cultural Training, Cultural training for Relocation, Culture No Comments »

Relocating to another country can be a challenging experience for many international assignees. Cultural differences international assignees may encounter in the food, language, working practices or cultural values can lead to culture shock. The ability to effectively manage culture shock and cultural difference is crucial to the success of the international assignment. A cultural awareness training for relocation course can help expats to more effectively manage the challenges of living and working in a new country through developing strategies to stay active, meet people and find new hobbies in the target culture.

Football Adam Kazmierski i How Can Sports Help Expats More Effectively Manage an International Assignment?

Finding new hobbies is an excellent way to successfully adapt to a new culture but it can sometimes be a challenge as many international assignees search only for things they did in their home country. There are many new hobbies and activities expatriates can get involved in that can bring immense benefit to them. Expatriates living in South East Asia recently discovered this when they opened a Gaelic Football club.

Gaelic football was played widely in Ireland during the 19th century and came to South East Asia through international assignees coming from the UK. Surprisingly, this sport was well received and the locals joined expatriates in creating several teams which are now competing against each other across China, South Korea, Malaysia and Thailand. Joe Trolan recently described Gaelic Football in the Korean Times as a real bridge between British international assignees and Koreans.

Some find it strange to see a traditional Gaelic sport spreading throughout South East Asia but this is a perfect illustration of sport’s uncanny ability to bridge cultural differences and ease intercultural communication. Indeed, sport is a great way to overcome cultural differences.

One of the best examples of this is football, commonly called the “world game”. Football’s unrivalled popularity and ability to bring different cultures together is proven through the many tournaments across countries and cups like the 2010 World Cup in South Africa.

Football is not the only sport that creates bridges between cultures. Cricket, for instance is equally popular in the UK, Australia and India, thanks to the common past shared by both countries. Japan, Korea and the US share the same passion for baseball while ice hockey enjoys an enormous popularity both in Eastern Europe and North America.

These sports and many others are instrumental in bringing cultures together around the world and helping expatriates effectively manage their international assignment. Whether playing together with locals and other expats in a league or watching a sports event together, sports can break down barriers of cultural difference and help expats build relationships that will improve their international assignment.

Playing or watching sports on an international assignment is just one thing expats can do to ensure their success abroad. Understanding the key cultural values of their own culture and their host culture and being able to effectively manage these differences is essential. A cultural awareness training for relocation course can give international assignees the cultural insights and strategies they need to overcome the main challenges of an international assignment.

Knowing how a culture operates and how to build relationships with people in the target country will help expats throughout their international assignment. The cultural awareness, knowledge and skills expats can gain from a cultural awareness training for relocation course can also help them to perform more effectively in any sport they decide to play as an expat, making international assignment more enjoyable.

© Communicaid Group Ltd. 2010

Tagged with: Cross Cultural Training • cultural awareness training for relocation course • culture courses • culture training for relocation • Gaelic Football • how to bridge cultures • international assignees • international assignments • living and working abroad • sport and culture

Dec 20

Why Wearing the Right Kind of Underwear is Important When Doing Business in Switzerland

Cross Cultural Training, Cultural training for Relocation, Culture, Culture training for Business & Management, Culture training for Human Resources, Culture training for the Public sector No Comments »

Switzerland is known for its mountains, chocolate, cheese, watches… and now strict work dress code guidelines. According to recent reports, Swiss bank UBS has just issued a 44-page set of guidelines about what employees should and should not wear to work. The guidelines even state that women are only allowed to wear flesh-coloured underwear and a maximum of seven items of jewellery. Only grey, black and navy suits can be worn by any employees and shirt cuffs must show approximately 1.5cm and 2.5cm from under the jacket sleeves.

It is not uncommon for firms operating in the financial industry in the City, New York or elsewhere to set strict dress codes – but is there something more to this?

Is this a unique example or does this represent all Swiss based organisations and values? Anyone doing business in Switzerlandshould know the answer to this question so they can be prepared – whether that means wearing the right clothes or understanding how business is done.

