International trade and across-borders investment have accelerated strongly over the last decades. Business goes beyond the country borders, and never before have we seen that the world became so closely interconnected. Thus resulted that more and more corporations and organizations facing increasingly culturally diverse groups to manage and to deal with, internally and also externally. Hence it indicates the increasing needs of systematic development of intercultural competence and sensitivity for leaders and professionals at all level.
Recent studies and best practice examples on building intercultural competence and sensitivity for different target groups, incl. senior leaders and young professionals will be presented. Subsequently different learning and development approaches will be discussed, highlighting on the examples from Germany, China and other Asian region.
This presentation features a scenario about top managers who have a cultural misunderstanding. Their misunderstanding jeopardizes a key business outcome: The integration of the global retail operations of their employer. The top managers need to develop cultural competency, including the skill of switching behavioral styles. This presentation also includes information about the contrasting problem-solving styles of Germans and US Americans.
This presentation features a scenario about top managers who have a cultural misunderstanding. Their misunderstanding jeopardizes a key business outcome: The integration of the global retail operations of their employer. The top managers need to develop cultural competency, including the skill of switching behavioral styles. This presentation also includes information about the contrasting problem-solving styles of Germans and US Americans.
Cross Cultural Training PowerPoint PresentationAndrew Schwartz
(ReadySetPresent Cross-Cultural Training PowerPoint Content)
155 slides include: 21+ slides on cross-cultural regional attributes: Asia, Africa, Europe, Middle East, North American, and Latin America, 22 slides on Religious belief systems & Practices, 7 slides on Non-verbal languages across cultures, 19 slides on noting the global challenges and looking for intercultural/cross-cultural opportunities, 9 tips dealing with cultural differences, 9 slides of tips and techniques on intercultural adjustments for expatriates, 15 slides on Intercultural Dialogue tips and techniques, 5 slides on negotiation across cultures, 8 slides on conflict resolution across cultures, how to’s and more.
Cross cultural management involves managing work teams in ways that considers the differences in cultures, practices and preferences of consumers in a global or international business context. Many businesses have to learn to modify or adapt their approaches in order to compete on a level in fields no longer bound by physical geography with online interactions more common in business and other situations.
Cultural Intelligence: A Leadership Skill for the FutureCheryl Doig
This presentation is for educators who wish to explore the increasing cultural diversity of staff, students and community and how cultural intelligence can be grown.
Created by Aditi Shrivastava, Aditya Malviya, Aditya Rana, Akshat Saxena . Students of UIT RGPV CSE - A 2014 Group 2. Cross Cultural Communication and barrier to efective communication.
This ppt includes overview of cross cultural communication,
different values of different cultures and tips to improve cross cultural communication skill
Cross Cultural PowerPoint PPT Content Modern SampleAndrew Schwartz
159 slides include: 21+ slides on cross-cultural regional attributes: Asia, Africa, Europe, Middle East, North American, and Latin America, religious belief systems & practices, Non-verbal languages across cultures, noting the global challenges and looking for intercultural/cross-cultural opportunities, 9 tips dealing with cultural differences, tips and techniques on intercultural adjustments for expatriates, intercultural dialogue tips and techniques, negotiation across cultures, conflict resolution across cultures, how to’s and more.
Cross-Cultural Management in International EnvironmentHora Tjitra
Executive summary presentation from the book "Managing Across Cultures" from Susan Schneider and Jean-Louis Barsoux. How to manage international corporation, communicate across cultures etc.
Languages and Intercultural Communication: Psychology PerspectiveHora Tjitra
Language & Communication across Cultures in Cross-cultural Perspective. A Presentation summary based on the book from Matsumoto, D. & Juang, L. (2007). Culture and Psychology (4th Ed.). Wadsworth.
Cross Cultural Training PowerPoint PresentationAndrew Schwartz
(ReadySetPresent Cross-Cultural Training PowerPoint Content)
155 slides include: 21+ slides on cross-cultural regional attributes: Asia, Africa, Europe, Middle East, North American, and Latin America, 22 slides on Religious belief systems & Practices, 7 slides on Non-verbal languages across cultures, 19 slides on noting the global challenges and looking for intercultural/cross-cultural opportunities, 9 tips dealing with cultural differences, 9 slides of tips and techniques on intercultural adjustments for expatriates, 15 slides on Intercultural Dialogue tips and techniques, 5 slides on negotiation across cultures, 8 slides on conflict resolution across cultures, how to’s and more.
Cross cultural management involves managing work teams in ways that considers the differences in cultures, practices and preferences of consumers in a global or international business context. Many businesses have to learn to modify or adapt their approaches in order to compete on a level in fields no longer bound by physical geography with online interactions more common in business and other situations.
Cultural Intelligence: A Leadership Skill for the FutureCheryl Doig
This presentation is for educators who wish to explore the increasing cultural diversity of staff, students and community and how cultural intelligence can be grown.
Created by Aditi Shrivastava, Aditya Malviya, Aditya Rana, Akshat Saxena . Students of UIT RGPV CSE - A 2014 Group 2. Cross Cultural Communication and barrier to efective communication.
