...International Business Studies (2006) 37, 525–543 & 2006 Academy of International Business All rights reserved 0047-2506 $30.00 www.jibs.net Cross-cultural competence in international business: toward a definition and a model James P. Johnson1, Tomasz Lenartowicz2 and Salvador Apud3 Crummer Graduate School of Business, Rollins College, Winter Park, USA; 2Deparment of Management, International Business and Entrepreneurship, College of Business, Florida Atlantic University, Boca Raton, USA; 3LBJ School of Public Affairs, The University of Texas, Austin, USA Correspondence: Dr James P. Johnson, Crummer Graduate School of Business, Rollins College, Office number 204, Winter Park, FL 32789, USA. Tel: þ 1 407 646 2486; Fax: þ 1 407 646 1550; E-mail: jpjohnson@rollins.edu 1 Abstract Many international business failures have been ascribed to a lack of crosscultural competence (CC) on the part of business practitioners. However, the international business literature appears to lack an adequate conceptualization and definition of the term ‘CC’, focusing instead on the knowledge, skills and attributes that appear to be its antecedents. In this conceptual study, we propose a definition of CC as it applies to international business and develop a model for understanding how CC is nurtured in individuals, linking our definition to the concept of cultural intelligence. We discuss the components of the model and suggest that there are environmental and contextual impediments to the effective...
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...Learning from the various factors of a culture one will encounter in building human relations with has allowed me to understand the challenges I will potentially face. In the article “Cross-Cultural Competence: Engage People from any Culture” by Louise Rasmussen she stresses the importance in being able to successfully work or build relationships with any individual no matter what culture (Rasmussen 2017). This would be very essential if I was to manage an international company where I would want to establish a culture in the work force that allows and accepts the cultures of every employee. I would ensure every worker I hired was aware of my expectations and what would be required. Also I would emphasize an open environment that allowed...
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...Fachhochschule Köln Cologne University of Applied Sciences Faculty of Economics and Business Administration Research paper of the discipline “Cross Cultural Competence SS 2012” Made by: Brovchenko Ekaterina Dzyuba Stanislav Shushunina Tatiana 2012 Content Summary 1. Targets, tasks and problems of research During the last ten years aspects of cross-cultural competence provoke theoretical and practical interest due to international relations development. Cross-cultural competence is not restricted by discussion of different questions and problems on the international level; it becomes a part of everyday people life including education sphere. Our team has received results of survey that is carried out among students of Germany, Uzbekistan and Albania. This survey about how culture affects the requirements for teaching offers. Respondents were offered to answer 26 questions according to education aspects and personal questions. In addition we had list of statistical data that should be collected about every country. For us it was necessary to compare found date and obtained results of existing survey and then to find correlation between it. We have considered three given countries: Germany, Uzbekistan and Albania. Germany, officially the Federal Republic...
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...Organizational development and fundraising professionals, as well as board volunteers, have the opportunity to cross boundaries that divide people in other sectors. Whether we view this opportunity with apprehension or enthusiasm depends on our heritage, experiences, beliefs, and vision. Historically, nonprofit boards have offered limited opportunities to develop diverse leadership. 4 Beyond representation: Building diverse board leadership teams Maria Gitin OVER THE YEARS , dialogue on board diversification has evolved from focus on the importance of representing constituents, to “doing the right thing,” which is characterized by opponents as “political correctness,” to the current widely held view that a nondiverse board is missing key potential donors and opinion leaders. Diverse leaders can expand knowledge, create new resources, and open doors to partnerships necessary to fulfill an organization’s mission. Recommended strategies for board diversification must be understood in the context of the deeply divided society of the United States. Although North American cultural issues are the result of a unique history, most elements of diversity planning will apply in other countries as well. By the year 2015 the nonwhite portion of the U.S. population is expected to increase to 30 percent NEW DIRECTIONS FOR PHILANTHROPIC FUNDRAISING, NO. 34, WINTER 2001 © WILEY PERIODICALS, INC. 77 78 DIVERSITY IN THE FUNDRAISING PROFESSION (Changing Our World, 2001). In...
