Feb 01

The Year of the Rabbit – Beliefs and Superstitions when Doing Business in China

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 »

Are you doing business in China and wondering what all the interest is right now around the new year of the rabbit? Or perhaps you’ve noticed that there are good offers on Chinese foods in the supermarket this week? Maybe you’ve heard of Chinese New Year, but do you know what it is and why it’s celebrated now and not in January?

Chinese people around the world are getting ready to welcome their New Year on Thursday February 3rd. For about 15 days Chinese will celebrate, focus on certain practices and reflect on their lives. Anyone doing business in China or working with Chinese counterparts during this time should be aware of the Chinese New Year and how it might impact you.

Chinese laterns 3 tom hall i The Year of the Rabbit – Beliefs and Superstitions when Doing Business in China

© istockphoto.com/ Tom Hall

The Chinese calendar is a lunar one, just like the Western calendar, with the start of each year coinciding with a new cycle of the moon. A full cycle lasts 60 years and is divided into five further cycles, each lasting twelve years. Each year is named after an animal. Much like Western zodiac signs, each animal in the Chinese calendar has particular characteristics that many Chinese believe will influence the lives of those born under its sign.

This year 3 February will see the end of the year of the Tiger and the beginning of the year of the Rabbit. The Rabbit is considered as calm and sophisticated, a kind of classy peacemaker who likes artistic ventures as well as the tranquillity of home. Those who are born in the Year of the Rabbit are often described as strong, relaxed and friendly as well as compassionate and creative. In terms of careers, Rabbits are believed to make good philosophers, politicians or doctors.

Knowing what year it is in the zodiac calendar and what sign you are can be a nice way to start a conversation and build a relationship when doing business in China. If you’re not sure what Chinese zodiac sign you are, take a look at the following table:

Rat 1924 1936 1948 1960 1972 1984 1996 2008
Ox 1925 1937 1949 1961 1973 1985 1997 2009
Tiger 1926 1938 1950 1962 1974 1986 1998 2010
Rabbit 1927 1939 1951 1963 1975 1987 1999 2011
Dragon 1928 1940 1952 1964 1976 1988 2000 2012
Snake 1929 1941 1953 1965 1977 1989 2001 2013
Horse 1930 1942 1954 1966 1978 1990 2002 2014
Sheep 1931 1943 1955 1967 1979 1991 2003 2015
Monkey 1932 1944 1956 1968 1980 1992 2004 2016
Rooster 1933 1945 1957 1969 1981 1993 2005 2017
Dog 1934 1946 1958 1970 1982 1994 2006 2018
Pig 1935 1947 1959 1971 1983 1995 2007 2019

Someone with a Western and perhaps more scientific or rational viewpoint may be reluctant to consider such ideas as anything more than superstition. As China is home to an ever growing and modernising middle class, it is becoming increasingly difficult to measure the influence of such old traditional ideas on Chinese society. But while China’s rise is undoubtedly a modern phenomenon, Chinese society remains rich with trends and traditions that have roots going back millennia.

Understanding the intricacies of such a reality requires a clear understanding of how traditional values influence modern day Chinese behaviours, both in business and in everyday life. Anyone doing business in China should take a cultural awareness training course to develop the required understanding, skills and strategies to effectively navigate the complexities of Chinese culture. Showing an appreciation for and understanding of traditions like Chinese New Year will go a long way towards building effective and long-term relationships when doing business in New Year.

In the meantime, don’t hesitate to send a friendly greeting to your Chinese counterparts this Thursday. Or as in the traditional Chinese custom on New Year, you could give them a small gift wrapped in red paper or in a traditional Chinese red envelope.

May the year of the rabbit bring you much success and happiness!

