We need to better understand certain cultural differences in order to give better advice to managers in how to lead teams, but what if leaders fail to navigate cultural complexities?
This is the presentation delivered by Randall Peterson at London Business School's 2015 Global Leadership Summit.
Personal Branding For Professional Success: How to Stand Out Within Your Orga...Aerial Ellis
Personal branding can be a powerful tool for career development. This presentation will explain how you can build a personal brand by discovering and positioning your individual strengths through the mastery of models similarly used by corporate brands. Learn the five must-haves needed to increase your potential of standing out in a crowded and competitive job market and achieve professional success. Let everyone know there's more to you than meets the eye.
Communicating the Case for Diversity and Inclusion Aerial Ellis
Addressing Imperatives: The growing requirement to address how workforce diversity has a quantifiable effect on business/performance outcomes, creates financial/economic benefits, and shifts organizational culture to impact greater human contribution; Assessing Implementation: The proactive effort that responds to the changing demographic profile of the workforce through the implementation of programs and services that support and empower a diverse workforce through multicultural approaches (ie. programs, initiatives, execution); Achieving Success: The return on investment (ROI) in terms of performance and economic outcomes that results from leveraging the variant knowledge, skills, abilities, talents, intellectual capital, perspectives, working styles, etc. of a diverse workforce (process-oriented).
Next Generation Diversity: Grooming Millennial Leaders Aerial Ellis
Lessons in Leadership for the Millennial Generation: Workplace Imperatives, Navigating Generational Diversity Best Practices for Leadership Development for Millennials
This module discusses basic information about diversity and inclusiveness necessary for preparing employees to work in multicultural workplace settings.
We need to better understand certain cultural differences in order to give better advice to managers in how to lead teams, but what if leaders fail to navigate cultural complexities?
This is the presentation delivered by Randall Peterson at London Business School's 2015 Global Leadership Summit.
Personal Branding For Professional Success: How to Stand Out Within Your Orga...Aerial Ellis
Personal branding can be a powerful tool for career development. This presentation will explain how you can build a personal brand by discovering and positioning your individual strengths through the mastery of models similarly used by corporate brands. Learn the five must-haves needed to increase your potential of standing out in a crowded and competitive job market and achieve professional success. Let everyone know there's more to you than meets the eye.
Communicating the Case for Diversity and Inclusion Aerial Ellis
Addressing Imperatives: The growing requirement to address how workforce diversity has a quantifiable effect on business/performance outcomes, creates financial/economic benefits, and shifts organizational culture to impact greater human contribution; Assessing Implementation: The proactive effort that responds to the changing demographic profile of the workforce through the implementation of programs and services that support and empower a diverse workforce through multicultural approaches (ie. programs, initiatives, execution); Achieving Success: The return on investment (ROI) in terms of performance and economic outcomes that results from leveraging the variant knowledge, skills, abilities, talents, intellectual capital, perspectives, working styles, etc. of a diverse workforce (process-oriented).
Next Generation Diversity: Grooming Millennial Leaders Aerial Ellis
Lessons in Leadership for the Millennial Generation: Workplace Imperatives, Navigating Generational Diversity Best Practices for Leadership Development for Millennials
This module discusses basic information about diversity and inclusiveness necessary for preparing employees to work in multicultural workplace settings.
Diversity PowerPoint PPT Content Modern SampleAndrew Schwartz
140 slides include: the various aspects of diversity, understanding diversity, 4 examples of innovative diversity programs, 4 types of workforce benefits, 6 key goals of diversified corporations, diversity in business and how to efficiently manage your workforce, 8 leadership characteristics important to tackling diversity, enacting change, how to reword an issue, promoting safe communication outlets, the 4 areas impacted by diversity management, how to: recruit, retain, benchmark, train and communicate, the 3 stages of workforce demographic change, measuring productivity and investment potential, the 5 step process of organizational change, 6 slides on catering to your consumer market, 3 common methods of risk diversification, methods and programs organizations can use to diversify, and more.
