India and China Cross Cultural Management
Class Presentation
Similarities and Differences in Negotiation, Leadership, Culture Shock, and Business practices
Cultural similarities and differences
Cultural Visualisation
Culture shock is the feeling of uncertainty, confusion or anxiety that people experience when visiting, doing business in or living in a society that is different from their own.
India and China Cross Cultural Management
Class Presentation
Similarities and Differences in Negotiation, Leadership, Culture Shock, and Business practices
Cultural similarities and differences
Cultural Visualisation
Culture shock is the feeling of uncertainty, confusion or anxiety that people experience when visiting, doing business in or living in a society that is different from their own.
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.
This is all about Russian Business Culture: its basic do's and dont's, etiquette and attire when one wishes to engage in the Russian business world.
Content Credits goes to their respective owners.
I own nothing except the PowerPoint presentation.
This is actually a school work which I just like to share with others.
For reference uses only.
Doing Business in India is Complex . Building Relationships with your customers and understanding the finer cultural nuances of your customer will help you Win .
INDIA BUSINESS CULTURE AND ETIQUETTE GUIDE provides over 100 tips on etiquette and protocol, negotiation strategies, verbal and non-verbal communication in India.
Introduces the famous DiSC profile and gives basic information about interpreting the results. Please read the copyright information. I really appreciate you acknowledging The Business Center as the source for the material. If you need DiSC profiles, please contact us to order them at bizcenter.com .
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.
This is all about Russian Business Culture: its basic do's and dont's, etiquette and attire when one wishes to engage in the Russian business world.
Content Credits goes to their respective owners.
I own nothing except the PowerPoint presentation.
This is actually a school work which I just like to share with others.
For reference uses only.
Doing Business in India is Complex . Building Relationships with your customers and understanding the finer cultural nuances of your customer will help you Win .
INDIA BUSINESS CULTURE AND ETIQUETTE GUIDE provides over 100 tips on etiquette and protocol, negotiation strategies, verbal and non-verbal communication in India.
Introduces the famous DiSC profile and gives basic information about interpreting the results. Please read the copyright information. I really appreciate you acknowledging The Business Center as the source for the material. If you need DiSC profiles, please contact us to order them at bizcenter.com .
Essay Summary of Stem Cell Research - PHDessay.com. Stem Cell Research Essay Example | Topics and Well Written Essays - 750 .... Stem Cells Essay – Telegraph. Stem Cell Research Paper Example | Topics and Well Written Essays .... Stem Cells - A-Level Science - Marked by Teachers.com. stem cells research essay - A-Level Science - Marked by Teachers.com. ⇉Stem Cell Research Paper Essay Example | GraduateWay. Stem Cell Research Final Outline - Outline for Stem Cell Research Paper .... Essay on stem cell research Blog.externetworks.com..
Talk in The Social-Engineer Village at DEF CON 24
http://www.social-engineer.org/social-engineer-village/
[Overview]
As a Japanese security consultant, one of my research questions in social engineering is whether or not cultural difference becomes the barrier for social engineering. It is because the malicious practice of social engineering is different between in Japan and the U.S. I think it is true. Since I have the both experience of being the company in Japan and the U.S., I would like to consider various technique of social engineering from both cultural glasses, such as tailgating, phishing or vishing method. In my talk, I would like to discuss the workability of several social engineering techniques from both Japanese and U.S. culture. It will support the cultural difference can become the barrier or vulnerable weakness.
1
SCAFFOLD STEP #4: DIVERSITY PERSPECTIVES WORKSHEET
My full name is Marcell Tywa'n Scott
1 July 2017
1. What is your faculty-approved global issue/problem? - My faculty approved global issue/ problem is racism.
2. Explain how you narrowed your focus to examine some aspect of that issue that affects disenfranchised and underrepresented groups. - I narrowed to this focus to represent the different ethnic and cultural groups around the globe. I wanted to highlight the mistreatment along with highlight the myths of racism that affects disenfranchised and underrepresented groups.
