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Cross-Cultural Relations and Diversity

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Chapter 7 Cross-Cultural Relations and Diversity OPENING CONCEPTS The workforce is increasingly diverse. The customer base is more diverse. Business has become ... – PowerPoint PPT presentation

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Title: Cross-Cultural Relations and Diversity


1
Chapter 7
  • Cross-Cultural Relations and Diversity

2
OPENING CONCEPTS
  • The workforce is increasingly diverse.
  • The customer base is more diverse.
  • Business has become increasingly international
    (global).
  • Many companies have become dependent on foreign
    trade.
  • More work, including call centers, is
    subcontracted to foreign companies.

3
FIVE CROSS-CULTURAL SKILLS AND ATTITUDES
  • I have spent time in another country.
  • At least one of my friends is deaf, blind, or
    uses a wheelchair.
  • I can speak in a language other than my own.
  • I can understand people speaking in a language
    other than my own.
  • I use my second language regularly.

4
FIVE MORE CROSS-CULTURAL SKILLS AND ATTITUDES
  • My friends include people of different races than
    my own.
  • My friends include people of different ages.
  • Other cultures are as good as mine.
  • I would work overseas for a while.
  • I have a passport.

5
THE DIVERSITY UMBRELLA
  • Valuing diversity refers to respecting and
    enjoying a wide range of cultural and individual
    differences.
  • The diversity umbrella is supposed to include
    everyone in an organization. The umbrella
    continues to include more people as the workforce
    encompasses more variety.
  • The umbrella is important because people can be
    discriminated against for individual (e.g., body
    piercing) as well as group (e.g., being Muslim)
    factors. Look at p. 133.

6
UNDERSTANDING CULTURAL DIFFERENCES
  • Cultural sensitivity keeps you alert to
    understanding cultural differences.
  • Political correctness is being careful not to
    offend or slight anyone, and being extra civil
    and respectful.
  • Cultural intelligence is your ability to
    interpret unfamiliar and ambiguous behavior the
    way a compatriot would.

7
UNDERSTANDING CULTURAL DIFFERENCES, continued
  • Respect for all workers and cultures is key. An
    official way of demonstrating respect is to
    establish employee network (or affinity) groups.
    The employees affiliate by group characteristic,
    such as being Latino.
  • Cultural fluency is the ability to conduct
    business in a diverse, international environment.
    Among the skills are relating to people of
    another culture.

8
POLITICAL CORRECTNESS
  • Intent is not to offend or slight anyone, and be
    extra civil and respectful.
  • Best not to refer to workers, race, sex,
    ethnicity, or physical status.
  • A 55 year-old-female support worker should be
    referred to as a woman not a girl. A man who is a
    nurse is a nurse, not a male nurse.

9
THE COMPONENTS OF CULTURAL INTELLIGENCE
  • Cognitive (the head) knowledge and how to
    acquire knowledge.
  • Emotional/Motivational (the Heart) energizing
    actions and building personal confidence.
  • The Body (Physical) translates intentions into
    action and desires.

10
DIFFERENCES IN CULTURAL VALUES
  • Performance orientationencourage and reward
    performance improvement and excellence
  • Assertivenessassertive, confrontational and
    aggressive
  • Time orientationimportance of time
  • Humane orientationfairness, altruism, and caring

11
CULTURAL VALUE DIFFERENCES, continued
  • In-group collectivismpride and loyalty in
    organization and families
  • Gender egalitarianismminimizing gender
    inequality
  • Acceptance of power and authorityunequal
    distribution of power
  • Work orientationexpectation of hours worked
    weekly and yearly

12
CULTURAL DIFFERENCES IN WORK ORIENTATION
  • American corporate professionals work an average
    of 55 hours per week.
  • American workers average two weeks of vacation
    one month is the norm in Europe.
  • U.S. employees average 1,804 hours of work per
    year 1,407 for Norwegians, and 2,200 hours in
    seven Asian countries.

13
CULTURAL BLOOPERS
  • Minimize actions likely to offend people from
    another culture based on values.
  • To avoid bloopers, carefully observe people from
    other culture.
  • Advertising websites create opportunities for
    cultural bloopers.
  • Communicating your message in customers language
    is advantageous.

14
OVERCOMING CROSS-CULTURAL COMMUNICATION BARRIERS
  • Be sensitive to the existence of barriers.
  • Show respect for all workers.
  • Use straightforward language, speak slowly and
    clearly.
  • Observe cultural differences in etiquette (Do I
    use my hands or a fork to eat this eel?)

15
OVERCOMING CROSS-CULTURAL COMMUNICATION BARRIERS
(2)
  • Be sensitive to differences in non-verbal
    communication.
  • Dont be diverted by style, accent, grammar, or
    personal appearance.
  • Be attentive to individual differences in
    appearance. (Focus on unique features of person
    from a given demographic group.)

16
IMPROVING CROSS-CULTURAL TRAINING
  • Cultural training (Heres how to greet a Chinese
    customer.)
  • Cultural intelligence training (What does a kiss
    on the cheeks mean?)
  • Language training (Oui is yes.)
  • Diversity training (Now I understand.)
  • Cross-cultural and cross-gender mentoring. (How
    do I succeed?)

17
DIVERSITY TRAINING
  • Cultural understanding can lead to more effective
    work relations.
  • Different values, attitudes, and cultural
    backgrounds are emphasized.
  • Focus is on empathizing with different points of
    view.
  • Cross-generational awareness is often emphasized.

18
CROSS-CULTURAL AND CROSS-GENDER MENTORING
  • Members of targeted minority groups are assigned
    mentors.
  • Results in more rapid career advancement for
    people mentored.
  • Person mentored is helped to make the right
    contacts and learns professional skills.
  • Mentors need interpersonal skills.
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