Shifting the Paradigm of Diversity and InclusionMegan Denhardt
An inclusive workforce boosts organizational effectiveness by lifting morale, strengthening access to new markets, and increasing productivity. Before organizations can reap these benefits, they must grow beyond simply increasing the number of affinity groups represented. Develop a better understanding of the relationship between diversity and disparities and how they affect your organization. Discover what it means to have a truly inclusive workplace and walk away with ideas and strategies you can use to reshape your organization by unleashing the power of diversity management.
Frederick Hobby, president, Institute for Diversity in Health Management
Cross Cultural Management
How to manage multicultural individuals?
- multicultural individuals: what can they bring to global organizations
- how can multicultural employees contribute to global businesses
- types of multicultural individuals
- managing a multicultural workforce
Promoting organizational diversity in any organization requires each employee and the manager to develop a set of skills for their own professional development. As a result a dynamic group develops with a each member providing his or her own cultural identity to the team. Included in this team is not only an employee’s merit but the individual employee’s personality. Equipped with the knowledge of prejudice and discrimination a paradigm of diversity develops within the group. The result is a team of employees sharing and implementing ideas of cultural diversity among each other as well as with their clients.
Diversity: Working Well With Others | Webinar 06.10.15BizLibrary
How do you feel when you attend diversity training?
Do you dread it?
Are you excited about?
Do you go just to get it done and check it off your list?
Diversity is a topic that can make people feel uneasy. That’s not the goal of diversity. The goal is to get everyone aligned for success by being enthusiastic, creating a positive work environment and ultimately learning how to work well with each other.
People have basic needs, Maslow said there are five, and one of those is “the need to belong”.
Do you foster a culture that encourages teamwork, communication, collaboration?
In this program we will talk about tools and strategies you can use to get your work teams to leverage their strengths instead of focusing on their differences.
www.bizlibrary.com
Diversity PowerPoint PPT Content Modern SampleAndrew Schwartz
140 slides include: the various aspects of diversity, understanding diversity, 4 examples of innovative diversity programs, 4 types of workforce benefits, 6 key goals of diversified corporations, diversity in business and how to efficiently manage your workforce, 8 leadership characteristics important to tackling diversity, enacting change, how to reword an issue, promoting safe communication outlets, the 4 areas impacted by diversity management, how to: recruit, retain, benchmark, train and communicate, the 3 stages of workforce demographic change, measuring productivity and investment potential, the 5 step process of organizational change, 6 slides on catering to your consumer market, 3 common methods of risk diversification, methods and programs organizations can use to diversify, and more.
Shifting the Paradigm of Diversity and InclusionMegan Denhardt
An inclusive workforce boosts organizational effectiveness by lifting morale, strengthening access to new markets, and increasing productivity. Before organizations can reap these benefits, they must grow beyond simply increasing the number of affinity groups represented. Develop a better understanding of the relationship between diversity and disparities and how they affect your organization. Discover what it means to have a truly inclusive workplace and walk away with ideas and strategies you can use to reshape your organization by unleashing the power of diversity management.
Frederick Hobby, president, Institute for Diversity in Health Management
Cross Cultural Management
How to manage multicultural individuals?
- multicultural individuals: what can they bring to global organizations
- how can multicultural employees contribute to global businesses
- types of multicultural individuals
- managing a multicultural workforce
Promoting organizational diversity in any organization requires each employee and the manager to develop a set of skills for their own professional development. As a result a dynamic group develops with a each member providing his or her own cultural identity to the team. Included in this team is not only an employee’s merit but the individual employee’s personality. Equipped with the knowledge of prejudice and discrimination a paradigm of diversity develops within the group. The result is a team of employees sharing and implementing ideas of cultural diversity among each other as well as with their clients.
Diversity: Working Well With Others | Webinar 06.10.15BizLibrary
How do you feel when you attend diversity training?
Do you dread it?
Are you excited about?
Do you go just to get it done and check it off your list?