This ppt includes overview of cross cultural communication,
different values of different cultures and tips to improve cross cultural communication skill
Cross Cultural PowerPoint PPT Content Modern SampleAndrew Schwartz
159 slides include: 21+ slides on cross-cultural regional attributes: Asia, Africa, Europe, Middle East, North American, and Latin America, religious belief systems & practices, Non-verbal languages across cultures, noting the global challenges and looking for intercultural/cross-cultural opportunities, 9 tips dealing with cultural differences, tips and techniques on intercultural adjustments for expatriates, intercultural dialogue tips and techniques, negotiation across cultures, conflict resolution across cultures, how to’s and more.
Cross-Cultural Management in International EnvironmentHora Tjitra
Executive summary presentation from the book "Managing Across Cultures" from Susan Schneider and Jean-Louis Barsoux. How to manage international corporation, communicate across cultures etc.
Languages and Intercultural Communication: Psychology PerspectiveHora Tjitra
Language & Communication across Cultures in Cross-cultural Perspective. A Presentation summary based on the book from Matsumoto, D. & Juang, L. (2007). Culture and Psychology (4th Ed.). Wadsworth.
Humans communicate on many levels: spoken language, tone, body language, style and personality. The fact that we have complex cultural identities and a host of differing past experiences increases the probability of cross-cultural miscommunications. This workshop presents major cross-cultural communication theories, ways that cultural values, power, privilege and differences affect the way we communicate, tools for questioning assumptions, and ways to improve cross-cultural communications skills.
Cisco helps educators make Amazing Education happen. The first part of the presentation show smart, simple, and secure technology fresh out of the factory. The second part of the presentation was delivered remotely from San Jose, California, through Telepresence.
Best Practices for Scaling Agile: The session provides a framework for effectively initiating agile projects that support sustainable, value-focused teams. Presented by BigVisible Solutions.
Unlocking Chinese Innovation Power: A learning journey from low-cost manufact...Hora Tjitra
In the recent years China moves gradually from the factory of the world – famous for its very low-cost manufacturing ability -, into making more and more high-tech available for every consumer at a very low cost. How did Chinese firms managed the transformation from low-cost manufacturing into high-tech at low-cost production? Prof. Tjitra will present recent studies, analysis the innovation of Chinese firms in the IT industry, high-tech manufacturing as well as the Chinese small- and mid-sized Enterprises: how do they learn from imitating to innovating? what could be the factors behind the success of Chinese firms? what are the unique Chinese ways and strategies in these innovation process? what are the learning points from the Chinese cost-innovation approaches?
GI Net 10 - Business Roles in Sustainable DevelopmentHora Tjitra
Materials presented during the 10th GI Net: "Ensuring Sustainability in Organizational Transformation" on May 07, 2013, by President Indonesia Global Compact Network
Sound! Light! Action! Learning? Experiences from the annual MEDEA AwardsMEDEA Awards
This presentation was given during the 11th DIVERSE International Conference took place in Dublin, Ireland from 28 to 30 June 2011. On Thursday 30 June, Sally Reynolds (ATiT, Belgium) and Deborah Arnold (Videoscop - Universite Nancy 2, France) presented "Sound! Light! Action! Learning? Experiences from the annual MEDEA Awards", a plenary session which combined a presentation of winning MEDEA entries as well as a judging session using a sample MEDEA entry.
Humans communicate on many levels: spoken language, tone, body language, style and personality. The fact that we have complex cultural identities and a host of differing past experiences increases the probability of cross-cultural miscommunications. This workshop presents major cross-cultural communication theories; ways that cultural values, power, privilege and differences affect the way we communicate; tools for questioning assumptions; and ways to improve cross-cultural communications skills.
We help our clients in better understanding the art of balancing global integration and local adaptation.
Developing cultural effectiveness and building team integration
by providing consulting, assessment, training and coaching services
Best Practice in Learning & Development in ChinaHora Tjitra
Best Practice in Learning & Development in China. Three studies will introduced: 1) Chinese Learner 2) International Employability 3) Corporate Training Process
A proposal for the PISA 2018 Assessment of Global CompetenceEduSkills OECD
Globalisation brings innovation, new experiences and higher living standards, but it equally contributes to economic inequity and social division. That’s why this generation requires new capacities. Young people need to collaborate with people from different disciplines, cultures and value systems, in a way that solves complex problems and creates economic and social capital. They need to bring judgement and action to difficult situations in which people’s beliefs and standards are at odds.
For some years, educators have been discussing how best to build these capacities. Is there a distinctive competence that equips young people for the culturally diverse and digitally-connected communities in which they work and socialise? And can students learn to mobilise knowledge, skills, values and attitudes, in order to act creatively, collaboratively and ethically?
These issues are now at the heart of international education discussion.
Education 2.0 Conference Highlights The Role Of Cultural Intelligence To Prep...Education 2Conf
In this presentation by the Education 2.0 Conference, we will discover the world of Cultural Intelligence (CQ) in this engaging presentation. Learn what CQ is and why it's crucial for students in our globalized world. Explore practical strategies for developing cultural intelligence and understand the real-time benefits it offers, from enhanced employability to improved problem-solving skills. Prepare students for success in a diverse and interconnected global landscape.
icEurope Project & Web Collaboration IntroClaudia Warth
Presentation on the Comenius project icEurope
Gives a general project overview, its main theoretical and methodological aspects (intercult. communication, language learning, strategies and e-learning/Moodle), introduces web collaboration and presents main achievements during 1st year; also some views of the pilot Moodle course and materials
Intercultural Learning from the Inside Out: Supporting Faculty, Staff, and St...CIEE
In this session, we'll explore research on the role of faculty and staff in supporting students’ intercultural learning, and discuss opportunities for intercultural development for education professionals, including training, coaching, and peer-learning groups. We'll share an institutional account of how intercultural training efforts have benefited staff and students. Participants will discuss how they can develop faculty and staff intercultural development programs at their own institutions to create more inclusive and effective programming.
