This document discusses managing cross-cultural issues and contains several sections. It begins by outlining the benefits of cross-cultural training for organizations and individuals. It then lists the objectives of understanding the role of cross-cultural training in expatriate adjustment and analyzing personality and situational factors related to success. The document also presents a model incorporating individual, situational, and intercultural competence variables.

1. Subject : Managing Cross Cultural Issues
Faculty: Dr. Satish Pandey
Prepared by: Sarjeevan Sainbhi (20104006)
Sudeep Paniker (20104008)
Rutwik Gandhe (20102001)
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2.  A distinct advantage for organizations.
 A means for conscious switching from an
automatic, home-culture international
management mode to a culturally
appropriate, adaptable and acceptable one.
 An aid to improve coping with unexpected
events or culture shock in a new culture.
 A means of reducing the uncertainty of
interactions with foreign nationals.
 A means of enhancing expatriates' coping
ability to by reducing stress and
disorientation. 1/29/2015

3. (1) To understand the role of cross-cultural
training in the expatriates' adjustment
process.
(2) To analyze the personality and situational
characteristics signifying the success of
sojourners' and expatriates' psychological
and socio-cultural adjustments.
(3) To present a refined model of cross-cultural
training incorporating individual and
situational variables along with intercultural
competence variables.
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Cross-cultural comparison of ethical
perceptions: A case of Whistle-blowing.
Hypotheses - Since the U.S. and Japan differ on many of
Hofstede's dimensions, it was expected that accounting students in
these nations would respond differently to questions posed of them
in a whistle blowing scenario (Cohen et al., 1992, 1995, 1996;
Gernon, 1993). we expected significant differences in the ethical
perceptions of U.S. and Japanese students related to this
dimension. Our first hypothesis was:-
H1: Japanese (U.S.) accounting students' responses will reflect a
more collectivist (individualist) orientation than will those of U.S.
(Japanese) accounting students.
H2: Japanese (U.S.) accounting students' responses will reflect a
greater (lesser) power distance orientation than those of U.S.
(Japanese) accounting students.
H3: Japanese (U.S.) accounting students' responses will reflect
greater (lesser) uncertainty avoidance than those of U.S.
Japanese) accounting students.

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Individualism Vs Collectivism - The degree to which individuals are integrated
into groups”. In individualistic societies, the stress is put on personal achievements
and individual rights. People are expected to stand up for themselves and their
immediate family, and to choose their own affiliations. In contrast, in collectivist
societies, individuals act predominantly as members of a life-long and cohesive
group or organization .
Power Distance- In high power distance countries, less powerful accept power
relations that are more autocratic and paternalistic. Subordinates acknowledge
the power of others simply based on where they are situated in certain formal,
hierarchical positions.
Uncertainty avoidence-It reflects the extent to which members of a society
attempt to cope with anxiety by minimizing uncertainty. People in cultures with high
uncertainty avoidance tend to be more emotional. In contrast, low uncertainty
avoidance cultures tend to be more pragmatic, they are more tolerant of change.

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Methodology
Subjects
Subjects in both nations were senior
accounting majors enrolled in programs of
study designed to prepare them for their
country's respective Certified Public
Accounting (CPA) exams. U.S. subjects (n =
20) were from a Northeastern university, and
Japanese students (n = 19) were from a
major university in Tokyo. Subjects were
nearly evenly divided between men and
women (52.6% and 47.4%, respectively),
and their overall mean age was 23.3 years.

7. 1/29/2015
Materials
The scenario presented to subjects described a
company whose poor internal control had led to a
possible whistle-blowing situation. In cross-cultural
research, it is essential that the versions of a scenario
presented to subjects in each country be linguistically
equivalent (Hofstede, 1980; Adler, 1983). The version
presented to Japanese students was translated from
English into Japanese by a Japanese national,
translated back into English by a second Japanese
national, and then checked for consistency with the
original.
Evidence suggests that the vast majority of both
Japanese and U.S. managers view private use of
company funds as unacceptable (94.6% and 89.0%,
respectively, see Lee and Yoshihara, 1997).

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Conclusions and direction for future research.
This research examined cross-cultural differences
in business-related ethical perceptions.
• First, subjects were not randomly selected but
instead were attending one university in either the
U.S. or Japan.
• Second, the scenario presented to the
participants did not contain all of the information
that might normally be available.
• Third, an experimental study does not invoke the
sorts of real-world pressures faced by someone in
an actual whistle-blowing scenario (e.g., fear of
retaliation by coworkers and/ or management).

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Implications of the result
One implication of the results is that businesses with multinational
operations should perhaps consider the cross-cultural effectiveness
of their systems of internal control. Over time, however, a series of
whistle-blowing scenarios could be developed and fine-tuned to
more extensively catalogue where and how cultural dimensions
manifest differences in ethical perceptions and behaviors. Given
our findings of significant differences on two of the three Hofstede
dimensions examined, additional research into the effects of the
other dimensions seems warranted. The present study could also
be replicated in other countries that differ substantially on the
dimensions examined.

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CONCLUSION
Overall, the results of this study offer new insights to guide
future cross-cultural research. While our focus was on U.S.
and Japanese accounting students, it remains to be
determined if the results extend to accounting professionals,
different ethical measures, other cultures, and/or different
types of students. Each area offers avenues for future work
and it is hoped that many of these opportunities will be more
fully explored. The need to train people is unquestionable.
With adequate knowledge and competencies, people will
develop a more stable psychological sense of well being, and
thus become better socialized to their new environment. As
evident from the case presented later in the discussion of this
paper, it is imperative to deeply understand the cross-cultural
comparison of ethical perceptions related to business affairs
before the training is imparted.

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References
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Hofstede, G. (1991).
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