Diversity is a topic that can make people feel uneasy. That’s not the goal of diversity. The goal is to get everyone aligned for success by being enthusiastic, creating a positive work environment and ultimately learning how to work well with each other.
People have basic needs, Maslow said there are five, and one of those is “the need to belong”.
Do you foster a culture that encourages teamwork, communication, collaboration?
In this program we will talk about tools and strategies you can use to get your work teams to leverage their strengths instead of focusing on their differences.
www.bizlibrary.com
#culturalintelligence #foodservice #brand
Touching on how the Multicultural Foodservice & Hospitality Alliance (MFHA) builds Culturally Intelligent brands and leaders in the industry. Snapshots of relevant training programs and Testimonials that help sales and increase profits for foodservice and hospitality businesses.
Cross Cultural Communication with reference to India, Netherlands and New Zealand.
What is culture ?
I
ceberg Theory Of Culture
Cross Culture Communication
Organizational Culture
Brief Introduction of Countries
India, Netherlands and New Zealand
Fundamental Dimensions of Culture
Trompenaars’ and Hampden-Turner’s 7 dimensions of culture
Etiquette and Customs
India
Netherlands
New Zealand
Business Etiquette and Protocol
India
Netherlands
New Zealand
Cultural Awareness: Self-Study Guide to Cross-Cultural CommunicationNeil Payne
Do you work across cultures? Cross-cultural communication is all about helping people better understand how to work smarter when working with people from different cultures, whether at home or abroad. This is a free self-study manual that covers the basics of cultural awareness with focus on how we communicate.
Discuss the primary impact of diversity on organizationsSolution.pdfaksharatelicom
Discuss the primary impact of diversity on organizations
Solution
Ans:
A DEFINITION OF DIVERSITY
Diversity is the presence of people from a wide range of backgrounds and possessing different
traits. Differences in age, race, ethnic origin, culture, physical abilities, religion and sexual
orientation are just some possible contributors to diversity. Though generally regarded as a good
thing for a workplace, diversity poses significant challenges for company leaders.
Primary Dimensions
The inner circle shows the primary dimensions of diversity -
those that are fundamental to a persons\' self-concept or core self. These dimensions, though not
necessarily visible,are unchangeable in that they are not a matter of choice. They form the basis
on which people make instantaneous judgments about one another, often through the process of
stereotyping.
Diversity Management
Diversity management is a concept that has emerged in the early 21st century as the United
States has become more diverse, causing organizations to become more diverse as well. To make
diversity work, companies typically need to offer some diversity training and proactively manage
the workplace to promote tolerance and acceptance of differences. Cultural awareness and
sensitivity training are the two common general components in a diversity training program.
Diversity Benefits
A number of important benefits are recognized in a well-managed diverse workplace.
Workplaces in which employees represent the basic makeup of the community population are
typically better received by customers and the public. Additionally, diverse work groups often
have more and better ideas because of broader backgrounds and experiences. Ethnic and cultural
diversity often help companies that operate globally to better understand global markets.
Diversity Challenges
You cannot simply put a group of people together with vast differences and expect them to
immediately get along well. Many people are unfamiliar with other cultures and have never had
to learn to coexist and collaborate with people from completely different backgrounds. This is
why diversity training is so important to the process. Diverse work groups often experience more
conflict upfront than groups that share more similarities.
Management Influence
Managers should not only offer training, but top management and front-line managers in a
diverse organization have to set the tone for an effective culture. This means promotion of a
nondiscriminatory work environment, and fair treatment of all workers in the hiring process, job
conditions, work evaluations and promotions. Company leaders who proactively support
diversity-based organizations or get their companies involved in supporting diverse organizations
serve their workplaces even more..
On the basis of global cultures, would people from the United States.pdfshalini178068
On the basis of global cultures, would people from the United States, Japan, or Chile be more
comfortable with a group or team-based approach to work?