© Communicaid Group Ltd. 2011

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Jan 26

‘Crazy Americans or Lazy Europeans?’ – Interpreting Different Perspectives When Working Effectively across Cultures

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

“Are Europeans lazy? Or Americans crazy?” This is the rather provocative title of a conference about the perception of work on both continents organised in 2006 by Stephen Nickell, a British economist working for the Bank of England. Behind this question lies the ever lasting conflict between two opposite visions of life: do we work to live or do we live to work? The answer to that question is likely to depend on your cultural background, the country you live in and how this impacts working effectively across cultures.

Business People walking urbancow i ‘Crazy Americans or Lazy Europeans?’ – Interpreting Different Perspectives When Working Effectively across Cultures

© istockphoto.com/ Urban Cow

The way Europeans and Americans work can, of course, be explained by economical, historical or sociological traits like unemployment rates, the number of hours worked each week, worker productivity levels and the social system. But these differences also come from fundamental cultural differences that exist between the two continents. The importance of family, free time, personal development or even religion within a specific culture can influence the working practices of a country. These differences can get in the way of working effectively across cultures and they can harm the performance of multicultural teams.

Let’s look a few examples of differences in working practices and attitudes you may find when working across cultures. Many employees in Norway and Sweden have adjusted their working hours in order to spend more time with their families as this is what is important to them in life. In France, people work 35 hours per week and they take more annual leave which gives them more spare time to spend with family and friends. In Spain there are many religious celebrations that are taken as official public holidays which allow people to share the occasion with family and close relations.

Some people in the US who tend to believe that ‘time is money’ may look at these countries and feel that ‘Europeans are lazy’ due to their shorter working hours and longer holidays. This perception can be linked to the highly competitive and business oriented approach to work common in the US. On the other hand the incredibly strong work ethics and the common practice of working long hours and taking a few days off work each year can result in some Europeans thinking ‘Americans are crazy’ for not spending more time with family and friends.

Working effectively across cultures requires an understanding that every culture has its own unique approach to work ethics and time management which can have a significant impact on how working preferences are perceived and managed. An achievement and result oriented country like the US, for example, will strongly encourage workers to do their best individually every day to fulfil their goals in the most efficient and profitable way no matter how long it takes. A relationship oriented culture like Spain will encourage people to work together toward success but they be less likely to expect this to be achieved through overtime or shorter holidays.

Despite many references to Europe as a whole, there isn’t any cultural uniformity between European countries. France is completely different from the Netherlands and you cannot compare the UK to Italy as each country has its own set of core cultural values. Each European country differs greatly from the US in its own way, and the existence of false assumptions based on preconceived ideas like ‘all Europeans are lazy’ can create obstacles for an American manager or employee coming to Europe for an international assignment.

These obstacles can cause frustration and misunderstandings, preventing them from working effectively across cultures. Following a cross cultural awareness training programme such as Doing Business in the US or Working Effectively across Cultures can help multicultural teams or organisations to cope with the challenges and create their own strategies. By avoiding quick judgments and false assumptions about how lazy or crazy your counterparts are around the world, you will be able to create good relationships, harness everyone’s strengths and work more effectively across cultures.

© Communicaid Group Ltd. 2011

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Jan 17

Living and Working in France: How Cultural Awareness Training Helps Bring the French Dream to Life

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

The last decade has seen an increasingly large number of UK residents crossing the English Channel to start a new life living and working in France where there are a plethora of attractive leisure and business opportunities. Finding a former farm or a typical Southern French house is actually fairly easy, but most expatriates forget that living the “French dream” is completely different than going on holiday in France.

Living and working in France requires a high level of cultural awareness and language skills to successfully cope with the potential culture shock they may experience as a result of the many cross cultural and linguistic challenges awaiting them. Without the right cultural awareness, many expatriates living in France risk seeing their dream turn into a nightmare.

