May 07

A Question of Happiness – The Case of Germany

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

According to the World Database of Happiness the average level of happiness of most European countries increased throughout the last decades.  People in Germany, however, are less satisfied with their lives than they used to be.  The fact that the German gross domestic product has constantly been growing illustrates that an increase in wealth does not necessarily result in people being happier.  This raises the question about what makes people in Germany happy and unhappy.  As this knowledge is the key to building effective and long-lasting relationships it is of high importance when doing business in Germany.

Happy businesswoman Neustockimages i A Question of Happiness – The Case of Germany

© istockphoto.com/Neustockimages

When being asked what makes them happy the most common answer Germans give is “when the whole family is in good health” followed by “having a stable home”.  These two responses emphasise the fact that for Germans family life is highly important.  It is essential to be aware of this when doing business in Germany as it has a great impact on the way work life is structured.  The importance attributed to family life is mirrored in laws protecting the family and in the high number of mothers who give up work to look after their children.  Other common answers to this question show the importance of social contacts and job satisfaction for Germans.  It is, however, essential to bear in mind that Germans tend to keep work life and private life separated.  Their social life takes place once they’ve left the office and they don’t often spend their spare time with colleagues.

It is not only important to understand what makes Germans happy and unhappy but also to be aware of the existence of regional differences.  In general, people in western Germany are happier than people in eastern Germany and according to a recent survey the happiest Germans live in northern Germany, in Hamburg.  The highest per capita income in Germany, very good health and a low level of stress make people in Hamburg very happy.  The unhappiest Germans are said to be those living in Thuringia, in former East Germany, where the level of unemployment is very high and the per capita income low.
Yet, there is not only a geographic divide in regards to happiness but also a demographic one – gender, age and the level of education all correlate with happiness.  In general, young and well educated women are the likeliest to be happy.  As eastern Germany is confronted with the challenges of an over aging population and a lack of women this might serve as an explanation why the average level of happiness is lower than in western Germany.

The regional differences in regards to the German average level of happiness emphasise that the North and South of Germany and especially the East and West of Germany exhibit vast cultural differences.  Although Germany is no longer divided by a wall, the past still has an impact on everyday life in Germany.  Doing business in Germany requires an awareness of these differences.  Anyone who ignores these cultural characteristics and Germany’s past will find it almost impossible to build good relationships with German people who have a strong sense of regional belonging.

© Communicaid Group Ltd. 2013

Tagged with: • • • • • •
Apr 30

Do You Have What it Takes to be a Global Player?

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

The global marketplace is an extremely competitive world where intercultural skills are no longer just an advantage but a requirement.  As companies increasingly ask their employees to work on a global scale to stay ahead of the game, they need to ensure they select people not only for their technical skills and international experience, but for their intercultural skills.

Globe 2dem10 i Do You Have What it Takes to be a Global Player?

© istockphoto.com/dem10

Employees who have extensive international experience will often have an increased awareness and understanding of other cultures and how they must adapt their style, but they may not always have the skills to adapt their style or cope with the cultural differences they encounter.  By providing employees opportunities to get international experience while at the same time supporting them with intercultural training, they will develop the intercultural competence required for international success.

So why is international experience so beneficial?  Whether through an international assignment, short business trip, training course or voluntary experience, international experience exposes people to different cultures and situations.  The more people interact, understand and integrate into other cultures, the more they will have opportunities to develop their intercultural skills and awareness.  A one-week holiday in Madrid with British friends might give you an insight into a different culture, for example, but it will not help you to develop the deeper skills and know-how to work effectively internationally.  A long-term international assignment in Singapore, on the other hand, will be much more valuable.

Toby Fowlston, Director of Commercial and Professional Services at Robert Walters, pointed out in an article by The Evening Standard that: “Overseas experience on a CV is seen as a definite positive by recruiting managers as it demonstrates a more rounded and broader knowledge”.  Employees with international experience bring with them a pool of potential new strategies, skills and perspectives which can add tremendous value to any global organisation.