Solution
“There’s a typical default way that we all act in our respective cultures. It is the way that we give
feedback, greet people, praise or don’t praise, so all sorts of things would be different across
cultures.
Multicultural teams offer a number of advantages to international firms, including deep
knowledge of different product markets, culturally sensitive customer service, and 24-hour work
rotations. But those advantages may be outweighed by problems stemming from cultural
differences, which can seriously impair the effectiveness of a team or even bring it to a
stalemate.
Creating successful work groups is hard enough wherein the global work force is geographically
dispersed. When team members come from different countries and functional backgrounds and
are working in different locations, communication can rapidly deteriorate, misunderstanding can
ensue, and cooperation can degenerate into distrust.
This multicultural challenge can be dealt with in four ways –
What strategy to follow will depend upon the particular circumstance the manager is into. In
general, though, managers who intervene early and set norms; teams and managers who try to
engage everyone on the team; and teams that can see challenges as stemming from culture, not
personality, succeed in solving culture-based problems with good humor and creativity. They are
the likeliest to harvest the benefits inherent in multicultural teams.
Sometimes, the level of social distance plays a major role in the success of global teams. The
level of social distance means the degree of emotional connection among team members. When
people on a team all work in the same place, the level of social distance is usually low. Even if
they come from different backgrounds, people can interact formally and informally, align, and
build trust. They arrive at a common understanding of what certain behaviors mean, and they
feel close and congenial, which fosters good teamwork. Coworkers who are geographically
separated, however, can’t easily connect and align, so they experience high levels of social
distance and struggle to develop effective interactions. Mitigating social distance therefore
becomes the primary management challenge for the global team leader.
The fundamental requirement to get such teams on right track is to generate awareness and
sensitivity in the team to other cultures and people. The key is to boost their cultural
“awareness”- in other words to teach them the skills that transcend mere etiquette. These days
the companies are running cultural sensitivity training programs that focus primarily on ensuring
internal harmony within the international workforce.
The team leader should always encourage open dialogue so that the people from diverse culture
can feel comfortable working within the team.
Since we are talking about geographica.
7LIBERTY UNIVERSITY SCHOOL OF DIVINITYResearch Paper P.docxalinainglis
7
LIBERTY UNIVERSITY SCHOOL OF DIVINITY
Research Paper Part 1
Professor Dr. Kenneth Nehrbass
in partial fulfillment of the requirements for the completion of
GLST 650 – D04 LUO
Intercultural Communication and Engagement
by
Avery Clementin
July 29, 2018
TABLE OF CONTENTS
INTRODUCTION 3
DEVELOPMENT PLAN 3
Present challenges 3
Future opportunities 4
Your CQ 4-5
Your strongest CQ capability 5
Your weakest CQ capability 5
ACTION PLAN 5
Strength; CQ action 6
Area for improvement; CQ knowledge 6
Accountability 6
BIBLIOGRAPHY 6
INTRODUCTION
Cultural intelligence (CQ) is a person’s ability to function effectively in a diversity of cultural circumstance whether domestically or intentionally. In all our cultures we have the idea of what is going on around us since we have a wealth of information most of which is in our subconscious minds thus helping us make sense of what we observe and experience. When we interact with people from different cultural background, the same prompts may have an entirely different meaning. Personal cultural intelligence has helped me to handle cultural diversity: the set of skills, abilities and knowledge needed to understand, recognize and adjust to changes in the culture. Through personal cultural intelligence training I can now critically scrutinize the meaning of my culture system and how it has influenced my assumptions, expectations and interpretations. This has helped a great deal in coming to acceptance that of the validity of the different world views. With high cultural intelligence we get a more comprehensive and inclusive manner of looking at the world. One becomes more accepting and less defensive to new ideas. We become more open to new ideas, relationships and perspectives. When we get released from the restrains of a particular worldview we open up to new contingencies and our lives are enriched.
DEVELOPMENT PL.