Eiffel Tower SOMATUSCANI i Living and Working in France: How Cultural Awareness Training Helps Bring the French Dream to Life

© istockphoto.com/ Soma Tuscani

Such was the case of expatriates Robert and Joanne Hall who tried to live the “French Dream” in Brittany and recently made news headlines all over the world. After ten years of living in an old French farmhouse in the countryside and trying to make their French dream come to life, their expatriation ended in the most tragic way when Joanne was found dead. Questioned by the French police, Robert Hall explained he had a drunken argument with Joanne during which she accidently fell and hit her head. According to people who knew the Hall family, they were “lost” and suffered a lot as a result of many failed attempts to make their expatriation and dreams work.

Most expatriations don’t end as badly as in the case of Robert and Joanne Hall, but many statistics show that couples will often divorce or have problems when living and working abroad. This phenomenon is largely due to the difficulties expatriates can have adapting to the new cultural environment and coping with the effects of culture shock. If culture shock and cultural differences are not effectively managed, expatriates living and working in France can suffer severe financial, health or relationship problems that can end in divorce or worse scenarios.

Many couples who move to France to start a new life find themselves spending more time than they ever have with their partner as they work on a project such as renovating the house together and they soon realise that do not like each other. Others who go to France may become distanced because one partner spends all their time at work while the other is left at home to manage the kids or household.

Cultural understanding and French language skills can help expatriates deal with challenges such as this as it can help them to meet people and bridge the gap between French and British culture. This can in turn give them some place to go for support or the opportunity to create some distance from their partner once in a while, allowing them to feel less isolated and more connected with their new life in France.

Understanding French cultural values, attitudes, communication styles and the language can be enormously helpful for any expatriates living and working in France. Being able to understand and communicate with local government officials, builders, shopkeepers and neighbours can help streamline any dream project and prevent delays, problems or frustrations which can further add to the challenges of adapting to a new cultural environment. Being able to speak the French language and show an appreciation for French culture can also help expatriates to build relationships and create a positive impression of what they are trying to do in France.

Living and working in France can be an amazing experience for British expatriates, but the real French dream will only truly be achieved with the right cultural and linguistic skills that will help them to anticipate and cope with the cross cultural differences they may encounter along the journey. Taking French language training or a cultural awareness training course such as Living and Working in France is the first step towards making any French dream come to life.

© Communicaid Group Ltd. 2011

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Jan 07

Bribery or Generosity? How Intercultural Training Helps You Avoid the Risks of Giving Business Gifts across Cultures

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

The Bribery Act, which received the Royal Assent last year, may put an end to Christmas or other business gifts between and within companies according to an article in the Telegraph. The Bribery Act aims to create a better framework to fight bribery and limit the value of gifts and presents individuals can receive in the UK. Offering football tickets, champagne or hampers to domestic and international clients used to be commonplace but with this Bribery Act they may now be illegal and need to be returned to avoid any accusation of bribery.

Gift Artur Gabrysiak i Bribery or Generosity? How Intercultural Training Helps You Avoid the Risks of Giving Business Gifts across Cultures

© istockphoto.com/ Artur Gabrysiak

Indeed, the line between a simple gift of appreciation and a corruption attempt is sometimes thin, especially depending on the intercultural context. What is seen as a sign of appreciation or reward in one culture may be considered bribery in another and vice versa. International businesses need to ensure their employees have the right intercultural training to ensure they have the intercultural knowledge and awareness they need to gift gifts appropriately across cultures.

In the Middle East for instance, being generous is highly valued and offering a gift tends to be seen as a strong mark of friendship as well as a necessary step towards building a profitable business relationship. Generosity is also illustrated by the price and value of the gift, meaning that business presents are sometimes incredibly luxurious in the Middle East. Refusing a present is a terrible faux pas that can lead to a cultural clash or to the end of a promising contract or business partnership. A lack of intercultural awareness on gift giving in the Middle East can significantly hinder the relationship or break organisational policies around gift giving.