Strategies for Developing Intercultural Competence: 1.Cultural Self-Awareness 2.Cultural Learning and Education 3.Empathetic Listening and Perspective-Taking 4.Cross-Cultural Communication Skills
This seminar provides a practical introduction to cultural competence and the relationship between culture and business. It is broad in approach and examples are given from many areas in the world in order to show the range of different values, attitudes and approaches to everyday business activities. Participants consider how their own cultural background influences the way they work and think about the world, before looking at other cultures. Various awareness-raising activities are used to:
Define and understand “culture“ and its implications for business success
Consider participants’ own values and how these affect business attitudes and behaviour Distinguish between cultures that participants encounter and how they are perceived
Examine different approaches to management, decision-making and communication
Consider how to communicate effectively and minimise misunderstanding
Outcome
Participants will be able to maximise their effectiveness in building
relationships and communicating with clients and colleagues in a range
of different business situations.
In the closing keynote to the Media Education Summit in Prague in 2014, Professor Hobbs shares insights gained from working with educators and researchers in Turkey, Russia, Brazil and Israel who are exploring media literacy pedagogy and practice at the elementary and secondary levels. She
describes and analyzes an example of a global media
literacy project that involved Turkish and American
middle-school students. Professor Hobbs considers
how teacher motivations regarding the use of digital
media interact with structural relationships between
government, school and higher education to produce
differential opportunities for innovation. She identifies the many flavors of digital literacy now circulating in contemporary culture and shows how collaborative global research in media literacy education can help researchers examine and question some fundamental assumptions and
expectations of the field.
GI Net 13 - Journey of Telkom CorpU | Telkom IndonesiaHora Tjitra
Materials presented during the 13th GI Net: "Corporate Learning and Development" on October 30, 2013, by Mr. Tonda Priyanto, Senior GM of Telkom Corporate University
GI Net 13 - LTD The Chief Learning Officer | TjitraHora Tjitra
Materials presented during the 13th GI Net: "Corporate Learning and Development" on October 30, 2013, by Prof. Dr. Hora Tjitra, Executive Director and Chief Consultant of Tjitra & associates (www.tjitra.com)
Be Global - 5th APIO | Mercu Buana University 20131005Hora Tjitra
Material presented by Prof. Dr. Hora Tjitra, Executive Director of Tjitra & associates (www.tjitra.com) and also Associate Professor for Applied Psychology at Zhejiang University, China, during the 5th APIO Conference in Jakarta (October 5th, 2013)
Asian Leadership Across Borders - SAPIC 2013 UAD | Tjitra 2013.08Hora Tjitra
Materials presented during The Southeast Asia Psychology International Conference 2013 - Yogyakarta, Indonesia, August 24 - August 26, 2013 - Prof. Dr. Hora Tjitra, Director of Tjitra & associates (www.tjitra.com) & Associate Professor for Applied Psychology at Zhejiang University
GI Net 12 - Building Indonesian Global Leaders | Unilever IndonesiaHora Tjitra
Materials presented during the 12th GI Net: "Developing Global Competence for (Future) Indonesian Leaders" on August 30, 2013, by HR Director of Unilever Indonesia
Intercultural Competence - The 10th Biennial Conference of AASP | Tjitra 2013...Hora Tjitra
Materials presented during The 10th Biennial Conference of Asian Association of Social Psychology - Yogyakarta - Indonesia, August 21 - August 24, 2013 - Prof. Dr. Hora Tjitra, Director of Tjitra & associates (www.tjitra.com) & Associate Professor for Applied Psychology at Zhejiang University
GI Net 11 - The Global Indonesian Surviving The Crisis in Global TalentHora Tjitra
11th Roundtable Discussion of Global Indonesian Network
Dr. Hana Panggabean
Director, School of Graduate Program Atma Jaya Catholic University of Indonesia
July, 1st 2013
GI Net 10 - Ensuring Sustainability in Organizational TransformationHora Tjitra
Materials presented during the 10th GI Net: "Ensuring Sustainability in Organizational Transformation" on May 07, 2013, by Prof. Dr. Hora Tjitra, Director of Tjitra & associates (www.tjitra.com) & Associate Professor for Applied Psychology at Zhejiang University
GI Net 9 - Servant Leadership Leading With HeartHora Tjitra
This is a power point material from Global events Indonesian Network, held on 4 April 2013. The theme of this event is: Servant Leadership-Leading with heart, performed by Dr. Hana Panggabean with Mr. Erwin Tenggono, advisor Pt. Anugrah Argon Medica.