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The Impact of Artificial Intelligence on Modern Society.pdfssuser3e63fc
Just a game Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?Assignment 3
1. What has made Louis Vuitton's business model successful in the Japanese luxury market?
2. What are the opportunities and challenges for Louis Vuitton in Japan?
3. What are the specifics of the Japanese fashion luxury market?
4. How did Louis Vuitton enter into the Japanese market originally? What were the other entry strategies it adopted later to strengthen its presence?
5. Will Louis Vuitton have any new challenges arise due to the global financial crisis? How does it overcome the new challenges?
This comprehensive program covers essential aspects of performance marketing, growth strategies, and tactics, such as search engine optimization (SEO), pay-per-click (PPC) advertising, content marketing, social media marketing, and more
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1. Work Place Diversity
May’ 07
Eva Georgia - Keynote Speaker LA Multi-cultural Conference
We base our lives on seeking happiness and avoiding suffering, but the best we can do
for ourselves and for the planet, is to turn this whole way of thinking upside down. On a
very basic level, all human beings thinks that they should be happy . When life become
difficult or painful, we feel that something has gone wrong. This wouldn’t be a big
problem except for the fact that when we feel something has gone wrong, we’re willing
to do anything to feel ok again. We believe that there could be a lasting and security and
happiness available to us if we could only do the right thing.
When suffering arises we can use the opportunity to motivate and look for answers.
Many people including myself came to this spiritual path because of deep unhappiness.
It is human nature to seek God our darkest moments individually or as a society such as
in the case of events like 9-11, the sjunami, Katrina and more. It is in times like this that
color, creed or race don’t matter because people bind together in the face of suffering.
Suffering teach us empathy for others who are in the same boat. Furthermore, suffering
can humble us. Even the most arrogant and strongest person can be softened in the face
of losing someone dear.
It's going to take a jump-start, which requires four essential components: supportive and
committed leadership, an understanding of what a diversity issue is, a challenge of the
status quo, and a firm-wide assessment.
A diversity strategy and plan is about creating a better firm for all staff, not just
minorities and women. The diversity journey is a long one, with a destination that may at
times seem elusive. But the rewards are well worth it: a productive, passionate staff; a
strong, growing bottom line; and recognition and admiration by clients and competitors.
Jump-starting a diversity program ensures that a law firm's goals do not stall out in
neutral. There are issues you know you have, issues you suspect you have, and issues you
have no clue you have as a firm. Until you conduct some kind of audit or assessment of
the firm, you don't have your bearings.
Acknowledging the firm might have diversity issues is the first step to challenging the
status quo. Adhering to the status quo-doing the same things the firm has always done,
yet expecting better results-is organizational suicide. Firm leadership must understand
that acknowledging and addressing diversity issues will take an unyielding effort and an
unwavering commitment to long-term change. Leadership must admit the firm needs to
change certain policies, procedures, and business practices-both those that are formal and,
more importantly, those that are informal (written and unwritten rules of the firm).
2. Change the Organizational Culture
It is more difficult to change the culture of an existing organization than to create a
culture in a brand new organization. When an organizational culture is already
established, people must unlearn the old values, assumptions, and behaviors before they
can learn the new ones.
The two most important elements for creating organizational cultural change are
executive support and training.
Recognize that true communication is a “conversation.” It is two-way and real discussion
must result. It cannot be just a presentation.
• Leaders need to listen. Avoid defensiveness, excuse-making, and answers that are
given too quickly. Act with thoughtfulness.
Understanding Cross-Cultural Communication
(30 minutes)
A WORLD OF DIFFERENCES explores 14 different ways--verbal and nonverbal--that
two people from different cultures can fail to understand each other. Some of these
differences reflect language and translation problems. But many others involve subtle
differences in etiquette, gestures, values, norms, rituals, expectations, and other important
cross-cultural variations.
Cultural Awareness in the Multicultural workplace
“Understand the differences; act on the commonalities.” - Andrew Masondo, African
National Congress
The nature of our workplaces has changed. We have moved away from the monochromic
make-up of our offices to one that is now colored by team members from all over the
world. With this new multicultural make-up come differences in cultures which in turn
bring differences in areas such as communication styles, approach to time, managerial
styles and a plethora of other cross cultural differences.
