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Chap 14 - Coggle Diagram
Chap 14
(45) Cultural Assimilator
Is programmed, designed to expose members of one culture to some of the basic concepts, attitudes, role perceptions, customs, and values of another culture.
A critical incident which a situation must meet at least one of the following conditions.
An expatriate and a host national interact
puzzling or likely to be misinterpreted.
be interpreted accurately if sufficient knowledge about the culture is available.
relevant to the expatriate’s task or mission.
(44) Training: Standardized vs. Tailor-Made
Standardized Trainings
would be if participants are taught how to use a specific tool, such as quantitative analysis
Tailor-Made Training
are created for the specific needs of the
participants.
Training approaches successful in one geographic region of the world but needs fixing to succeed elsewhere
Effective MNCs also develop carefully crafted programs for training personnel from other cultures who are coming into their culture.
(46) Validation and Cost-Benefit Analysis of Assimilators
Validity is the quality of being effective.
Ask them to read scenarios,
choosing the most appropriate.
Draw a sample from the target culture.
If most agree on an alternative,
this is used in the assimilator.
If more than one is chosen,
revise until there is agreement.
The assimilation approach to training (quite expensive)
A typical 75- to the 100-incident program often requires approximately 800 hours.
Cost can be around US$40,000 per assimilator.
Cost is spread over many trainees and does not need to be changed every year.
Can improve effectiveness and satisfaction of trainees.
(47) Positive Organizational Behavior
Positivity in the workplace has been connected to employee satisfaction.
Positive traits consist of conscientiousness, emotional stability,
extroversion, agreeableness,...
Research has shown that other “states” are self-efficacy, hope, optimism, resiliency, and psychological capital
Is the study of positively oriented human resource strengths and psychological effectively managed for performance improvement in the workplace.
focus on the selection, development, and management of human resources.
When employees are treated well, they are motivated to give back.
(48) Future Trends
Several issues will emerge as critical for managing a global workforce.
Some firms are questioning expensive international assignments.
Employees are questioning the personal/professional value of an overseas assignment.
The emergence of “cross-border” commuters.
Commuter assignments have begun to take a larger role, especially in Europe.
One of the most profound trends is the dramatic rise and growth of emerging markets.
Localization of expatriates.