Suara Pembaruan: "Kepemimpinan Etis dalam Perubahan"Hora Tjitra
An article based on book launching on "Pemimpin dan Perubahan" : Langgam terobosan profesional bisnis Indonesia, by Prof. Dr. Hora Tjitra, Dr. Hana Panggabean, and Dr. Juliana Murniati
GI Net 7 - Global mind, local act: The art of change leadershipHora Tjitra
Best practices on change leadership on Indonesian context, based on interview with 20+ Indonesian C - level executives. Materials presented during the 7th GI Net: on December 18, 2012, by Dr. Hana Panggabean
Global Indonesian Network (GI-Net): IntroductionHora Tjitra
Global Indonesian-Network (GI-Net) is a series of events aiming to promote an open and interactive dialogue between the academic world and business practices.
GI Net 5 - Best Practices on Change LeadershipHora Tjitra
The preliminary insights from our recent studies of change leadership in Indonesia, China, Singapore, US, Germany and France covers:
- Insights from CEO and other C-Level Executives from Indonesia, Germany, US and France.
- Where leaders’ successes and failures exist in leading large scale change – through their own report of self learning as well as their assessments of their organization’s capacity to change.
- Human dilemmas the leaders faced when becoming the leader of a large scale change, also looking at the kinds of solutions that address these dilemmas.
- The challenges of change as represented by both the leader and the organization.
RMD24 | Debunking the non-endemic revenue myth Marvin Vacquier Droop | First ...BBPMedia1
Marvin neemt je in deze presentatie mee in de voordelen van non-endemic advertising op retail media netwerken. Hij brengt ook de uitdagingen in beeld die de markt op dit moment heeft op het gebied van retail media voor niet-leveranciers.
Retail media wordt gezien als het nieuwe advertising-medium en ook mediabureaus richten massaal retail media-afdelingen op. Merken die niet in de betreffende winkel liggen staan ook nog niet in de rij om op de retail media netwerken te adverteren. Marvin belicht de uitdagingen die er zijn om echt aansluiting te vinden op die markt van non-endemic advertising.
Enterprise Excellence is Inclusive Excellence.pdfKaiNexus
Enterprise excellence and inclusive excellence are closely linked, and real-world challenges have shown that both are essential to the success of any organization. To achieve enterprise excellence, organizations must focus on improving their operations and processes while creating an inclusive environment that engages everyone. In this interactive session, the facilitator will highlight commonly established business practices and how they limit our ability to engage everyone every day. More importantly, though, participants will likely gain increased awareness of what we can do differently to maximize enterprise excellence through deliberate inclusion.
What is Enterprise Excellence?
Enterprise Excellence is a holistic approach that's aimed at achieving world-class performance across all aspects of the organization.
What might I learn?
A way to engage all in creating Inclusive Excellence. Lessons from the US military and their parallels to the story of Harry Potter. How belt systems and CI teams can destroy inclusive practices. How leadership language invites people to the party. There are three things leaders can do to engage everyone every day: maximizing psychological safety to create environments where folks learn, contribute, and challenge the status quo.
Who might benefit? Anyone and everyone leading folks from the shop floor to top floor.
Dr. William Harvey is a seasoned Operations Leader with extensive experience in chemical processing, manufacturing, and operations management. At Michelman, he currently oversees multiple sites, leading teams in strategic planning and coaching/practicing continuous improvement. William is set to start his eighth year of teaching at the University of Cincinnati where he teaches marketing, finance, and management. William holds various certifications in change management, quality, leadership, operational excellence, team building, and DiSC, among others.
"𝑩𝑬𝑮𝑼𝑵 𝑾𝑰𝑻𝑯 𝑻𝑱 𝑰𝑺 𝑯𝑨𝑳𝑭 𝑫𝑶𝑵𝑬"
𝐓𝐉 𝐂𝐨𝐦𝐬 (𝐓𝐉 𝐂𝐨𝐦𝐦𝐮𝐧𝐢𝐜𝐚𝐭𝐢𝐨𝐧𝐬) is a professional event agency that includes experts in the event-organizing market in Vietnam, Korea, and ASEAN countries. We provide unlimited types of events from Music concerts, Fan meetings, and Culture festivals to Corporate events, Internal company events, Golf tournaments, MICE events, and Exhibitions.
𝐓𝐉 𝐂𝐨𝐦𝐬 provides unlimited package services including such as Event organizing, Event planning, Event production, Manpower, PR marketing, Design 2D/3D, VIP protocols, Interpreter agency, etc.
Sports events - Golf competitions/billiards competitions/company sports events: dynamic and challenging
⭐ 𝐅𝐞𝐚𝐭𝐮𝐫𝐞𝐝 𝐩𝐫𝐨𝐣𝐞𝐜𝐭𝐬:
➢ 2024 BAEKHYUN [Lonsdaleite] IN HO CHI MINH
➢ SUPER JUNIOR-L.S.S. THE SHOW : Th3ee Guys in HO CHI MINH
➢FreenBecky 1st Fan Meeting in Vietnam
➢CHILDREN ART EXHIBITION 2024: BEYOND BARRIERS
➢ WOW K-Music Festival 2023
➢ Winner [CROSS] Tour in HCM
➢ Super Show 9 in HCM with Super Junior
➢ HCMC - Gyeongsangbuk-do Culture and Tourism Festival
➢ Korean Vietnam Partnership - Fair with LG
➢ Korean President visits Samsung Electronics R&D Center
➢ Vietnam Food Expo with Lotte Wellfood
"𝐄𝐯𝐞𝐫𝐲 𝐞𝐯𝐞𝐧𝐭 𝐢𝐬 𝐚 𝐬𝐭𝐨𝐫𝐲, 𝐚 𝐬𝐩𝐞𝐜𝐢𝐚𝐥 𝐣𝐨𝐮𝐫𝐧𝐞𝐲. 𝐖𝐞 𝐚𝐥𝐰𝐚𝐲𝐬 𝐛𝐞𝐥𝐢𝐞𝐯𝐞 𝐭𝐡𝐚𝐭 𝐬𝐡𝐨𝐫𝐭𝐥𝐲 𝐲𝐨𝐮 𝐰𝐢𝐥𝐥 𝐛𝐞 𝐚 𝐩𝐚𝐫𝐭 𝐨𝐟 𝐨𝐮𝐫 𝐬𝐭𝐨𝐫𝐢𝐞𝐬."