3. Draft a working thesis for your Diversity Perspectives paper. - Racism is a world wide problem caused by ignorance that differentiates people with skin color and can be resolved through continuous education.
4. What three to five points will you make to explain the significance of the issue? - What is racism .How racism affects our progress in the world.How racism affect growth in communities and businesses.
5. Identify the competing entities (populations) affected by this issue. Which of them are disadvantaged and underrepresented? - The quality of life for specific groups of people are affected tremendously by this topic. There are so many different races in the world to specifically name them all here in this form; Jewish and Americans from the African decent are the two big ones most are aware of .
6. For each of the groups identified, what cultural perspective will you present? - I will present how Hitler attempted to kill off all the Jewish, I may talk about how there culture changed based off of this action. I will talk about how the everyday discrimination that the Americans from African decent have to endure in America. I will deliver this from the White American along with the African Americans perspective.
7. What cultural inequalities are evident? What evidence will you use from your literature review and additional sources? - Evident cultural inequities have been acknowledge throughout history for both discriminated groups. In America, blacks have been subjected to mistreatment from elected officials, Public servants (police officers). I will utilize evidence from my sources identified in my first proposal, I will also utilize social media groups and show the reader different sides of the issues at concern.
8. How will you use Hofstede's Cultural Values Framework to explain the issues involved? -
9. How does in-group favoritism influence the competing populations? - I will attempt to describe this to the reader as racism.
10. How has out-group bias manifested itself among those involved in the issue? - The bias factor manifested into racism will be a huge portion on my work. I will establish bias and preconceived prejudice that some have.
11. Which justice theory will you choose to frame your argument and why? - I have yet to commit to a justice theory, I would like to stay focused on a moral high ground for this project.
12. What solutions hav ...
Intercultural Learning Session hosted by Glocalminds for a multicultural group of StartUpChile entrepreneurs from Russia, Poland, Portugal, Canada, Serbia, USA, Finland.
Puget Sound Educational Services District Cross Cultural CommunicationRosetta Eun Ryong Lee
90 Minute session delivered to school nurses of Puget Sound Educational Services District. 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.
(1) Dimensions of DiversityFor years, the term diversity ha.docxgertrudebellgrove
(1) Dimensions of Diversity
For years, the term diversity has been associated with specific parameters such as race, ethnicity, gender, sexual orientation, etc. It is important that we continue to understand those dimensions of diversity to evolve our conversation to more global aspects of our cultural selves. The graphic (click to enlarge) illustrates many dimensions of diversity that you may or may not have thought about.
For your initial discussion post think of diversity in all of its dimensions and discuss the concept of “difference.” What does it mean to be “different”? How do you determine who or what is different? Be sure to address the following:
1. In your family (extended, or otherwise), community, and workplace, what dimensions do you think of when you think someone is “different” than you? Do you focus on different dimensions depending on those three contexts?
2. Of those dimensions you think of, which can be changed and which cannot be changed?
3. Of those dimensions you think of, which are visible and which are non-visible? What are the advantages and disadvantages to having non-visible dimensions of diversity rather than visible ones?
Your initial discussion post should be at least 300 words (about three paragraphs).
Initial Post Checklist:
· Did you use scholarly resources to support your work?
· Did you discuss each area in the instruction and Grading Rubric?
· Did you use APA?
(2) My Cultural Self
Who we are today is in large part defined by our cultures, societal connections, customs, and morals we learned as children. In our life journey we continually redefine our identities as we encounter more experiences and more people.
For this discussion post, discuss the concept of “culture.” Include the following:
1. How would you define “culture”? Discuss all the various ways you can consider culture (personal, geographic, organizational, etc.).
2. With which cultures do you most identify? What are the internal and external characteristics of your culture(s)?
3. What cultural norms did you learn as a child? What stereotypes are connected to those cultures?
Your initial discussion post should be at least 300 words (about three paragraphs).
Initial Post Checklist:
· Did you use scholarly resources to support your work?