Spending time abroad exposes you to different approaches to managing everyday matters in the social as well as the business sphere.  International experience alone will not give you intercultural competence however, so it is important that you actively keep an open-mind, ask questions and develop your understanding of the culture throughout the experience to understand the cultural differences at play and how they influence the business and social environments.

By combining international experience with intercultural training and an active curiosity about the culture, you can develop the following key areas.

Problem solving
Decision making, an integral part of problem solving, can be closely linked to hierarchy within a business.  Middle management tends to make decisions in flat hierarchy structures, while senior managers usually make decisions in top-down hierarchical structures.  Cultural attitudes towards hierarchy will influence how organisations are naturally structured and how people with seniority or experience are treated.  Regular exposure to other cultures through short-term visits or international assignments can help you to see different approaches and attitudes like how hierarchy impacts business so as to be better prepared to adapt your own problem-solving techniques when working internationally.

Communication
Some cultures prefer a direct communication style and use negative criticism as a means of constructive guidance.  In other cultures, quite the opposite is true and indirect communication involves consideration and moderation.  What is regarded as acceptable for some could be interpreted as inconsiderate and offensive by others.  There is no right or wrong to these styles as both clearly have their advantages and disadvantages.  International experience supported by intercultural training can help you to understand and appreciate different communication styles so that you can better anticipate any variation of approach, formality or directness in future global interactions.

Language
Fluency in a foreign language is a crucial skill that allows you to improve relationships and networking abroad, making you and your organisation more competitive in the global marketplace.  While English is the most common language of global business, it is important to understand your foreign counterparts’ language too where possible as not doing so can put you at a significant disadvantage.  If, for example, you are in conducting a meeting with some Chinese counterparts for the first time, you could lose power and credibility and even hurt your relationship if you cannot show an attempt to say a few key expressions in Mandarin.  While you will probably not be expected to speak it fluently, you can create enormous opportunities by showing an interest in the language and using it to build trust.

Intercultural competence is vital for anyone operating in the global marketplace.  It opens doors to new experiences, career opportunities and greater international performance.  The combination of international experience and an intercultural training course can solidify and enhance your ability to operate effectively on a global scale.  Through developed problem-solving, communication and language skills as well as cultural understanding and sensitivity, you will be more equipped to avoid cultural faux-pas and create opportunities where others may not be able to.

© Communicaid Group Ltd. 2013

Tagged with: • • • • •
Apr 09

Why Gender Matters when Doing Business in Germany

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 »

According to statistics provided by the European Commission, the percentage of women in leadership positions is only 13% in the 30 companies listed on the German stock index. The fact that the majority of university graduates are female emphasises that a lack of capable women is not the problem. Recent debates about the introduction of a gender quota to tackle the under-representation of women highlight the complexity of the issue and make evident which problems business women in Germany are confronted with.

Business Woman shaking hands i Why Gender Matters when Doing Business in Germany

© istockphoto.com/Neustockimages

One of the most prominent opponents of a fixed gender quota is the German minister of family affairs, senior citizens, women and youth, Kristina Schröder, who believes that a fixed quota won’t solve the problem. In an interview given to the German news magazine Der Spiegel she argues for a flexible quota that companies set themselves and talks about a set of other measures to promote the number of women in high-rank positions.

Schröder, most prominently known for being the first minister to have a child and take maternity leave during her term of office, states the importance of adapting working conditions and changing laws to enable the combination of work life and family life. According to the minister, the main reason for women’s under-representation in leadership positions is the fact that senior managers are expected to spend up to 80 hours a week at work. Offering part-time positions as well as more flexible work schedules are two means of countering this problem. This is, however, not the only reason that holds women back. In a survey by the McKinsey Global Institute, lack of support from senior managers and missing role models are mentioned as other reasons.