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...Making Excellence Inclusive In Education Student’s Name Institution Abstract This research paper is on cultural diversity and particularly intercultural maturity (Tierney, 2007). The point of discussion zeros into education practices that are being adopted to enhance intercultural maturity and intercultural competence in the current education systems (King & Baxter, 2005). This study also gives an overview of how to make the current education system excellent inclusive. Making education unique, inclusive addresses the adverse impacts on cultural diversity in the education sector (Kuh, 2008). In this research, I have also suggested areas for further research that need critical studies for the fulfillment of those research gaps. This paper is significant as it has identified key areas related to intercultural maturity that require rethink and further analysis. At the very end of my research, I have devised an action plan on how best to tackle and address those problems that are interconnected with intercultural maturity. This paper is of value as it dissects intercultural maturity; it enhances and builds a clear understanding of intercultural competence, excellence inclusive education and cross-cultural maturity. Furthermore, it will lead to the advancement of knowledge or perhaps the discovery of new knowledge as the research gaps are fulfilled (Alvesson & Sandberg, 2013). Making Excellence Inclusive In Education In the modern society...
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...to the poor quality and accessibility of health care services. As the population of diversity continues to grow rapidly so does the importance of cultural competence in healthcare. Cultural competence is a set of behaviors, attitudes, and skills that enables nurses to work effectively in cross-cultural situations ("Cultural Competence", 2014). Organizations must have the capacity to value diversity, conduct self-assessment, manage the dynamics of difference, institutionalize cultural knowledge and adapt to the diversity and the cultural context of the communities they serve. The Office of Mental Health and Substance Abuse Services (OMHSAS) stated that inequities in service delivery and care in the health care system are associated with discrimination, and a lack of culturally competent practices, including a lack of cultural awareness and sensitivity by health care providers (Upsher, n.d). Substance abuse is defined as a chronic, relapsing brain disease that is characterized by compulsive drug seeking and use, despite harmful consequences ("The Science Of Drug Abuse And Addiction: The Basics", 2014). This paper will discuss and define the appropriateness of competent care in Substance abuse care and identify the populations served and issues of population vulnerability. In addition, exploration of standards of cultural competence with substance abuse, the delivery of nursing care and potential impact, and the resolutions of implementation of standards that did not met expectations...
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...Cultural Competency Assessment Cultural Competency Assessment Cultural competency is a combination of attitudes, behaviors, and policies that creates a system within an organization or among groups. It allows people to work together effectively in cross-cultural, diverse situations. Culture is the pattern of behaviors that includes a person’s actions, thoughts, communications, beliefs, values, language, and institutions of social, ethnic, racial, and religious groups. Competence determines whether a person can function effectively as an individual, group, or organization within the context of the cultural behaviors, beliefs, and needs of clients and the communities in which he or she resides (Sutton, 2000). America is considered the “the melting pot” because of the culturally diverse communities we live, work, and play in. Importance of Cultural Competence America is a combination of diverse race and cultures, such as White, Asian, Native American, African American, Hispanic, and many others. Although every culture has created a new way of life in the 21st Century, each group has preserved values and beliefs from his or her original culture. Human service professionals need to provide services with objective, nonjudgmental, knowledgeable, open-mindedness, and the williness to understand the needs of each client. For example, a human service professional not aware of the Native American Child Welfare Policies may remove a child from his or her tribal family, and place that...
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...Can companies gain competetive advantage from multicultural differences in their workforce ? As the business world gets ever more connected, it is more critical than ever for global organizations to recruit, develop, and retain multicultural leaders who can navigate the myriad opportunities and challenges their companies face. Multicultural workforce can offer cultural competence or cultural intelligence; this can allow them to work effectively in cross-cultural situations. For example, they may have more than one ethnicity or spent time working abroad, where they likely would have experienced adjusting to a different culture. This can make them more culturally sensitive than a manager who hasn't worked with people from other cultures or regions. Managing diversity is about recognizing the unique contribution each employee can make to the organization. It is about creating an environment in which everyone feels valued, welcomed, and able to make an important contribution toward the attainment of corporate objectives. Additionally, companies facing challenges in competing global marketplace for market share can use diversity as "competitive advantage" in a multicultural environment with a diverse pool of talented and experienced individuals who can bring innovation and creativity to the organization. Diversity is not only associated to limited attributes that can be observed but also to those invisible characteristics such as differences in educational background, creativity...