Attending a job Interview for B1 and B2 Englsih learnersErika906060
It is a sample of an interview for a business english class for pre-intermediate and intermediate english students with emphasis on the speking ability.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
3.0 Project 2_ Developing My Brand Identity Kit.pptxtanyjahb
A personal brand exploration presentation summarizes an individual's unique qualities and goals, covering strengths, values, passions, and target audience. It helps individuals understand what makes them stand out, their desired image, and how they aim to achieve it.
Personal Brand Statement:
As an Army veteran dedicated to lifelong learning, I bring a disciplined, strategic mindset to my pursuits. I am constantly expanding my knowledge to innovate and lead effectively. My journey is driven by a commitment to excellence, and to make a meaningful impact in the world.
Business Valuation Principles for EntrepreneursBen Wann
This insightful presentation is designed to equip entrepreneurs with the essential knowledge and tools needed to accurately value their businesses. Understanding business valuation is crucial for making informed decisions, whether you're seeking investment, planning to sell, or simply want to gauge your company's worth.
As a business owner in Delaware, staying on top of your tax obligations is paramount, especially with the annual deadline for Delaware Franchise Tax looming on March 1. One such obligation is the annual Delaware Franchise Tax, which serves as a crucial requirement for maintaining your company’s legal standing within the state. While the prospect of handling tax matters may seem daunting, rest assured that the process can be straightforward with the right guidance. In this comprehensive guide, we’ll walk you through the steps of filing your Delaware Franchise Tax and provide insights to help you navigate the process effectively.
Premium MEAN Stack Development Solutions for Modern BusinessesSynapseIndia
Stay ahead of the curve with our premium MEAN Stack Development Solutions. Our expert developers utilize MongoDB, Express.js, AngularJS, and Node.js to create modern and responsive web applications. Trust us for cutting-edge solutions that drive your business growth and success.
Know more: https://www.synapseindia.com/technology/mean-stack-development-company.html
RMD24 | Retail media: hoe zet je dit in als je geen AH of Unilever bent? Heid...BBPMedia1
Grote partijen zijn al een tijdje onderweg met retail media. Ondertussen worden in dit domein ook de kansen zichtbaar voor andere spelers in de markt. Maar met die kansen ontstaan ook vragen: Zelf retail media worden of erop adverteren? In welke fase van de funnel past het en hoe integreer je het in een mediaplan? Wat is nu precies het verschil met marketplaces en Programmatic ads? In dit half uur beslechten we de dilemma's en krijg je antwoorden op wanneer het voor jou tijd is om de volgende stap te zetten.
India Orthopedic Devices Market: Unlocking Growth Secrets, Trends and Develop...Kumar Satyam
According to TechSci Research report, “India Orthopedic Devices Market -Industry Size, Share, Trends, Competition Forecast & Opportunities, 2030”, the India Orthopedic Devices Market stood at USD 1,280.54 Million in 2024 and is anticipated to grow with a CAGR of 7.84% in the forecast period, 2026-2030F. The India Orthopedic Devices Market is being driven by several factors. The most prominent ones include an increase in the elderly population, who are more prone to orthopedic conditions such as osteoporosis and arthritis. Moreover, the rise in sports injuries and road accidents are also contributing to the demand for orthopedic devices. Advances in technology and the introduction of innovative implants and prosthetics have further propelled the market growth. Additionally, government initiatives aimed at improving healthcare infrastructure and the increasing prevalence of lifestyle diseases have led to an upward trend in orthopedic surgeries, thereby fueling the market demand for these devices.
Taurus Zodiac Sign_ Personality Traits and Sign Dates.pptxmy Pandit
Explore the world of the Taurus zodiac sign. Learn about their stability, determination, and appreciation for beauty. Discover how Taureans' grounded nature and hardworking mindset define their unique personality.
Global Interconnection Group Joint Venture[960] (1).pdf
Developing Intercultural Competence of Global Leader: An Action Learning Approach
1. Developing Intercultural Competence and Sensitivity to Make Global Business More Effective:
An Actions Oriented Learning Approach
by
Prof.
Dr.