One example of a change of law that improved women’s situation in work life in Germany is the so-called Elterngeld (parents’ money) that was introduced in 2007. It offers a financial incentive to take a break from work and have a child as up to 67% of the previous salary will be paid during the child’s first year of life. If the second parent also decides to take a break from work another two months will be covered by this payment. The introduction of Elterngeld has not only increased the number of high earners that have children but also the number of fathers that take time off from work to look after their offspring. Yet, as the average salary of a woman in Germany is about 22% lower than that of a man, it is in many cases still the cheaper and thus more likely option for the woman to stay at home with the child.

There are, however, not only financial reasons to take into account when thinking of having a child. When doing business in Germany it is important to know that many Germans hold prejudices against working mothers. The fact that the German government is currently debating the introduction of a child-care subsidy for parents who look after their children at home instead of finding a place in a crèche for them mirrors the convictions that many people hold in regards to childcare.

Increasing the number of women in leadership positions is not only a matter of fairness but is highly important in financial terms. The survey by the McKinsey Global Institute shows that an increase of the number of women in leadership positions has a positive impact on the financial performance of companies. This shows that it is crucial for Germany to support the promotion of women in order to fulfil their economic potential.

Doing business in Germany requires an awareness of the challenges female employees in the country are facing as these can have an impact on the business performance of the company as a whole. Promoting the advancement of female employees and giving them the chance to combine family and work life is essential as it ensures the company’s profitability. Intercultural training courses on German social and business culture can help anyone to understand the dynamics at play both for women and men in the workplace and at home. This understanding will help anyone doing business there to better anticipate any sensitivities and areas of opportunity to get more effective results.

© Communicaid Group Ltd. 2013

Tagged with: • • • • •
Apr 05

“Fear and Trembling” – Tips for Doing Business in Japan

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 »

Every culture has its own codes, values and work methods. These characteristics, which are often completely different from one culture to another, can create difficulties and misunderstandings which could jeopardise efficient business collaboration. Amélie Nothomb’s novel Fear and Trembling successfully depicts the dramatic consequences resulting from ignorance about cultural values of colleague or foreign counterparts.

Amélie Nothomb describes her expatriation to Japan and tells of how this experience becomes hell because of her ignorance about values and conventions of this other culture. Throughout the book, we notice several involuntary social and cultural mistakes which are not in accordance with Japanese culture.

Japan Chris Pritchard i “Fear and Trembling” – Tips for Doing Business in Japan

© istockphoto.com/Chris Pritchard

Doing business in Japanrequires a really good understanding of the key principals of Japanese business culture. Here are some examples that you should keep in mind:

Wa: The word “wa” means “harmony”. This is one of the most valued principles of Japanese society. In business terms, ‘wa’ is reflected by avoiding self-assertion and individualism. It is absolutely necessary to preserve good business relationships, despite differences in opinion. When doing business in Japanit is also important to remember the effect of ‘wa’ on Japanese behaviour and in particular their indirect expression of ‘no’.

Kao: One of the fundamental values of the Japanese social system is the notion of ‘face’. Face is a mark of personal pride and forms the basis of an individual’s reputation and social status. Preservation of face comes through avoiding confrontations and direct criticism wherever possible. When doing business in Jap an, causing someone to lose face can be disastrous for professional relationships.

Omoiyari: ‘Omoiyari’ relates to the sense of empathy and loyalty encouraged in Japanese society and practised in Japanese business culture. In literal terms it means “to imagine another’s feelings”, therefore building a strong relationship based on trust and mutual feeling is vital for business success in Japan. For example, keeping in touch with your former Japanese colleagues or counterparts will help you if you ever need to work or collaborate with them again.

Hierarchy: Respect for hierarchy is an essential element of Japanese organisations. Junior members of the team respect their superiors and their elders. For example, the order in which people enter a Japanese board room or in which presentations are made, tend to be in decreasing order of importance. Showing the same values and respect when working in Japan is always greatly appreciated. Despite this, it is important to note that an individual considered to be “at the bottom of the ladder in the company” may be promoted if he gets good results.

