GI Net 11 - The Global Indonesian Surviving The Crisis in Global Talent

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11th Roundtable Discussion of Global Indonesian Network
Dr. Hana Panggabean
Director, School of Graduate Program Atma Jaya Catholic University of Indonesia
July, 1st 2013

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GI Net 11 - The Global Indonesian Surviving The Crisis in Global Talent

  1. 1. Hosted  by  : ! !! Media  Partner: A Global Indonesian Network Series The Global Indonesian Surviving the crisis in global talent 11th Roundtable Discussion of Global Indonesian Network Dr.Hana Panggabean Director,School of Graduate Program Atma Jaya Catholic University of Indonesia July,1st 2013
  2. 2. !! The Global Indonesian: Surviving the crisis in global talent/ July 2013 2 1 Indonesia: Land Of Opportunities 2 Intercultural Competence and Sensitivity 3 Studies on Indonesian Intercultural Competence and Sensitivity 4 Future Directions:Building the Global Talent Agenda
  3. 3. !! The Global Indonesian: Surviving the crisis in global talent/ July 2013 3 Indonesia : Land of Opportunities (i) World economics reports predict positive future for Indonesia in the new global economy Indonesia’s economy has enormous promise. It has been and still growing rapidly, from the currently 16th largest economy of the world, it is predicted to reach the seventh biggest in 2030. 2012, McKinsey Global Institute: The archipelago economy Unleashing Indonesia’s potential. Indonesia has positive economic growth among the new emerging economies (N-11).    2009  Goldman  Sachs,  Global  Economics  Paper  No.192 Asia’s rise will be led by PRC, India, Indonesia ,Japan, Rep.of Korea, Malaysia, and Thailand. Indonesia belongs to fast growing economies,characterized by a consistently high economic growth since 1990 and that it has reached middle income status.     2011 Asian Development Bank Report “Realizing the Asian Century”
  4. 4. !! The Global Indonesian: Surviving the crisis in global talent/ July 2013 4 Indonesia’s economy will likely break into the top 15 in the world in the next decade or so. The nation’s economic expansion is largely driven by domestic consumption rather than export-led growth, so it is less dependent on increasingly unpredictable global economic forces.  2013,  Boston  Consulting  Group  Report:   Growing  Pains,  Lasting  Advantage:   Tackling    Indonesia’s  Talent  Challenges. Between 2004-2012, there have been obvious indications of progress…Our high GDP growth has been a great achievement. The GDP figures show that all of Indonesia’economic sectors are growing.  Indonesia  Finance  Today:  Indonesia’s  economic  review  2004-­‐2012. Indonesia : Land of Opportunities (ii)
  5. 5. !! The Global Indonesian: Surviving the crisis in global talent/ July 2013 5 Acute shortage of talents: Exhibit 2,2013 BCG Report The Talent Crisis.. To build world-class labor forces 2011 Asian Development Bank Report Only 22 % of school-aged population are in schools. Only a small minority of Indonesia’s graduates from more than 1000 higher educations 40% shortfall of engineers in 2013 (by 2025 will be 70%).
  6. 6. !! The Global Indonesian: Surviving the crisis in global talent/ July 2013 6 ...and Global Talent Shortages Indonesia is underrepresented g l o b a l l y . A l m o s t n o n e o f Indonesians hit Fortune 500 CEOs, in comparison to other Asians (e.g. Fortune 2011: Chinese (45), Asian Indian (37), Japanese (17), Korean (6), Pakistani (3), Vietnamese (3), Bangladesh (1), Filipino (1), Malaysian (1), Singaporean (1) and Sri Lankan (1). “Indonesian talents are regarded as highly competent , highly demanded for international assignments, yet rare to find in global job market ” (Discussions with HR Directors of world class companies, March 2012)
  7. 7. !! The Global Indonesian: Surviving the crisis in global talent/ July 2013 7 1 Indonesia:Land Of Opportunities 2 Intercultural Competence and Sensitivity 3 Studies on Indonesian Intercultural Competence and Sensitivity 4 Future Directions:Building the Global Talent Agenda
  8. 8. !! The Global Indonesian: Surviving the crisis in global talent/ July 2013 8 Intercultural Competence Technical knowledge & skill Motivation Stress tolerance Respect for differences Harmony preservationSelf Control Awareness of communication symbols Language skill Verbal & non verbal expression Attribution process of information Cultural empathy Intercultural Sensitivity Intercultural Communication Competence What is Intercultural Competence & Sensitivity “To be effective in another culture, people must be interested in other cultures, be sensitive enough to notice cultural differences, and then also be willing to modify their behavior as an indication of respect for the people of other cultures ” (Bhawuk and Brislin, 1992)
  9. 9. !! The Global Indonesian: Surviving the crisis in global talent/ July 2013 9 INTERCULTURAL SENSITIVITY Cultural  Intelligence Developmental  Approach   Situa6onal  Approach Structural  Approach CogniBve,  affecBve, behavioral,  integraBve Perspectives of Intercultural Sensitivity
  10. 10. !! The Global Indonesian: Surviving the crisis in global talent/ July 2013 10 Psychological Health WCurvedAdjustment (Goolahorn&Goolahorn,1963) Culture Shock High Moderate Low Time of Sojourn EB C D F A Beginning Middle End After returning home Own Orientations Other’s Orientations Potential conflict sources leading to psychological distress Cultural overlapping Challenges of International Exposures
  11. 11. !! The Global Indonesian: Surviving the crisis in global talent/ July 2013 11 up to 50% of these international assignees – or commonly referred as expatriates- must return home earlier due to cultural adjustment problems, and resulted in significant financial loss (Black,1988; Eschback et.al,2001). Target Failures Challenges of International Exposures
  12. 12. !! The Global Indonesian: Surviving the crisis in global talent/ July 2013 12 “Terus saya kuliah di Australia, di Australia banyak yang namanya presentasi, banyak diskusi, jadi small group lalu diskusi, jadi kalo mau belajar harus ikutan, kalo mau dapet nilai mesti presentasi juga gitu ” Benefits of International Exposures “ Saya di educated dibimbing, dibina gitu menjadi seperti sekarang. Kalo saya ga keluar dari Indonesia, mungkin saya seperti yah waktu pertama kali keluar negeri sih, mau ngomong takut, takut, takut salah, ga ada jam terbang lha ” Out of Comfort Zone..