Hora
Tjitra
&
Daisy
Zheng
Global Learning Track
Cologne, October 14th 2010
2. Excellence through Culture, Talent and Change
IJV: Building High Performance Team in the Top Management_v1.0 / 2010-08 2
14 years in Germany
7 years in China
Born and grew up
in Indonesia
Prof. Dr. Hora Tjitra – Cross-cultural and Business Psychology
Dipl.-Psych.,Technical University of Braunschweig
Organizational Psychology and Human Resource Management
Dr.Phil.,University of Regensburg
Intercultural Psychology and Strategic Management
Executive Education,INSEAD
HR Management in Asia
3. Excellence through Culture, Talent and Change
Developing Intercultural Competence and Sensitivity_v1.0 / 2010-08
Index
3
1 Why do we need intercultural competence? 4
2 Understanding Intercultural Competence & Sensitivity 11
3 Developing Intercultural Competence & Sensitivity 15
3.1 Preparation for International Assignment 16
3.2 Developing Intercultural Competence of Young Professionals 20
3.3 Developing Intercultural Sensitivity of Global Managers 30
3.4 Other Approaches 35
7. Excellence through Culture, Talent and Change
Developing Intercultural Competence and Sensitivity_v1.0 / 2010-08
Most of the High-Tech Product is a Global One
7
sourcehttp://blog.chinatells.com/2010/08/4575
10. “Global Leader” - A Working Definition
Global Leader /
International Manager
National Leader /
Local Manager
10
Chairman of
Telkom Indonesia
CEO of Siemens
CEO of
China National Petroleum
President
of World Bank
CEO of Lenovo
President of US
US Secretary of State
11. Global Leader ≠ World-Class Leader
Superior / Boss
Internal PartnersExternal Partners
Team members / Employees
Who are the stakeholders of the organization?
What are the impacts of their decision?
Power
Influences
Impact
11
12. Excellence through Culture, Talent and Change
Developing Intercultural Competence and Sensitivity_v1.0 / 2010-08 12
Decision Makers
& Corporate Strategist
HQ
Employee
Headquarter
Expatriate
Local
Employee
Third National
Employee
Foreign Offices
Tjitra, 2000
The Player in a Global Business Environment
14. WHAT is
Intercultural Competence and 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)
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
14
16. Is Cross-Culture Adaptation a Universal Value?
Andere Länder, andere Sitten.
Allá donde fueres,
haz lo que vieres.
À Rome,
fais comme les Romains.
郷に入っては郷に従う.
Lain ladang lain belalang,
lain lubuk lain ikannya.
入乡随俗
16
Tolerance?
Differences Harmonization?
Heightened Sensitivity?
18. Excellence through Culture, Talent and Change
Developing Intercultural Competence and Sensitivity_v1.0 / 2010-08 18
When to Use the Training: International Assignment
• Developing expatriate-profiles
and conducting selection
• Preparation of the expatriates and
their families (e.g. cultural
awareness training, etc.)
• Conceptualization of an escorting
system during the assignment
(e.g. coaching, mentoring, etc.)
• Return planing and
reintegration seminar
• Internal marketing to motivate
employee for international assignment
Marketing
Selection
PreparationSupporting
Reintegration
International
Assignment
Different types of cultural awareness training is helpful for each stage of the circle
10% - 50% of expatriates returning early from their assignment.
Expatriates’ difficulties are costly for MNCs, ranging from $250,000 to $1 million.
(Eschbach et al., 2001)
19. Excellence through Culture, Talent and Change
Developing Intercultural Competence and Sensitivity_v1.0 / 2010-08
General Cross Cultural Awareness Training Design
19
Lunch
Dinner
Break
Break
Day 3
… on the Way
to Cross-Cultural Synergy
Personal Charter
& Learning Plan
Day 1
Critical Situations
in Working Places
My understanding of others:
Self and other perception
Culture & Management:
Working in International
Environments
Cultural Encounter
Situations
Learning in Action
Short Lecture & Discussion
Joint Dinner
Case Study:
Cross-cultural Leadership
Day 2
Communication
Across Cultures
Role Play:
“First Meeting”
Case and Role Play:
Conflict Management and
Team Building
20. Excellence through Culture, Talent and Change
Developing Intercultural Competence and Sensitivity_v1.0 / 2010-08
How Effective is a Cross-Cultural Awareness Training
in Developing Intercultural Competence?
20
21. 21
“I hear and I forget,
I see and I remember,
I do and I understand.”
Learning is a process whereby the learners study their own actions and
experience in order to improve performance.
While classroom learning focuses on presentation of knowledge and skills,
action learning focuses on research into action taken and knowledge
emerges as a result that should lead to the improvement of skills and
performance.
23. Excellence through Culture, Talent and Change
Developing Intercultural Competence and Sensitivity_v1.0 / 2010-08
International Employability: German-Chinese Culture Program
23
Program background:
• An applied research and learning program, collaboration project between RheinAhr Campus of
FH Koblenz (Germany) with the School of Psychology, Zhejiang University (China).
• The program is funded by the BMBF as part of the German-Chinese Scientific Year Program.
• Getting to know the culture-specific conditions of studying and working in China and Germany.
• Defining central competencies necessary for German and Chinese employees to be successful
in the foreign job market.
• Defining central competencies necessary for German and Chinese students in the foreign
science context.
• Developing cultural sensitive assessment procedures.
• Designing intercultural media for assessment and learning.