Punctuality and Courtesy: Being late is often considered to be a lack of respect. A meeting is always planned in advance and it is common to confirm it by phone rather than by letter or email. When doing business in Japan, it is important to arrive five minutes early in order to start the meeting exactly on time.

Doing business in Japan requires a strict knowledge of Japanese cultural practices and conventions. An accidental faux pas could damage a promising trade relation and could thus represent a substantial loss for the company. Intercultural training on Japanese culture will give you the knowledge and skills you need to build trusting relationships with your Japanese counterparts and take full advantage of business opportunities in the land of the rising sun.

© Communicaid Group Ltd. 2013

Tagged with: • • • • • • • • • •
Mar 27

The Challenges of Living and Working in Inland China

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

Although China’s 2008 Labour Contract Law seemed to make western investments less profitable at the time, the economic development of the country still generates new and attractive opportunities. According to a survey carried out by the European Chamber of Commerce and Roland Berger Strategy Consultants, 68% of the polled companies were considering new investments in the country.

Chinese businessman with cellphone Hfng i The Challenges of Living and Working in Inland China

© istockphoto.com/Hfng

To date, the vast majority of China’s economic development has ocurred in the coastal cities. Places such as Shanghai, Beijing, Guangzhou and Shenzhen are commonly known as first tier cities, according to population and GDP levels. However, rising production costs, fierce competition and the population ceiling have turned these cities into less profitable places for many companies.

Second tier cities, such as Chongqing or Heifei, whose growth rate almost doubles Shanghai’s 8.2%, began to offer better conditions after first tier cities hiked their organisational cost and struggled with energy, labour and land resources. However, China’s future development and the opportunities for those living and working in China are seen to be within its 3rd and 4th tier cities.

Moving Inland
While local markets were not the main attraction when foreign investors started setting up near the coast, new market conditions now apply. First tier cities account for less than 10% of the total population, whereas more than 300 million Chinese live in smaller cities that are continuously growing thanks to migration from the countryside in massive numbers.

Today, approximately 160 cities have reached populations of more than one million people, and the rise of the Chinese middle class is expected to increase by 200 million in 2020. Companies are recognising this and are starting to become more interested in the local market place. Easier access to inland markets together with the Chinese government’s tax incentives and cheaper production costs have caused many companies to relocate their facilities to 3rd and 4th tier cities.

The biggest beneficiaries are likely to be the provinces of Sichuan in the South East of the country, the central provinces of Anhui, Jiangxi and Hunan, and the northern provinces of Hebei and Henan. Names of cities such as Wuxi, Changshu, Datong, Foshan, Yichang, Shantou or Jinzhou will sound much more familiar to westeners in the near future.

The business opportunities are clear, but many challenges may arise when a company decides to invest money in China’s more remote locations and many factors need to be carefully evaluated prior to making decisions.

Challenging Conditions
First and even second tiered cities have already adapted to western needs making it easier for anyone living and working there. They offer a wide range of fast and comfortable transport, appropriate western houses, international schools or medical facilities, and most information is usually translated into English. The 3rd and 4th tier cities however have not yet developed their capacity for receiving international assignees so living and working there can be quite challenging.

An expatriate living and working in a more remote 3rd or 4th tier Chinese city will not only find many infrastructure-related difficulties or uninteligible languages, but also people that are not used to dealing with western counterparts. A wide number of cultural differences like hierarchy, confucian values, implicit rules, different judgments and perceptions about concepts such as safety, hygiene or corruption will surely arise and cause frustration both in the work environment and in the family sphere for the international assignee.

False Expectations?
Statistics show that China is the leading location for assignment failure. Expatriates living and working in China often mention problems of adaptation as a result of cultural difference, inadequate job performance and a different business culture, spouse dissatisfaction, standards of living, or simply culture shock, as the main reasons for resignations.