· Did you discuss each area in the instruction and Grading Rubric?
· Did you use APA?
Required Text
Digital Resource (Links to an external site.)
: American Psychological Association. (2010).
Publication manual of the American Psychological Association
(6th ed.). Washington, DC: American Psychological Association.
Constellation
: Kahn, A. (2015).
The ecology of diversity: Examining individuals, societies, and cultures
. San Diego, CA. Bridgepoint Education.
Constellation
: Sole, K., & Landrum, R. E. (2015).
Academic research and writing: A guide for the social sciences
. San Diego, CA. Bridgepoint Education.
Required Resources
Bloom, P. (2014, January).
Can prejudice ever.
Excluding the already excluded: Architecture as a barrier | Ar. Navjit Gaurav...Archiloop India Foundation
Archiloop India Foundation | May 30, 2020
"Ar. Navjit Gaurav has extensive experience in community work within different states of India. He is co-author of the book "Beginners Guide on Access Audit for Higher Education Institutions-A Photo Narrative Approach He is a doctoral candidate of Rehabilitation Science at Queen's University, Canada. He is among the ten global recipients of the prestigious Queen Elizabeth II Diamond Jubilee Scholarship’19, his research aims to engage the rural Indian community through innovative participation that develops measures to improve the quality of life and social integration for people with disabilities."
Webinar:- https://youtu.be/8zMvNr5Ywjs
Presentation: - https://bit.ly/3dAwYmp
Get Connected
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Our Global network of attendees:- https://bit.ly/31rZHnK
#stayintheloop #archiloopindia #AIF
Archiloop India Foundation
contactus@archiloopindia.in
www.archiloopindia.in
2. Case: YES / NO
It is a Friday. SW will be frozen on Monday noon. Coding has just being completed
and the SW is published. FT is not yet started. Ville tries to convince Raj to do
a testing on a weekend.
Ville: We just have published a software. Might your team be able to
come on the weekend, Raj?
Raj: This weekend? mmm...
Ville: Yes, this weekend.
Raj: Let me check my calendar… BTW, How busy is Kalle’s team?
Ville: Kalle’s team has done it’s part already today
Raj: Yes, they do work quite fast.
Ville: Your part shouldn’t take too long… So what do you think, Raj?
Raj: We will try our best.
Ville: O.k.
3. Why?
Give a general understanding of Indian
national culture
How national culture can affect working
behavior?
Increase cultural intelligence
Create awareness of multi-cultural nature of
FlexiPlatform development
Enhance communication between Espoo
and India
7. National symbols
“Saffron denotes renunciation of disinterestedness.
Our leaders must be indifferent to material gains
and dedicate themselves to their work”
“The white in the centre is light, the path of truth to guide our conduct.”
“The green shows our relation to soil, our relation to the plant life
here on which all other life depends”
“The Ashoka Wheel denotes motion.
India should no more resist change, it must move and go forward.”
10. Demography: some facts
Age structure (2009 est.)
<15
31 %
15-64
64 %
>64
5 %
Total population:
1,195,400,000 (est 2011)
Median age:
25.9 years (est 2010)
Labor force:
523.5 million (2008)
More then EU-27 total population (est 2010 at 501 mln )
Rural vs Urban population
11. Trivia and facts. Past and Present.
India never invaded any country in her last 10000 years of history.
First university was established in Takshila in 700BC
Inventions:
The Numbering System (400BC-400CE)
Zero (IX century)
Chess
Largest…
2nd most populous country
Democracy
Indian Railways is the largest employer
Number of post offices
2nd Largest Standing Army
11th Largest Economy (GDP) , 4th Largest (PPP)
…
Practicalities
Country code
IST Time zone
12.
13. Lifestyle
Family
Most important institution of Indian society.
Joint family events are still typical
Marriage is a social contract between two families
Investment in children education is your pension
"Matri devo bhavah, Pitri devo bhavah, Acharya devo bhavah, Athiti devo bhavah".