Main objectives of the program:
24. Excellence through Culture, Talent and Change
Developing Intercultural Competence and Sensitivity_v1.0 / 2010-08
Program Overview
24
Best Practice Discussion
• Company visit in order to learn from the real-world
• Round table discussion with senior professionals
Classroom Learning
• Cross-cultural communication and management
• Intercultural competency and sensitivity
• Applied I/O psychology in international environment
Social Learning
• Knowledge search, screening and acquisition on internet
• Experience sharing and group cooperation via web 2.0 tools
Action Learning
• Work in Chinese-German multicultural team
• Tasks focused on I/O psychology application in international environment
Culture Experience
• Ten days in China & Ten days in Germany to explore Chinese and
German culture and lifestyles
One month One month
25. Excellence through Culture, Talent and Change
Developing Intercultural Competence and Sensitivity_v1.0 / 2010-08
Knowledge Acquisition through Classroom Learning
25
• International study and
management research
• Working in multicultural
environment
• Effective communication across cultures
• Conflict management across cultures
• Intercultural competencies in German-Chinese cooperation
• Intercultural assessment and training for German-Chinese cooperation
• How to apply the assessment center technique in MNCs
• Human capital in German-Chinese cooperation
26. Excellence through Culture, Talent and Change
Developing Intercultural Competence and Sensitivity_v1.0 / 2010-08
Action Learning: Chinese-German Group Work
26
Video-based Learning and
Assessment
Development of InterculturalAssessment Tools
Best Practices inRecruitment
Intercultural Impression
Management
27. Excellence through Culture, Talent and Change
Developing Intercultural Competence and Sensitivity_v1.0 / 2010-08
Social Learning through Web 2.0 Platform
27
Program website:
information release, program agenda update, tips sharing, etc.
Online discussion forum via web 2.0 platform:
Chinese-German group work communication, result report,
experience, reflection and feedback sharing, etc.
28. Excellence through Culture, Talent and Change
Developing Intercultural Competence and Sensitivity_v1.0 / 2010-08
Exploring Culture and Lifestyles
28
Exploring Chinese culture
Living in German culture
29. Excellence through Culture, Talent and Change
Developing Intercultural Competence and Sensitivity_v1.0 / 2010-08
Learning from the Real World: Company Visit & Discussion
29
SAP Labs, China
BOSCH, China
(round table discussion with GM)
BMW, Germany
Giesecke & Devrient, Germany
SAP AG, Germany
(round table discussion with
former VP of SAP AG)
30. Excellence through Culture, Talent and Change
Developing Intercultural Competence and Sensitivity_v1.0 / 2010-08
Various Result from Intercultural Competence Accelerated Learning Project
30
Above averageBelow average Performance average
Monocultural
teams
Intercultural
teams
Intercultural
teams
• Normally intercultural
teams show either a
below or above
average performance.
• This results amongst
other things from the
handling of different
cultures.
Adler, 1997
Current Productivity Potential Productivity Process Loss
Intercultural Team Performance Curve
31. Excellence through Culture, Talent and Change
Developing Intercultural Competence and Sensitivity_v1.0 / 2010-08
Reflection & Feedback from Participants
31
• It is very cool to sit on a round table and have dinner together.
• The traffic jam not only occurs in big cities such as Beijing and Shanghai, but also in smaller cities, e.g. Hangzhou, Ningbo, etc.
• In Germany, everything has its rule and everything should be done in order.
• In China, advertisement pictures could be different from the real product, esp. some product declare the differences on the
ads. While in Germany, it is considered as illegal.
Explore another culture by experiencing it
Commonalities and differences across cultures
• I found that the Chinese and Germans have a lot in common, it is not that hard to communicate with each other. Meanwhile,
the problems or dangers in cross-cultural situations are much bigger than I expected before.
• There is a big difference in understanding the gesture between Chinese and German.
• Chinese people try to avoid a dispute or an argument.
• Young Chinese are not as shy or indirect as I thought before, but they are still more conservative than us (Germans).
• Germans are more direct in showing their emotions than us (Chinese).
• China is a hierarchical society, even nowadays China is less hierarchical than ten or twenty years ago, we are still more
hierarchical than Germany. Sometimes the “face saving” also links with hierarchy issue, but Germans never consider about
this, which is quite different from us.
• Chinese people have the habit to establish relationship in workplace during the leisure activities, while the Germans prefer to
differentiate workmate and playmate clearly.
33. Excellence through Culture, Talent and Change
Developing Intercultural Competence and Sensitivity_v1.0 / 2010-08
Intercultural Competence:
The Underlying Impact on Business Performance
33
OBJECTIVE
Improving communication and cooperation between Chinese and foreign parts
& Achieving common understanding on organizational vision and strategy
BACKGROUND
- Chinese-European joint venture with main business in high-tech industry, has more than 5000
employees and an annualized yield of about 4 billion yuan.
- The surge capacity from business, intensive industry competition, and ineffective cooperation
and communication between Chinese and foreign staffs became the big challenges to the business
development.
EXPECTED RESULT
- Understanding organizational situation clearly from different perspectives
- Exploring challenges the organization faced and identifying critical ones
- Discovering influencing factors for different challenges
- Developing action plan for the future implementation
34. Excellence through Culture, Talent and Change
Developing Intercultural Competence and Sensitivity_v1.0 / 2010-08
Cultural-Based Organization Diagnostic, Strategic Workshop
and Follow-up Solutions
34
• We took cultural impacts into consideration during the whole process of the project, especially
the cross-cultural differences between Chinese and Western cultures.
• Employees from different levels of the organization took part in the organizational flash analysis,
in order to build strong foundation for the strategic meeting of top management team.