Cultural awareness is now crucial if multicultural teams within businesses are going to
maximise their potential. Although cross cultural differences do not always cause obvious
problems, it is their more subtle manifestations that can and do lead to a lack of clear
communication and poor performance.
Why is Cultural awareness necessary?
Cultural awareness is important to help members of a multicultural team identify where
things may be going wrong or how to best leverage their differences. Without some sort
3. of formal cross cultural awareness training it is difficult for multicultural teams to
identify areas that need attention.
Cultural differences manifest in many ways. Within a multicultural team, a person’s
cultural background will impact how they act and behave. There will be differences in
areas such as communication, attitude to towards conflict, approaches to task completion
and decision making styles. Unless people come to realise these differences between
them through cultural awareness, problems can continue and even intensify.
Cultural awareness in a multicultural workplace
Building real cross cultural synergy is only accomplished through properly considered
cultural awareness training. However, below are some tips for people working in
multicultural workplaces who wish to implement some basics.
Build your cultural knowledge: Try and learn a bit more about other cultures and
countries. Information is easily found on the internet and in books. You can also ask your
colleagues. Start to build some sort of cultural awareness.
Treat people as individuals: Information in other cultures is usually based on
generalizations. This means that the information will not apply to every single member of
that culture. Be aware of this and try and deal with people as individuals.
Implement your cultural knowledge: If you have discovered some useful information
about a culture that is represented in your multicultural team put it to the test. It is only by
putting these things into action that you will come to see the benefits and learn more.
Withhold assumptions: Try to avoid jumping to conclusions about people. One of the
first rules of cultural awareness is refraining from assuming one way is wrong and one is
right.
Avoid blame: Blame is simply not constructive. When you see a situation break-down
rather than apportion blame, pick the situation apart with your ‘cultural awareness
glasses’ on and see what the cultural mechanics were. This helps resolve issues and act as
a precedent for the future.
Listen actively: Active listening is another cornerstone of cultural awareness. Rather
than listening to people you should really pay attention to the words used, the way it is
said, the context and also read between the lines.
Relay your knowledge: Work with colleagues in your multicultural team to relay
knowledge to one another. Help build up the skills set of the team.
Although not an exhaustive set of tips on cultural awareness, these simple pointers offer
some sort of guidance on how to go about realizing change in the multicultural
workplace.
4. Cross Cultural Awareness Briefings
It is sometimes the simple mistakes we make, like showing the soles of our shoes or
giving a thumbs up, when dealing with different cultures that can ruin a relationship or
months of hard work. Learning the simple cultural do's and don'ts can avoid this and help
generate respect and understanding.
Cross Cultural Communication
The advent of the global economy is changing the fundamental nature of our
governments, businesses, organizations and populations. In short, we are no longer
constrained by state boundaries but have all become part of an interdependent
international network.
One of the key changes this has triggered is the need to communicate effectively with
different people in different languages and from different cultures.
It is now recognized that linguistic and cultural knowledge are two of the most vital areas
of knowledge that organizations must come to acquire if they are to integrate, progress
and succeed in the marketplace. Cross cultural communication is a must!
Cross-cultural communication can be difficult, inaccurate, and highly stressful. When we
are immersed in an environment where the language, attitudes, values, and behaviors are
alien to our own experience, we may suffer disorientation and frustration--an experience
known as "culture shock." This is because culture affects almost all behaviors. Culture
governs how close we stand while talking with another person. Culture governs how we
use (or avoid) eye contact. Culture governs how we express (or suppress) powerful
emotions such as joy, disapproval, and anger. Culture even governs the expression (if not
the actual experience) of love, because culture determines whether we feel free to express
love in public settings by holding hands, hugging, or kissing the person we love. Cross -
cultural communication is a must!