Relationship
I know you – I trust you
“Loosing face”
Naming:
Naming system is soo difficult. Depending on religion, region, cast, language…
Casts
Legal basis is removed by constitution of 1950
Vertical mobility is promoted by government
Cyclical perception of time
Kal (Hindi) means one day removed from today. = either “tomorrow” or “yesterday”.
Education
Oriented on examination performance
Top-down, knowledge acquisition models.
Passive receiving rather than active participation
Only top 1% admit to IIS
14. Ready for a quiz?
India for Foreigners
Incredible India
From NBC's ”Outsourced”
16. Case: New design proposal
Ville has sent a new design proposal to Raj’s team. This is a regular sync phone
conf…
Ville: Have you received my latest design proposal?
Raj: Yes, we have received it yesterday and discussed it briefly
Ville: Do you agree it is good?
Raj: Yes, Ville, it is good. But what about that missing use-case when a user
wants to add all configuration in one transaction?
Ville: C’mon, Raj, this is minor issue we can handle during a sprint.
Raj: What do you think about proposal from Kumar?
Ville: mmm… made last week? It is OK by me. Will you take this item to the
sprint planning?
Raj: Yes, we’ll take it. Would you participate in the grooming?
Ville: Hmm, I might be busy tomorrow, but the document which I sent quite well
describes the proposal…
Raj: OK.
17. Geert Hofstede’s cultural dimensions
Geert Hofstede (1923) is Dutch social psychologist and
anthropologist
Widely known as an author of the cultural dimensions
theory
Massive study conducted in 1967-1973
Cultural dimension
Power Distance (equality versus inequality)
Collectivism (versus individualism)
Masculinity (versus feminity)
Uncertainty avoidance (versus tolerance)
Long Term Orientation
Indulgence (versus restraint)
“Culture's Consequences” (1980)
Further studies:
Global Leadership and Organizational Behavior Effectiveness
(GLOBE) conducted in 1994-2004
19. India cultural diagram
Power Distance
Power Distance (PDI): the
degree of perceived inequality
between people in a country's
society.
Those in authority openly
demonstrate their rank.
Subordinates are not given
important work and expected to
take the blame for things going
wrong.
Clear guidance is expected
The relationship between boss
and subordinate is rarely
personal.
Class divisions within society.
0
10
20
30
40
50
60
70
80
PDI
IDV
MASUAI
LTO
India Finland World average
20. India cultural diagram
Power Distance may affect on…
Effective and open communication during negotiations,
brainstorming and idea generation.
Obtaining meaningful information and giving objective
feedback
Proposing a (alternative) solutions to critical issues.
Independent and effective decision making. Technical
expert remains silent until asked by a boss to speak
Tendency to say “yes” to requests from clients and
superiors
Agreeing to things without analyzing task requirements
properly
Knowledge transfer/knowledge acquisition
21. India cultural diagram
Power Distance. Recommendations.
Give clear and explicit directions. Deadlines should be
highlighted and stressed.
Do not expect subordinates to take initiative.
Be more authoritarian in your management style.
Show respect and deference to management.
Expect more bureaucracy
Use managerial channel to deliver an important message
22. India cultural diagram
Individualism
Individualism (IDV): the
degree to which a culture
values and reinforces the
importance of the individual
as opposed to the group.
Group embeddedness
based on own (apane) –
other (paraye) dichotomy.
0
10
20
30
40
50
60
70
80
PDI
IDV
MASUAI
LTO
India Finland World average
23. India cultural diagram
Masculinity
Masculinity (MAS): the
degree to which a culture
reinforces the traditional role
of males vs. females.
High MAS:
Competitiveness
Assertiveness
Ambition
Accumulation of wealth
Material possessions
"live to work", meaning longer
work hours and short
vacations
0
10
20
30
40
50
60
70
80
PDI
IDV
MASUAI
LTO
India Finland World average
24. India cultural diagram
Uncertainty avoidance
Uncertainty Avoidance (UAI):
the (reverse) level of tolerance
for uncertainty and ambiguity
within a culture.