Many companies investing in China overlook these cultural issues and underestimate the damage that can be done by not supporting assignees through the adjustment phase. Where appropriate measures were not taken to ensure that assignees understood the culture and had the skills to manage the challenges, both time and money were lost. As a result, investments in inland China can become a real risk rather than an opportunity if relocated personnel are not provided with specific support.

Intercultural training courses like Living and Working in China can provide international assignees and their families with the knowledge and tools to adjust more effectively to their new location, no matter what tier the city is. A better understanding of the local culture can be really meaningful not only to avoid frustration and low output, but also to help relationship building, credibility and independence in the new location, enabling assignees to make the most of their experience living and working in China and generate the expected benefits for them and their companies.

© Communicaid Group Ltd. 2013

Tagged with: • • • • • •
Mar 20

Holi Cultural Festival Celebrations around the World

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

As winter comes to an end and the month of March begins, excitement and anticipation is brought to the Hindu population of India; this is when the Holi festival starts. The word ‘Holi’ derives from the word ‘hola’, which is a thank you to the Almighty for the harvest. This is why Holi is celebrated as winter ends and the Spring Harvest begins.

People of all ages celebrate Holi by throwing coloured powder at each other’s faces, smearing coloured water everywhere, dancing under water sprinklers and having parties. Originating in India several centuries before Christ, Holi has now become a global festival, celebrated by thousands all around the world every year. This is because despite Holi being a Hindu festival, all cultures and religions are allowed to participate as it represents a single and global value: life.

Holi Festival Colours f9photos i1 Holi Cultural Festival Celebrations around the World

© istockphoto.com/f9photos

Anyone living and working in another countryshould be aware of Holi and the impact that it may have on social and business life. While most people focus on how Holi is celebrated in countries like India with a large Hindu population, here are a few unique examples of how this beautiful cultural festival is celebrated in other places around the world.

Los Angeles

In Los Angeles, Holi is celebrated in a similar way to the traditional festivities in India, but it tends to revolve more around music and the arts as opposed to the religious context of Indian Holi. Along with what is known in LA as ‘Colour Throws’, there are also bands playing, yoga classes, mantras, dances and cuisine. The festival takes place at Excelsior High School in Norwalk, Los Angeles. Even though the Los Angeles Holi is very much a different festival from the Indian Holi, the organisers of the festival, the Utah Hari Krishna Temple, are very aware of the importance of the Holi tradition. They believe “The colour, noise and entertainment that accompanies the celebration of Holi bears witness to a feeling of oneness and sense of brotherhood.”

Berlin

No official Holi festival had been celebrated in the whole of Europe until July 2012 when Berlin decided to bring the colourful and joyful event to Germany. Held in METAXA Beach, the Berlin Holi festival maintains the Hinduism roots of Holi and like Los Angeles, it adds an arts and music twist to the traditional festivals celebrated in India and other Hindu countries. Up and coming Indian DJs are invited to play during the festival as well as professional Hindu acrobats and dancers, both incorpo-rating the original values into their festival. Berlin is no longer alone as three other German cities, Munich, Dresden and Hannover, held Holi festivals which were attended by over 25,000 people. This year Holi is planned to be celebrated in 12 German cities including Dortmund, Essen, Frankfurt, Karlsruhe, Leipzig, Leverkusen, Mannheim, Saarbrücken and Stuttgart. All of these events are organ-ised in cooperation with the official Indian tourism office and have the support of the Indian Embassy in Berlin.

Cape Town

In the shadow of Table Mountain, the Grand Parade hosted Holi on 2 March this year. The open air atmosphere, described as ‘magical’, attracted over 10,000 people. Local DJs played and there were hourly colour throws. Like the other festivals, the organisers kept the values from the original Hindu festival. The success of the Cape Town Holi celebrations has now encouraged other South Africans to set up their own Holi festivals so next year there are celebration plans afoot in Johannesburg and Durban. Interestingly, Durban is the largest ‘Indian city’ outside of India, which promises a spectacular Holi to be hosted there.

