Businesses in the 21st century are faced with many challenges. The most significant is the increasing globalization of economic transactions. Due to advances of information technology and traveling, as well as trade agreements, this process was promoted tremendously. The result is a very complex, worldwide business environment influenced by economic, legal, political, and cultural elements (Thomas 2002:4).
All business units are affected by globalization. Some examples are that the supply and demand sides enclose suppliers and customers originating from all parts of the globe, research and development departments have to reflect on international principles, and bookkeeping is forced to apply international accounting standards (Blom 2002:2). Consequently it is essential to be aware of the arising problems. Especially the cultural aspect has to be taken seriously as it affects all the other elements of one global world. Company employees have to deal with dissimilar behaviors resulting from a diverse programming of the mind of specific groups (Hofstede 1991) every day. Contact with cultural multiplicity does not imply traveling. Even "out-of-the-office" it is common to get in touch with partners belonging to another cultural group (Thomas 2002:3). Furthermore, the structure of the workforce in home countries nowadays consists of people belonging to different cultural backgrounds. Inter-cultural-contacts often lead to misunderstandings based on different values, attitudes and beliefs (Daniels 2001:46), which can even lead to business failure. Some differences that might cause misunderstandings are e.g. the way names are used and persons are addressed, variations in working, business and communication styles, and an unequal handing of criticism (Blom 2002:196).
To be successful in an international working surrounding cultural conflicts have to be avoided. To manage variety, new skills are required - the skill of intercultural competence. Although some business students already absolve intercultural training during their studies, the need for further education has risen in the last decades. Especially when regarding the share of the elderly workforce or those without a university degree who have never been educated in culture, but who have to manage the effects daily. Another indicator reflecting the need for an increase in intercultural training is an expatriate failure rate of 30 - 70% (Kühlmann 1995:10-19)...
Inhaltsverzeichnis (Table of Contents)
- Intercultural Training – an Important Factor in the Modern Business World
- The Theory of Intercultural Training
- Environmental Limitations
- Culture as Learned and Deep Culture
- Complexity
- Cultures
- Cultural Dimensions
- Intercultural Competence
- Communication Barriers
- The Process of Communication
- Language
- Non-verbal Communication
- Low and High Context Cultures
- Effects on Intercultural Training
- Limitations Created by Management
- Lack of Time Availability
- Restricted Money Resources
- Lack of Integration
- Management Acceptance
- Insufficient Allocation of Intercultural Training
- Consequences of Inappropriate Allocation of Training Sessions
- Individual Factors Limiting Intercultural Training
- Expatriates' Limitations of Intercultural Training
- The Specialty of Expatriates in Intercultural Training
- Interrelations
- Major Problems of Expatriates
- Culture Shock
- Limitations of Intercultural Training in Regard to Expatriates' Success
- Limitations Due to Training
- Training Methods
- Teachers and Participants
- Which Developments Might Overcome Limitations?
- The importance of intercultural training in the modern business world
- The theoretical foundations of intercultural training and its challenges
- Limitations created by management, such as lack of time, resources, and integration
- Individual factors that impact the effectiveness of intercultural training
- Challenges faced by expatriates during and after intercultural training
- The first chapter discusses the significance of intercultural training in the modern business environment, emphasizing its role in navigating global interactions.
- Chapter two explores the theoretical framework of intercultural training, examining concepts such as culture as learned behavior, cultural dimensions, and communication barriers.
- Chapter three delves into environmental limitations, including the complexities of cultures, cultural dimensions, and the impact of communication barriers on intercultural training effectiveness.
- Chapter four analyzes limitations stemming from managerial decisions, including limited time and resources, insufficient integration of intercultural training, and consequences of inadequate training allocation.
- Chapter five investigates individual factors that influence the effectiveness of intercultural training, including participant readiness and willingness to engage.
- Chapter six specifically examines the challenges faced by expatriates during intercultural training, addressing issues like culture shock and the impact of intercultural training on their success.
- Chapter seven focuses on limitations inherent to the training itself, including training methods, the role of teachers, and participant engagement.
- Finally, chapter eight explores potential developments that might overcome the identified limitations and enhance the efficacy of intercultural training programs.
Zielsetzung und Themenschwerpunkte (Objectives and Key Themes)
This study paper examines the limitations of intercultural training in various contexts, including environmental factors, management decisions, individual participant characteristics, and the nature of the training itself. It aims to identify key challenges and obstacles that hinder the effectiveness of intercultural training programs.
Zusammenfassung der Kapitel (Chapter Summaries)
Schlüsselwörter (Keywords)
Intercultural training, cultural dimensions, communication barriers, management limitations, individual factors, expatriates, training methods, effectiveness, limitations, intercultural competence, global business, cultural adaptation.
- Citar trabajo
- Bettina Bohnert (Autor), 2003, The Limitations of Intercultural Training, Múnich, GRIN Verlag, https://www.grin.com/document/20262