Zurich Bogdan Lazar i Why Wearing the Right Kind of Underwear is Important When Doing Business in Switzerland

What would happen if your boss or organisation issued clothing guidelines as strict as the ones recently set forth at UBS? Would you have responded the same way as UBS employees in Switzerland who are said to have ‘reacted well’ to the guidelines? Many people in the UK or other cultures may see these rules as an unacceptable breach of their privacy and freedom of choice. Others however may welcome such strict guidelines as they eliminate uncertainty and ensure consistency in the professional image of UBS.

Most people associate Swiss culture with strict punctuality and orderliness. This is not surprising considering the fact that they are the worldwide leaders in producing precise time keeping technology. So being on time, appreciating order and having strict guidelines are the behavioural patterns that we can see when doing business in Switzerland, but where do they come from and what impact do they have on Swiss working practices?

Cross-cultural research suggests that the Swiss are not very comfortable with unknown situations or uncertainty. Having precise rules and a high level of formality helps the Swiss to create a sense of safety and security. By implementing rules and processes, the Swiss are able to ensure that there is always an acceptable or unacceptable way of doing things, therefore limiting any ‘grey areas’ or uncertainty. The recent UBS dress code guidelines aim to “procure interior peace and a feeling of security”, according to the UBS spokesperson, making this case a perfect example of this cultural value.

Despite the reported positive reaction by UBS staff members and bank customers, this rather strict dress code aroused criticisms in Switzerland. A member of the Swiss Federation of Trade Unions said in The Times that the dress code guidelines were both “unreasonable and illegal”. This reaction is a very good example of how our own individual preferences and character traits can sometimes prevail over our national cultural values.

When doing business in Switzerland it is essential to bear in mind that the Swiss business culture is heavily influenced by the country’s cultural values. Assuming that every Swiss person is the same, however, and only relying on Swiss stereotypes is bound to create cultural incidents and misunderstandings. It is therefore necessary for anyone doing business in Switzerland to develop a high level of cultural awareness and understanding of Swiss culture to be effective working there.

Participating in a Doing Business in Switzerlandcross-cultural training course will help you to understand the cultural idiosyncrasies behind certain behavioural patterns in Switzerland and how they impact working practices and communication styles. A Doing Business in Switzerland cross-cultural training course will also help you to identify and harness Swiss values and attitudes around time, structure, risk and uncertainty when working extensively with Swiss counterparts. By adapting to Swiss culture, whether through following strict dress code guidelines like those introduced at UBS or by implementing more detailed policies that will eliminate any uncertainty, you can be sure that you will have a more successful experience doing business in Switzerland.

© Communicaid Group Ltd. 2010

Tagged with: cross cultural awareness training courses • culture courses • doing business in Switzerland • Swiss business culture • Swiss cultural values • UBS dress code • Uncertainty avoidance • working with Swiss nationals

Dec 16

Living and Working in the UK – Research Shows Brits Take Most Sick Days in Europe

Cross Cultural Training, Cultural training for Relocation, Culture, Culture training for Business & Management, Culture training for Human Resources 2 Comments »

According to a recent article published on the HR review website, British workers are the European champion when it comes to taking sick leave. Not only do they take more sick days than their European counterparts, but one out of five of these sick days are not taken for a genuine illness. A high number of British and expat employees living and working in the UK confessed that they feigned illness in order to stay at home or to take care of a relative or friend.

Westminster Graeme Purdy i1 Living and Working in the UK Research Shows Brits Take Most Sick Days in Europe

This trend costs the British economy approximately £2.5 billion a year and is a main concern for HR professionals. Some describe it as the main obstacle hindering the economic recovery of the UK. When asked about this phenomenon, half of the Brits surveyed admitted they would not take so many sick days if their working hours were more flexible and if “social days” and more bank holidays were offered on a regular basis like in other Europeans countries such as France or Spain.

So, is living and working in the UK that bad? What happened to the legendary and world-renowned British ability to withstand any type of challenges and difficulties? Do international assignees sent to the UK need to worry about working in British companies?