In summer 2013 there will also be a large Holi Festival celebration held in London following on from the popularity and success in other countries and major cities. So if you are living and working in the UK, don’t miss out on the occasion to dive into a vibrant element of Indian culture and join a celebration close to you.

© Communicaid Group Ltd. 2013

Tagged with: • • • • • • • • • • • • •
Feb 01

Fortune Favours the Brave, but Global Leaders Need to Prepare

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

As international companies face steadily increasing challenges from players in emerging economies, how can they ensure that they remain competitive? “Looking beyond the obvious: Globalization and new opportunities for growth”, a report from key business experts at Ernst and Young (EY), provides insights and recommendations on this topic.

In short, globalisation is changing; companies must understand the consequences and adapt to operate successfully in a world market, and global leaders who thrive at creating and leading culturally diverse teams will find greater long-term success by adapting their global mind-set accordingly.

Business People walking urbancow i Copy Copy Fortune Favours the Brave, but Global Leaders Need to Prepare

© istockphoto.com/Urbancow

In the wake of the economic downturn in established markets such as Europe and the US and the slowing down of growth in emerging markets such as the BRIC countries, global organisations are operating in a world of increasing complexity, interdependency and risk. This environment requires businesses to become more resilient, and experts agree that business leaders need to be brave and consider the opportunities to be found in a growing number of emerging yet unpredictable markets.

So what has changed for leading organisations tackling growth in the globalised world? The EY report highlights that a shift has occurred in the relationship between the established markets and the emerging economies. An increasing number of companies from the latter group have now grown to rival long-established organisations on the world market – and across many sectors.

Examples abound in many countries. In Chile, LAN Airlines recently acquired TAM (Brazil) creating Latin America’s largest airline Latam Airlines Group. In South Africa, MTN Group has become Africa’s largest mobile operator. It has 183 million subscribers and licenses in 21 countries across Africa and the Middle East. In 2011 alone, about 60% of its revenues originated outside South Africa.

Key trend indicators also point to technology and the flow of ideas as the biggest game changer in the globalised market. Mindray is a case in point; they are China’s largest medical-equipment manufacturer and generate more US patents per revenue dollar than many global leaders. More than half its revenues of $900 million were generated overseas.

Another key trend is the steady increase in the flow of capital and finance out of emerging economies. Companies across countries as diverse as Indonesia, Mexico and South Africa are seeking to expand into the global market, and now have the capital to acquire businesses in established markets such as the UK, France or the US.

The global market is diversifying, and in order for companies to remain competitive, the need for their leaders to adapt in a rapidly changing global environment becomes paramount. Global leaders will benefit not only from an increased awareness of culture’s key drivers and their impact on doing business in other countries, but more importantly from adopting a fresh mind-set towards developing relationships with colleagues and contacts in a changing global market.

 

© Communicaid Group Ltd. 2013

Tagged with: • • • • • • •
Nov 05

Forward, Believe in America – Living and Working in the US during the 2012 Elections

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

With less than a day to go until the US Election Day, the race between current president Barack Obama and his opponent Mitt Romney is neck and neck.  With the three presidential debates completed, the two candidates have been spending all their time travelling across the country to visit all key states in the last few weeks.

The impact of the presidential elections and in particular the election campaign on day-to-day life in the US is immense.  No one living and working in the US can ignore or overlook the hype, press and campaigns leading up to the elections, which started over a year and a half ago.  But why does this seem to be so important in the US?  Here are a few ideas about why this might be so but there are surely unlimited cultural explanations for this approach.

Statue of Liberty 3 Nikada i Forward, Believe in America – Living and Working in the US during the 2012 Elections© istockphoto.com/Nikada

The American Dream

Today the US is a multicultural melting pot of almost 315 million people of varying race and cultural heritage.  Despite the many differences within American society, the nation is founded on the fundamental belief in egalitarianism.  An important value of American culture is the concept of equality, this collective understanding of the notion of equality that underpins many social relationships.  Americans believe in having equal rights, equal social obligations and equal opportunities based on the concept of individual merit.