Preliminary
Study
Flash
Analysis
Strategic
Workshop
Project / Team /
Individual
Coaching
Effective ...
Agreed on Objectives Analysis & Agreement Implementation Performance Improvement
Organizational Analysis and Critical Challenges Exploration
35. Excellence through Culture, Talent and Change
Developing Intercultural Competence and Sensitivity_v1.0 / 2010-08
We Found Out ...
35
Mis-Understanding
Inappropriate
cultural expectation
to the counter part
Different
cultural background
and orientation
Inefficient
intercultural
collaboration
• Differences in cultural
values, social norm and
traditions
• Different working styles and
decision making processes
• Cultural differences have big
impact on communication
and cooperation
• Difficulties in local
adaptation, incl. politics,
business practices, social
influences, personal
relationship, etc.
• Different understanding of
“being professional”
• Diverge in management
concept and practice
• May not know that the others
do not know
• May not know how much the
other can understand
• May not know what you can
do to help the other
understand you
36. Excellence through Culture, Talent and Change
Developing Intercultural Competence and Sensitivity_v1.0 / 2010-08
Participants’ Reflection:
36
demonstrates their significant clearness about the organizational strategy
and willingness to cooperate between Chinese and foreign parts
Understanding across cultures
• It is important for me to get the awareness how cultural differences
influence our communication and understanding. It will be helpful for
the cooperation with my foreign partners in the future work!
• I realize that cross-cultural issues influence on our working approach,
team spirit, organizational strategy, and action agreements.
• The seminar is wonderful! It creates an open and free atmosphere to encourage
the communication between the Chinese and foreign parts.
• I enjoyed the open communication during the plenary discussion very much. I
hope we could keep the openness from now on to get much better performance
and achieve our goals more effectively!
Open communication
• I feel we are a team, a team of this company.
• The feeling of “We are ...” gives me the confidence to solve our current problems
and also the success in the near future.
• We begin to get common understanding in organizational strategy and development.
Clear strategic vision
Our participants said ...
38. Excellence through Culture, Talent and Change
Developing Intercultural Competence and Sensitivity_v1.0 / 2010-08 38
Cross-Cultural Coaching - Fit for China (18 hrs coaching)
• Individualized Assessment and Coaching approach:
... a one-on-one development process formally contracted between a coach and a management-level client to help achieve
goals related to professional development and/or business performance (Valerio & Lee, 2005).
Biography &
Personality
In-Depth
Profiling
Interview
Interviews
w. Superiors
around 9 months
Short Lecture
Overview on China
Coaching discussion
Critical Incidents
Behavioral Coaching
Intercultural
Competence
• Facts and Figures about
China
• Short history and recent
development of China
• Business and management
practices in China & APAC
• Recent cross-cultural
studies on Chinese
consumer behaviors
• 3 hours classroom
• Coaching discussion on
case studies and critical
incidents in different
management areas in
China and APAC.
• Coaching discussion on
personal experiences in
China and APAC in the first
month
• 4 * 90 min either f2f
or phone or email
• Observation on the real
culture encounter
situations, e.g. meeting or
daily interaction in the office
and/or private
• Coaching feedback on the
observed situations.
• 4 * 90 min either f2f
or phone or email
Behavioral Coaching
Feedback &
Development Plan
• Coaching feedback on the
assessment
• Coaching on the creating
development plan
• 90 min in-depth interview
2*45 min interviews with
superiors
90 min feedback
90 min development plan
39. Excellence through Culture, Talent and Change
Developing Intercultural Competence and Sensitivity_v1.0 / 2010-08 39
Global MBA / EMBA Program
40. Excellence through Culture, Talent and Change
Developing Intercultural Competence and Sensitivity_v1.0 / 2010-08 40
An International Management / Leadership Program
Jun. Jul. Aug. Sep. Oct. Nov. Dec. Jan. Feb. Mar. Apr.
Flashanalysis&Materialdevelopment
Nine-months Action & Web-based Learning
Assessment
& Profiling
Team Coaching
& Profiling Individual Coaching
Individual & Team Development
Creating
aspirational
organization (1)
Action
Learning
Kick-Off
- Event 1 -
3 Days in Singapore
- Event 1 -
3 Days in Singapore
Managing
social network &
enterprise knowledge
- Event 2 -
3 Days in Germany
Multiple Modules Classroom Learning & Benchmarking Study
Leading
transformation &
diversity workforce
Benchmark
Study
- Event 4 -
4 Days in China
- Event 4 -
4 Days in China
Developing
Corporate Strategy &
Technology Innovation
Creating
asp. org.
(2)
- Event 3 -
4 Days in Switzerland
- Event 3 -
4 Days in Switzerland
Final Presentation
& Graduation
- Event 5 -
1 Day in Indonesia
Knowledge
Acquisition&Possession
Knowledge
Utilization&Optimization
41. Developing Intercultural Competence and Sensitivity_v1.0 / 2010-08 41
✓ What did your organization do in ensuring the success
of its internationalization process (global business)?
✓ How effective were so far those interventions?
✓ What were the barriers and challenges in doing more
in this respect?
42. Thank You
contact us at htjitra@zju.edu.cn
http://horatjitra.com
Global Learning Track
Cologne, October 14th 2010
http://twitter.com/htjitra