In India almost as low as in the
USA. (=High tolerance)
Have fewer written rules
Offer less-structured activities
and experience
Higher labor turnover.
More tolerant of new and
different opinions.
People don’t easily express their
emotions.
Not “either-or” but “not only, but
also”
0
10
20
30
40
50
60
70
80
PDI
IDV
MASUAI
LTO
India Finland World average
25. India cultural diagram
Long-Term Orientation
Long-term orientation
(LTO): the importance
attached to the future
versus the past and
present.
Finland official data
missing. Sweden, Norway,
Germany – Low
High LTO:
Persistence
Savings
Long-term strategic goals
“life after death”
Shame / “loosing face”
0
10
20
30
40
50
60
70
80
PDI
IDV
MASUAI
LTO
India Finland World average
27. Direct vs. Indirect communication
“Meant is not said;
said is not heard;
heard is not understood;
understood is not agreed to;
agreed to is not carried out .”
Konrad Lorenz
28. Communication challenges.
When Indian means “No” / “Not possible”
Not responding at all.
Avoiding the question/changing the topic
Postponing the question
“Can I get back to you?” / “I will check my calendar.”
Repeating the question
Coming up with some other question.
Hesitation
Conditional Yes
“Is that what you would like?”
“We will try our best”/ “We can give a try”
Pointing out how busy he is
Agreeing initially, then bringing the subject up again.
29. Communication challenges.
When Indian means “Behind the schedule”
Repeating the subject of the schedule/deadline
“Schedule is inconvenient”
“Is deadline still good?”
“Are all parts of project has to be done as per the
deadline?”
“Part of the project taking longer time.”
“Some parts are on schedule.”
“Is another team also busy?”
30. Communication challenges.
When Indian means “Your proposal is not so good”
Avoiding an answer
Asking your opinion on an idea/proposal of his own
Praising a minor unimportant aspect of your suggestion
31. Hints for successful communication
with Indians
Never accept the word “Yes” alone as an answer. Pay
attention to what the person says next.
Double check that you have been understood
Do not pose suggestive questions
First ask the Indian you are talking to what (s)he thinks
Prize openly – punish personally
To deliver a negative message an intermediary with rank
similar to the receiver can be used
Do not confuse Indian “head wagging” (rocking the head
from one side to the other) with “no”. It means “I am
listening” or even “yes“.
32. Case: New design proposal
Ville has sent a new design proposal to Raj’s team. This is a regular sync phone conf…
Ville: Have you received my latest design proposal?
Raj: Yes, we have received it yesterday and discussed it briefly
Ville: Do you agree it is good?
Raj: Yes, Ville, it is good. But what about that missing use-case when a user wants to add all
configuration in one transaction?
Ville: C’mon, Raj, this is minor issue we can handle during a sprint.
Raj: What do you think about proposal from Kumar?
Ville: mmm… made last week? It is OK. Will you take this item to the sprint planning?
Raj: Yes, we’ll take it. Will you participate in the grooming?
Ville: Hmm, I might be busy tomorrow, but the document which I sent quite well describes the
proposal…
Raj: OK.
Raj’s team definitely studied the proposal and have made own
understanding of it. Despite not fully understood (used to deal with
uncertainty) they will take it (Ambition + LTO) and will not argue with
Ville (PDI + “loosing face”). What will be a resulting implementation?
34. Further materials
Some other presentation on how to make a
phone call with India 10 min
Cultural dimensions in youtube
Incredible India
Book "Working with India” by W. Messner
35. Dos and Don’ts
when writing to Indian
colleagues to always send
a copy of all
correspondence to the
manager.
Give clear and explicit
directions
Repeat and check
Prize openly – punish
personally
Fist ask Indian colleague
what he think
Do not expect
subordinates to take
initiative
Do not expect active open
discussion in group
Do not accept “yes” alone.
Do not pose suggestive
questions