Indeed, living and working in the UK does come with many challenges. The importance of results and performance in a highly competitive market, the flat hierarchical organisation and the strong sense of responsibility put on each individual are just a few challenges that can induce a high level of stress and make things difficult for international assignees living and working in the UK. But are these challenges really what make British workers take so many sick days?

Some suggest that another key factor leading to this high number of sick days is the “pub culture” which remains really strong in the UK. Going out with friends or colleagues after business hours is still commonplace and is a great way to build relationships with British counterparts when living and working in the UK. This pub culture can lead to hangovers however and people calling in sick to work. This particular aspect of British culture is important for someone who wishes to socialise with his/her colleagues but knowing the possible consequences of this practice is crucial for anyone living and working in the UK.

Managers living and working in the UK or preparing for their international assignment in the UK should also be aware of this trend. Knowing these figures can help them to adapt their management style and motivate their team. Setting up strategies to make the most of motivation drivers in the UK can help international managers to reduce the amount of sick leave taken and consequently improve the efficiency of their teams.

Expatriates living and working in the UK also need to be careful about stereotypes or assumptions they make about British culture. The fact that British workers take more sick leave than other Europeans does not mean that they are lazy or unproductive.

Coping with some of these cultural challenges of living and working in the UK can take time and requires the right cross cultural training and intercultural knowledge. Cross cultural training for relocation courses like Living and Working in the UK can help you to adapt to British business culture and social life. These cross cultural training courses will provide a comprehensive set of cultural tools and strategies that will help any international assignee living and working in the UK manage their team and cope with employee sick leave and any other cultural difference they face.

© Communicaid Group Ltd. 2010

Tagged with: British culture • cross cultural training course • cross-cultural awareness • culture courses • culture for relocation • Living and Working in the UK • sickie • UK cultural values • working with british

Dec 13

Hiring Overseas: Can Cultural Awareness Training Help HR Professionals Manage the Economic Crisis?

Cross Cultural Training, Culture, Culture training for Business & Management, Culture training for Human Resources, Culture training for the Public sector 1 Comment »

The ongoing economic crisis in the US and Europe has created a strong need for HR professionals to rethink their recruitment strategies. While many companies are reducing the number of people they hire in the UK and the US, experts predict a dramatic increase in recruitment over the next six months in countries like China, Taiwan, India and Brazil. With this in mind, Western companies can benefit immensely from hiring overseas until Europe and the US find their way back into a safer economic foothold.

Globe Kasia i Hiring Overseas: Can Cultural Awareness Training Help HR Professionals Manage the Economic Crisis?

Recruiting people from different cultural backgrounds is not always easy and there are many things HR professionals and managers need to consider to ensure that the people recruited have the right skills and knowledge for an international role. Taking part in a cultural awareness training course will help HR professionals and senior management to successfully recruit talent from different cultural backgrounds.

A recent report by the Society for Human Resource Management suggests that a global mindset and cross-cultural intelligence are the two most important competencies that senior HR professionals should have when working across cultures. An increasing number of multinational organisations are recognising the need for global skills like these but efforts to develop the cultural competencies of HR professionals need to intensify to effectively harness the benefits of global talent before other companies beat them to it.

Culture is a very complex construct and anyone involved in hiring talent from other cultures needs to have a good understanding of how it can influence key recruitment practices such as interviews, assessments and applications. Understanding that a person’s cultural background determines not only which language they speak or what holidays they celebrate, but virtually every aspect of social and professional life is essential.

When hiring new employees from diverse cultural backgrounds, different behaviours and attitudes can create confusion, misunderstandings and false perceptions. For instance, job interviews conducted by a German company in China may not result in hiring the best candidates as a result of the large cultural distance between the two countries. The following are some key areas where the interview may fail as a result of a lack of cultural awareness and cross cultural difference.

Directness and openness are highly valued in German culture so German interviewers tend to ask explicit questions around the professional background of applicants. Chinese culture places importance on preserving harmony and implicit communication so being asked direct questions may make Chinese applicants feel uncomfortable and unable to respond appropriately.