  13. 13. !! The Global Indonesian: Surviving the crisis in global talent/ July 2013 13 “….gak minta uang terus sama orang tua kerjanya juga mulai dari ngeruk salju.. uang jajan habis kemudian baru berasa wah cari uang itu sulit ya.. padahal kalau di Indonesia itu kerja saya cuma minta uang sama berantem” “Jadi menurutku memang beda ya antara mereka yang hidup mandiri, sama yang hidup dikelonin sama keluarganya jadi beda responsnya. Karena mereka hidup sendiri di luar negeri jadi harus tanggung jawab sendiri. Kalau di sini kan bangun siang, makanan udah siap, gitu ya. Kalau di sana, bangun siang, gak makan tuh ampe siang.. ” Benefits of International Exposures Out of Comfort Zone..
  14. 14. !! The Global Indonesian: Surviving the crisis in global talent/ July 2013 14 “Kalau di Amerika saya lebih mandiri karena dari umur 16, dan pola pikirnya juga lebih berubah.. kalau di Indonesia saya gak peduli sama yang lebih di bawah, baik adik kelas, pembantu, atau supir. Kalau di Amerika, wah orang-orang ini, masih lebih peduli sama yang dibawah, sama anak yang lebih kecil juga lebih main, saya orang luar juga dipedulikan.. nah dari sana pola pikir lebih beda, lebih mengalah, lebih baik sama yang lebih kecil, lebih peduli, lebih sama pembantu juga peduli, supir juga.. apa yang setelah di Amerika itu juga saya lebih appreciative ” Personal Growth “ kalau saya...confidencenya nambah…karena pengalaman, saya ga takut sama orang bule lagi sekarang. Mungkin kebanyakan orang Indonesia masih takut bule, saya sudah nggak. Saya tahu culture orang beda-beda, ya it’s okay orang Amerika memang selalu formal. Saya sudah melihat dan rasain sendiri kan, terutama pas di MBA ya karena terus saya melihat orang... ada consultant, ada bankers yang kadang-kadang mereka ga tahu apa-apa cuma ngomong dulu saja kan...”
  15. 15. !! The Global Indonesian: Surviving the crisis in global talent/ July 2013 15 “ Jadi kadang2 bisa aku bandingkan antara orang2 yang di hire dari luar, dengan yang dari lokal. Yang overseas graduate memang agak sombong, tapi, mereka commit. Dan mereka nunjukin kualitas, kalau mereka itu lulusan luar, mungkin ada kebanggaan tersendiri kali ya, jadi lulusan luar. Yang dari dalem, bukannya gak bisa, bisa sebenernya, pinter pinter. Cuma lebih banyak “ntar dulu ya? boleh gak nanti?”. Nawar gitu ya. Cuma kalau dari luar mereka lebih “hari ini ya hari ini”. Kalaupun mereka gak bisa, mereka dateng dengan strong reason. Begini begini begini ” Career Competitiveness “ Saya selalu berusaha mencari yang lulusan luar negeri ” “ Memang tergantung yang membuat karirnya, tetapi yang udah pernah di luar mungkin lebih gampang ”
  16. 16. !! The Global Indonesian: Surviving the crisis in global talent/ July 2013 16 1 Indonesia:Land Of Opportunities 2 Intercultural Competence and Sensitivity 3 Studies on Indonesian Intercultural Competence and Sensitivity 4 Future Directions:Building the Global Talent Agenda
  17. 17. !! The Global Indonesian: Surviving the crisis in global talent/ July 2013 17 Dimensions Local Global Group Harmony a tendency to maintain a harmonious and positive group atmosphere High High Participative Decision Making (musyawarah untuk mufakat) A specific decision making technique characterized by high level of consensus. High High Multiculturality Mental readiness to accept cultural differences as a central part of individual identity Moderate High Active Sensitivity Conflict resolution initiatives in the form of adequate responses Low High Conflict Avoidance Acts to avoid conflict High Low Implicit Communication Pattern of indirect communication indicated by frequent use of non-verbal communication channel High Low ✴ Research of Indonesian ICS (Panggabean,2004,N=213 professionals; Panggabean & Suryani,2007,N=773 Indonesians:international and local students,professionals,teachers,blue collar workers). Business field:manufacturing,printing,education,printing,real estate,oil & gas,advertising,government How? Indonesian ICS Profiles in Local & Global Context