This concept of egalitarianism contributes to the system frequently referred to as the ‘American Dream’, whereby hard work deserves success and financial prosperity.  A person’s position in US society is typically determined by their achievements as opposed to their status or age.  In other words, Americans believe that working hard should be praised and rewarded.  The American ‘Can Do’ mentality is famous – anyone and everyone can become the president.  Both candidates put high emphasis on being normal people and how working hard has brought them to where they are now.

It’s Up to You

Another important value in the US is the concept of individualism.  Americans tend to place a high emphasis on individual initiative and personal achievement.  Independence and self-reliance are highly valued which became very clear when president Obama introduced his health-care plans.  Many Americans objected to his ideas because they don’t want the government to interfere in their personal life and decisions.  Americans don’t want anyone else to tell them what to do.

This value extends to the workplace where business is frequently carried out autonomously.  When living and working in the US, you may come across employee league targets at work in which competitive targets are shared among all employees.  This shows how competitive the American business environment can be.  The concept of ‘being the best’ is very important.

An important saying in the US is ‘Tell it like it is’.  Within this concept of individualism, Americans like to speak up and tell you want they think.  They highly value their own opinion.  But despite their individualistic approach to life, Americans are considered rather nationalistic.  You can find the American flag everywhere and all children learn the Star-Spangled Banner (the national anthem) in school.

Election Day is a unique chance for Americans to share their opinion and choose a new leader for their own country.  This is one of the reasons there is such hype around the American elections: it is the one chance every four years when Americans can speak up and decide what they think is best for their own country.

Tomorrow we will find out who will be the new leader of the US and some say even the new leader of the world.  It is inevitable that you will notice the importance of these elections.  Anyone living and working in the US should try to understand and follow the elections to truly be part of American culture.

© Communicaid Group Ltd. 2012

Tagged with: • • • • • • •
Oct 09

Deputy Prime Minister’s Bid to Gain New Business with Turkey

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

Radio 5 Live’s ‘On the Money’ recently brought to our attention Turkey’s attractive position as an emerging market and potential trade partner for the UK. Last week Nick Clegg lead a trade delegation to Turkey with the purpose of seeking new investment in Britain and increasing UK exports to this fast growing market that spans Europe and Asia. The Deputy Prime Minister was joined by Business Minister Michael Fallon and a business delegation of 18 CEOs and Senior Executives from companies including Arup, Mott McDonald, AECOM, Lloyd’s of London and Cella Energy. Together they discussed possible new business ventures with their Turkish counterparts which could be worth up to half a billion pounds.

With new business deals already agreed between a number of British companies and their Turkish counterparts, other UK businesses will also be eager to develop business partnerships with Turkey. Already Turkish company HDM Steel Pipe is opening a £7 million factory in Cardiff , creating 38 jobs Wolverhampton based Concept Steels signing a £5 million contract with a Turkish firm to export alloys, metals and components for the oil and gas and chemical industries.

Istanbul Aya Sofya Mosque Tulay Over i Deputy Prime Ministers Bid to Gain New Business with Turkey

©iStockphoto.com

What do we know about Turkey?

Turkey is now Europe’s seventh largest economy and is one of the world’s largest markets. Turkey bridges both Europe and Asia, making it an appealing country for UK businesses to invest in. However, even though Turkey’s modernisation is rapid it still holds traditional values and cultures at its heart. It has a combination of two unique cultures creating a diverse collection of ideas and beliefs. Therefore an understanding and awareness of its culture in business is an essential tool to Britain’s success.