The Chinese key value of Keqi, or modesty, can also easily create confusion for German interviewers. Trying to make a good impression, Chinese interviewees will often try to avoid standing out and behave in a very modest, polite and thoughtful way during the interview. Not familiar with the concept of Keqi, the German interviewer could think the Chinese applicants lack confidence and knowledge and therefore may not consider them for the job.

Different non-verbal communication styles might also cause misunderstandings. For instance, eye contact is used very differently in German and Chinese cultures. In China people will tend to avoid making direct eye contact with those in a more senior role and therefore may avoid looking directly at interviewers. In Germany eye contact shows confidence and honesty and can create trust between two people. This simple cultural difference can result in a failure to hire competent candidates because of the perception the German interviewer may have had about their confidence level and interpersonal skills.

HR professionals conducting or organising interviews with candidates from different cultural backgrounds can benefit immensely from taking part in a cultural awareness training course. Cultural awareness training for HR can prevent misunderstandings and incorrect negative perceptions of candidates that result in failing to hiring competent candidates.

HR professionals can learn about the cultural characteristics of the country they are recruiting in and develop a better understanding of the potential problems that multicultural workplaces might face on a cultural awareness training course. By developing their cross cultural intelligence and global mindset on a cultural awareness training course, HR professionals can ensure that the interviewees and interviewers feel comfortable during the interview, ask and respond to questions appropriately and make the right impression.

Tagged with: chinese cultural core values • cultural awareness for HR • cultural awareness for senior manager • Cultural Awareness training • culture courses • german cultural core values • HR professionals • Working effectively across cultures

Dec 06

Fortnum & Mason is Headed to China – The Risks and Benefits of Doing Business in China

Cross Cultural Training, Culture, Culture training for Business & Management, Culture training for Human Resources No Comments »

According to the London Evening Standard, the renowned British grocer Fortnum & Mason, often branded as the “Grocer of the Royal Family”, is currently looking at opportunities to do business in China, India and the Middle East. This international development has come to light after Fortnum & Mason posted their first profits since 2005. According to Beverly Aspinall, Managing Director of Fortnum & Mason, doing business in Chinais part of a long term strategy to promote and sell the company’s luxury products on new markets.

Chinese tea CtPaul i Fortnum & Mason is Headed to China – The Risks and Benefits of Doing Business in China

China is probably one the most attractive destinations for Fortnum & Mason, mainly because of the country’s tea-drinking culture and the interest in their luxury products. Fortnum & Mason is already selling its famous tea, jams and other delicacies in Japan and in the US, and it sells its products to the countless tourists visiting London from around the globe.

This move to China will be an important event as it will be the first time Fortnum & Mason tries to settle outside the UK since the short lived attempt to open a store in New York City in the early part of the 20th century. Some may wonder how this archetypal British institution will overcome the huge differences that exist between the two countries and adapt to the Chinese cultural and business environment.

Doing business in China can be challenging for unprepared organisations. The presence of really strong Chinese cultural values like the importance of relationships, the constant search for harmony, the obsession of keeping “face” and the predominance of the group over individuals can create cultural pitfalls and challenges for a western company doing business in China. Organisations like Fortnum & Mason doing business in China must understand and respect the unique cultural preferences and expectations of Chinese customers to avoid costly faux pas, poor customer service or cultural misunderstandings that would potentially harm the company’s brand image.

Despite the potentially challenging cultural differences a western company like Fortnum & Mason may face, China remains an attractive market with lots of potential. Cross cultural awareness training courses like Doing Business in China can help Fortnum & Mason harness the true potential of the Chinese market by giving them the knowledge and skills they need to adapt their products and customer service to the expectations of their Chinese customers.

Cross cultural awareness courses can help Fortnum & Mason take the right first step and make the best impression when doing business in China. With the right cross cultural training and support, Fortnum & Mason should find success in the Chinese market and the Chinese will be able to enjoy the authentic and fine taste of British culture through Fortnum & Mason luxury tea and products.