At the other end of the scale, some cultures are extremely cautious and even suspicious when it comes to receiving and offering gifts. The Nordic Countries are a perfect example of this trend. In 2010 Denmark was rated the “least corrupted country in the world” and countries such as Finland and Norway are also recognised internationally as models when it comes to fighting bribery and corruption. This reluctance to receive and offer presents can be difficult for anyone who is used to a gift giving etiquette. Seeing their kind gesture perceived as a bribery attempt or refused can result in frustration or offense.

International organisations doing business across cultures need to be prepared and equipped with the relevant intercultural awareness to create and apply adapted strategies around gift giving across the globe. Intercultural awareness training courses such as Doing Business in the Middle East can help organisations to do business across cultures more effectively. Through the analysis of different cultural traits and their impact on business practices, individuals and organisations will be able to handle all aspect of doing business across cultures.

Equipped with this important intercultural knowledge, companies and their employees doing business abroad will be able to adapt to the business etiquette of their counterparts. By adopting the appropriate behaviour and business policies according to the cultures they work with, organisations will be able to avoid fines and suspicions of bribery when giving presents. In accordance with new Bribery Act, it’s important to not only consider how to give gifts to international clients but to also consider what you can receive from them in return. Knowing the gift etiquette of your international clients will also help you to avoid causing offense and build a stronger and more profitable working relationship.

© Communicaid Group Ltd. 2011

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Dec 23

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

Cross Cultural Training, Culture, Culture training for Business & Management 1 Comment »

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

© istockphoto.com/ X-Drew

 

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

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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?

© istockphoto.com/ Adam Kazmierski

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

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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

© istockphoto.com/ Bogdan Lazar

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

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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

© istockphoto.com/ Graeme Purdy

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

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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?

© istockphoto.com/ Kasia

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.

© Communicaid Group Ltd. 2010

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Nov 30

Cultural Sensitivity Training – Helping your Company to Work Successfully across Cultures

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

Working across cultures is commonly seen as a challenging experience, with many obstacles and differences often hindering progress or success. Even the best employees can fail when they are operating outside their usual and familiar cultural context. Working successfully across cultures does not have to be challenging, however, especially if you have the right intercultural knowledge, support and cultural sensitivity training. There are several examples of successful international managers who have proven that it is possible to succeed in a cross cultural context.

Business Meeting 13 track5 i Cultural Sensitivity Training – Helping your Company to Work Successfully across Cultures

© istockphoto.com/ Track 5

Is there some kind of “secret recipe” to ensure this success? Schools of global management like Thunderbird University claim that a global mindset increases the cultural sensitivity of international managers, allowing them to excel regardless of the culture they are dealing with. But what exactly do we mean by “cultural sensitivity”?

Anyone with a high level of cultural sensitivity will adapt more easily and effectively to the values, attitudes and communication styles of another culture. With a high level of cultural sensitivity, international managers or members of international teams are able to better understand and harness the potential of their multicultural team. Cultural sensitivity can help anyone working across cultures recognise what motivates people in that culture and know how to reward performance while avoiding cultural faux pas and incidents that could put the cohesion and success of the team at risk.

Cultural sensitivity can also be useful for companies when it comes to selling to or making strategic decisions with organisations or individuals from a different culture. Many western brands have shown a terrible lack of cultural sensitivity when they tried to do business across cultures. When Pepsi used light blue for its product packaging in South East Asia, for instance, they did not realise that light blue was actually the colour of mourning in that specific culture so sales decreased and Pepsi lost money changing their marketing campaign. Providing cultural sensitivity training to the Pepsi team responsible for this new branding could have helped avoid a costly and unnecessary situation.

Developing cultural sensitivity can take time but it can be increased through experience working across cultures.  Employees working across cultures can benefit immensely from cultural sensitivity training courses which will give them a solid cross cultural framework and skills to help them to avoid cultural pitfalls and misunderstandings. The combination of international exposure and cultural sensitivity training will give anyone working across cultures the skills they need to reach their full potential in any cultural environment.

© Communicaid Group Ltd. 2010

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