The number of Western expatriates in China is growing; however, the rate of expatriate failure remains very high. Many multinational enterprises are now providing their expatriates with cross-cultural training (CCT), which many studies suggest is an effective way to improve expatriates’ intercultural competence and their work performance overseas.
This study attempts to develop an optimal methodology for CCT in China, based on review of the literature and empirical data of five semi-structured interviews. A seven-step model is developed, and each step is examined for its effectiveness and applicability in a Chinese context. Ultimately, the final model is presented in the Research Summary, and its implications are discussed in detail.
Table of Contents
1 Introduction
1.1 Western expatriates in the Chinese market
1.2 Research question and approach
2 Clarification of basic terms and concepts
2.1 Definition of expatriate and expatriate adjustment
2.2 Definition of culture and intercultural competence
2.3 Definition of training and cross-cultural training
2.4 Effectiveness of cross-cultural training
3 Methodology of cross-cultural training for China
3.1 Seven-step cross-cultural training methodology model
3.2 Seven-step CCT methodology model applied in Chinese-specific context
4 Opinions on CCT in Chinese corporate context
4.1 Methodology
4.2 Findings and discussion
4.2.1 Interview theme 1. CCT general effectiveness
4.2.2 Interview theme 2. CCT methodology
4.2.3 Interview theme 3. China-specific CCT content
4.3 Practical implications
5 Conclusions
5.1 Research summary
5.2 Research limitations and further research
Research Goal and Thematic Focus
The primary goal of this research is to develop an optimal cross-cultural training (CCT) methodology specifically for Western expatriates working in China to improve their intercultural competence, facilitate successful cultural adjustment, and prevent high rates of expatriate failure. The study investigates which specific components and training practices are most effective when applied to the unique Chinese corporate and social context.
- Evaluation of current CCT effectiveness and common failure factors for expatriates in China.
- Development of a seven-step CCT methodology model based on academic literature.
- Empirical analysis of CCT experiences through semi-structured interviews with diverse stakeholders.
- Identification of China-specific cultural concepts such as mianzi, guanxi, and hierarchical social structures.
- Analysis of optimal training approaches and techniques for successful expatriate integration.
Excerpt from the Book
Step 1. Training Needs’ Assessment
By now it is well-known that successful CCT are tailor-made (Brewster & Scullion 2001 p.357; Earley & Peterson 2004, p.113). Training format can differ substantially depending on the goals and expectations that trainees hold for the training as well as on the social role they would assume in the host country (Thornhill 1993, p.50; Ptak et al. 1995, p.431; Bonache et al. 2001, p.10). For example, if they are going overseas as supervisors, CCT should focus on teaching them supervising practices for the host country and ways to motivate local employees. Additionally, it is necessary to determine if expatriates are going alone or with their families. In case of the latter it is advisable to provide CCT to their family as well (Black & Gregersen 1990, p.475; Björkman & Schaap 1994, p. 152; Brynningsen 2009, p.7; Lauring & Selmer 2010, p.68), since one of the main reasons for expatriate failure is inability of their spouse to adjust (Mendenhall & Oddou 1988, p.82).
The most critical part, however, is to evaluate the degree of intercultural competence the training recipients already have. Graf & Mertesacker (2009, p.542) classify intercultural competence in eight categories: flexibility, intercultural self-awareness, assertiveness, intercultural sensitivity, foreign language competence, non-verbal communication competence, ability to change the point of view, and open-mindedness. Expatriates might already have sufficient expertise in one of the eight categories, in which case further training would be an unnecessary use of resources, or they might lack knowledge or hold erroneous views in another category. This is why it is crucial to assess trainees' intercultural competence on various levels; according to the results of such assessment, the focus and type of CCT can be then identified (Graf & Mertesacker 2009, p.552; Kabongo & Okpara 2011, p.24).
Summary of Chapters
1 Introduction: Provides an overview of the growing importance of the Chinese market for Western firms and highlights the high failure rates of expatriates due to cultural distance.
2 Clarification of basic terms and concepts: Defines core terminology including expatriates, cultural adjustment, intercultural competence, and the general effectiveness of CCT programs.
3 Methodology of cross-cultural training for China: Introduces a theoretical seven-step model for CCT and analyzes its application specifically within the Chinese business context.
4 Opinions on CCT in Chinese corporate context: Presents empirical findings from five semi-structured interviews and discusses practical insights regarding CCT methodology and China-specific content.
5 Conclusions: Summarizes the research findings, offers a step-by-step model for practitioners, and addresses limitations of the study while suggesting further research directions.
Keywords
Cross-cultural training, CCT, China, expatriate failure, intercultural competence, mianzi, guanxi, expatriate adjustment, training methodology, hierarchical social structure, Western expatriates, cultural distance, training effectiveness, employee development, organizational culture.
Frequently Asked Questions
What is the primary objective of this research?
The research aims to create an effective cross-cultural training (CCT) methodology specifically tailored for Western expatriates in China to help them adapt to the working and living environment and reduce the high rate of expatriate failure.
What are the main thematic areas covered in the work?
The work focuses on defining key terms, identifying the components of a successful CCT program, comparing different training approaches (e.g., intellectual vs. experiential), and exploring China-specific social and business concepts.
Which scientific methods are utilized in this study?
The study employs a twofold approach: a comprehensive literature review to build a theoretical seven-step model, followed by an empirical analysis based on five semi-structured interviews with professionals experienced in the Chinese context.
What topics are addressed in the main body of the text?
The main body covers the assessment of training needs, the role of the trainer, training duration and types, and specific training techniques like case studies and simulation games, along with discussions on hierarchical social structures and implicit communication.
What are the most relevant keywords for this work?
Key terms include Cross-cultural training, Expatriate adjustment, China, Guanxi, Mianzi, Intercultural competence, and Expatriate failure.
Why is the Chinese market considered particularly challenging for Westerners?
The market is defined by a high cultural distance to the West, specific communication styles, hierarchical structures, and deep-seated cultural concepts like face (mianzi) and relationship-building (guanxi) that require specific training to navigate.
How does the concept of 'Mianzi' impact business negotiations in China?
Mianzi (saving face) is critical; as discussed in the interviews, openly criticizing local staff or pointing out mistakes in public can severely damage professional relationships and lead to collaboration failure.
What role does 'Guanxi' play in the study's conclusions?
Guanxi is highlighted as a fundamental concept for success in China; the study notes that navigating bureaucratic and business obstacles is significantly easier when established personal connections are utilized.
What were the findings regarding the effectiveness of online CCT?
While noted as a lower-cost alternative, the research concludes that there is currently insufficient academic evidence to prove the effectiveness of online CCT compared to traditional, comprehensive training methods.
Does the study provide specific advice for trainers?
Yes, the study emphasizes the need for trainers to have long-term experience with Chinese culture, suggesting that trainers who are bi-cultural or have significant exposure to the environment are better suited than those who only possess general academic knowledge.
- Citar trabajo
- Diana Rees (Autor), 2012, Effectiveness of Cross-Cultural Training Methodology in Chinese Corporate Context, Múnich, GRIN Verlag, https://www.grin.com/document/230424