Top tips: key concepts and values

  • Family – The most essential social unit in Turkish culture is the family
  • Multitasking – Turks tend to juggle multiple activities at the same time and continue several conversations simultaneously. Thus, in a Turkish business environment, it is not uncommon for phone calls to be taken during scheduled meetings
  • Islam – Modern day Turkey is a secular state; however the philosophy and ideology of Islam still remains a prevalent feature of Turkish culture

Tips for doing business in Turkey:

  • Schedule business appointments in advance to ensure that you avoid Turkish holiday’s e.g Ramadan
  • Given the influence of Islam on Turkish society, daily routines, appointments and meetings must be fitted around each of the five daily prayer times
  • Decisions are always made by the most senior business people. However, due to the strong sense of collectivism that underlines Turkish business culture, the decision maker will often consider the group involved in that decision
  • At the start of any business meeting or social gathering, it is customary to greet your Turkish counterparts with a handshake; failure to do so may be considered rude
  • Engaging in small talk before beginning business discussions is important for establishing rapport in Turkey. It is a good idea to get to know your Turkish counterpart on a personal level

The deputy prime ministers goal is ‘…to double bilateral trade by 2015…’ For the UK to achieve these far reaching goals an understanding of Turkey’s cultural makeup is essential. Cross cultural awareness training programmes such as doing business in Turkey or living and working in Turkey can provide executives and employees with the essential knowledge they need to know about the country and its culture. Showing an understanding of Turkish customs and traditions will enable British businesses to mitigate against any risks associated with cultural misunderstanding and build a more successful social and business relationship for the future.

© Communicaid Group Ltd. 2012

Tagged with: • • • • • • • •
Nov 03

Bonfire Night: An Essential British Experience for Anyone Living and Working in Great Britain

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

Every year on 5 November people in Great Britain celebrate Bonfire Night, also known as Guy Fawkes Night. Anyone living and working in Great Britain should be aware of this tradition as it can be a great opportunity to experience local culture and socialise with friends and family. Understanding British customs and traditions can also help you to more effectively integrate into British society and establish better working relationships with your British counterparts.

Fireworks ludwig wagner i Bonfire Night: An Essential British Experience for Anyone Living and Working in Great Britain

© istockphoto.com/Ludwig Wagner

So what is Bonfire Night and how is it celebrated? Bonfire Night commemorates the events of 5 November 1605 which are sometimes also referred to as the Gunpowder Plot. The protagonist of these events was a man called Guy Fawkes who was part of a group of English Catholics who were unhappy with the protestant King. Guy Fawkes, Robert Catesby and a group of other Catholics started plotting the King’s assassination.

On the night of 5 November the conspirators attempted to kill the King by placing some explosives under the House of Lords. Their aim was to kill the King as well as many other members of the monarchy and government. One of the most active participants in this murder attempt was Guy Fawkes who was responsible for guarding the explosives in a cellar under the House of Lords. The plan was foiled and Guy Fawkes was caught in the cellar. After being tortured for several days, he confessed and was then executed.

On that same night in 1605 people set bonfires alight to celebrate the King’s survival. This tradition has been respected ever since and people all over Great Britain and in some Commonwealth nations like New Zealand and Australia celebrate this day with bonfires and fireworks. In addition to bonfires and fireworks, some will make “guys” – effigies of Guy Fawkes made out of old clothes and newspapers that will then be burnt in the bonfires.

Another tradition observed on this day is the State Opening of Parliament. Ever since these events of 1605, the King or Queen will traditionally only enter Parliament once a year on 5 November. Before the event, the cellars of the Palace of Westminster are inspected by the Yeomen of the Guard to assure the monarch’s safety and commemorate and celebrate the historical event.

Being aware of traditions and customs like this can help anyone living and working in Great Britain to understand the culture. Attending a cross cultural training programme like Living and Working in Great Britain will provide you with all the information you need about British customs and traditions like Bonfire Night as well as other useful information on British social and business culture.

So if you are living and working in Great Britain be sure to take part in one of the events going on in London or other cities in Great Britain this weekend.

© Communicaid Group Ltd. 2011

pixel Bonfire Night: An Essential British Experience for Anyone Living and Working in Great Britain
Tagged with: • • • • • •
Previous Entries
preload preload preload
Allow Cookies?
Powered by Strategic Internet Consulting