  18. 18. !! The Global Indonesian: Surviving the crisis in global talent/ July 2013 18 Type Job  TitleJob  TitleJob  TitleJob  Title TotalType Business  Owner   Top  /  Senior  Manager   (incl.  President,  GM,   VP,  Director,  etc.) Manager Others Total Total 13 54 53 17 137 In-­‐Depth  Interviews in  Indonesia   In-­‐Depth  Interviews in  Indonesia   15   Chinese  Expatriate 8   Singaporean  Expatriate 15   Indonesian  Co-­‐workers 15   Indonesian  Co-­‐workers In-­‐Depth  Interviews in  China   In-­‐Depth  Interviews in  China   16   Indonesian  Expatriate 16   Singaporean  Expatriate 11   Chinese  Co-­‐workers 14   Chinese  Co-­‐workers In-­‐Depth  Interviews in  Singapore   In-­‐Depth  Interviews in  Singapore   Indonesian  Expatriate 20 Singaporean   Co-­‐workers 9 Research Respondents
  19. 19. !! The Global Indonesian: Surviving the crisis in global talent/ July 2013 19 Mo6va6ng   Indonesian   Leadership Org.  Commitment   &  Working   Performance Personable   Mediator Valued  Business   RelaRonship Climate  Management   &  Caring  RelaRonship Indonesian International Leadership
  20. 20. !! The Global Indonesian: Surviving the crisis in global talent/ July 2013 20 Job Position Chairman Associate  Director) Current Residence Jakarta,Indonesia Singapore Company background ‣ One of the largest Indonesian Industrial Conglomerates ‣ Ex.CEO of IBM ‣ USMNC ‣ World’s 8th largest pharmaceutical company ‣ Healthcare & Pharmaceutical Age Mid - 60 Early-40 International assignments ‣ Hong Kong ‣ New York ‣ Tokyo ‣ US ‣ Malaysia ‣ Singapore 1 2 ✓  o ✓  o Case Study’s Profile: Global Indonesians
  21. 21. !! The Global Indonesian: Surviving the crisis in global talent/ July 2013 21 Transforming Global & local career excellence Intracultural Experiences Intercultural Competence ‣ Born into a mix-culture parent. ‣ Grew up in multicultural urban or rural. ‣ Lived with extended family. ‣ Various groups of friends and networks. ‣ Multiple role demands, school or jobs Our Case Study: Harvesting Diversity Benefits Career’s critical incidents: ✴ Encounters with foreign bosses / colleagues ✴ Leading multinational team
  22. 22. !! The Global Indonesian: Surviving the crisis in global talent/ July 2013 22 1 Indonesia:Land Of Opportunities 2 Intercultural Competence and Sensitivity 3 Studies on Indonesian Intercultural Competence and Sensitivity 4 Future Directions: Building the Global Talent Agenda
  23. 23. !! The Global Indonesian: Surviving the crisis in global talent/ July 2013 23 ❖Global  Mindsets ❖Expand  own   Horizons ❖Foreign  Language   Proficiency   ❖Technical  Excellence ❖Intercultural   SensiBvity  &   Awareness ❖Self-­‐ArBculaBon ❖AsserBve   CommunicaBon Key Competences for Global Indonesian
  24. 24. !! The Global Indonesian: Surviving the crisis in global talent/ July 2013 24 Educational Building Block FOCUSED CURRICULUM COMPETITIVE SOFT SKILLS CONTEXT- BASED LEARNING FOREIGN LANGUAGE COMPETENCE OWN AND OTHER CULTURE SENSITIVITY
  25. 25. !! The Global Indonesian: Surviving the crisis in global talent/ July 2013 25 Organizational Building Block Exposure to diversity Early intensive experiences on intercultural learning International assignment in early career Strong technical competence Transforming the intra- cultural sensitivity to intercultural sensitivity Foreign colleague and boss in home International project/ Virtual teams Intensive working and living abroad Leading another culture Building Self competence Developing Assertiveness
  26. 26. Thank  You Contact us via … Follow us atTwitter @Glob_indonesian Visit us at http://globalindonesian.net id.linkedin.com/pub/hana-panggabean Mail to: hana.panggabean@atmajaya.ac.id hanaatmoko@yahoo.com Global Indonesian Network

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