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...Diversity & Inclusion at Shell Shell at a Glance • Operating in more than 100 countries • Worldwide 102,000 employees • Net earnings $31.4 billion in 2008 • Capital investment over $30 billion in 2009 • Hydrocarbon production around 3.4 million boe/day • World largest fuel retail network with 45,000 service stations • Listed on stock exchanges of Amsterdam, London, New York Do you agree or disagree with the following statements? Women’s routes up the corporate ladder differ from men’s. Men and women are getting more similar. Males have stronger stereotypes about women’s leadership than women about men’s leadership. Women have got an authenticity problem. Successful women in traditionally male areas are generally disliked. Diversity means all the ways we differ. It includes visible differences such as age, gender, ethnicity and physical appearance; as well as underlying differences such as thought styles, religion, sexual orientation, nationality, and education. Inclusion means a workplace where differences are valued; where everyone has the opportunity to develop skills and talents consistent with our values and business objectives. The aim is to create an organisation where people feel involved, respected, connected where the richness of ideas, backgrounds and perspectives are harnessed to create business value. Inclusion Diversity Global Diversity & Inclusion Framework Talent, Leadership, Competitiveness 1. Communication/Education 2. Recruitment & Retention 3. Development...
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...| Overcoming The Challenges | What lies ahead for the new pediatric satellite clinic | | Abstract The purpose of this document is to discuss the opening of a new pediatric satellite clinic in a place of my choosing. For this document, I will be choosing Charlotte, NC; which is close to my hometown. This essay will discuss several challenges that lay ahead with this project, such as; recruiting and retaining staff; types of services and resources; building rapport with the community and surrounding counties; finances and profitability of the clinic; technology; and compliance with local, state, and federal laws and regulations. These challenges will also be further broken down and explain ways that administration can overcome these challenges so that the project is successful. Lastly, there will be a discussion on specific skills and knowledge that administration needs to utilize when opening the new clinic and to manage staff. The decision to expand the Pediatric Community Care Center has provided other communities the chance to receive quality care close to their home. This decision also poses great risks and challenges. Overcoming these challenges will be no easy feat; however, with careful consideration and implementing the right course, this project should be a success. The new Pediatric Satellite Clinic will be located in Charlotte, North Carolina. This area has a population of around 773 thousand, with around 20% of that population being children...
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...HLTHIR403C. Work effectively with culturally diverse clients and co-workers Author John Bailey Copyright Text copyright © 2008 by John N. Bailey. Illustration, layout and design copyright © 2008 by John N. Bailey. Under Australia's Copyright Act 1968 (the Act), except for any fair dealing for the purposes of study, research, criticism or review, no part of this book may be reproduced, stored in a retrieval system, or transmitted in any form or by any means without prior written permission from John N. Bailey. All inquiries should be directed in the first instance to the publisher at the address below. Copying for Education Purposes The Act allows a maximum of one chapter or 10% of this book, whichever is the greater, to be copied by an educational institution for its educational purposes provided that that educational institution (or the body that administers it) has given a remuneration notice to JNB Publications, Disclaimer All reasonable efforts have been made to ensure the quality and accuracy of this publication. JNB Publications assumes no responsibility for any errors or omissions and no warranties are made with regard to this publication. Neither JNB Publications nor any authorised distributors shall be held responsible for any direct, incidental or consequential damages resulting from the use of this publication. To Order this Publication This publication can be ordered in a wire bound...
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...Community and Cultural Competence The definition of the geopolitical community is a community that have specific boundary such as rivers, mountain as well as highways or jurisdictional boundaries which can be politically or geographically influenced Statistical and epidemiological studies are frequently based on date from specific geopolitical areas (Maurer & Smith, 2013). This is my geopolitical community because it is a geographical location. I may or may not have anything in common with my geopolitical community beside the location of home. My children do not go to the same school as the kids in the neighborhood, but they are still friends and play together at the park. My husband and I work in another area from our neighborhoods. Our recreational activities usually takes place in other communities, but our community is trying to use the education resources that is provided by our community members in order to understand and know how to access the resources our community needs. Per Maurer & Smith (2013), the community ones belongs to, does not necessarily have to be the geographical location, but a community in terms of the members' feeling and emotions of belonging or sense of membership it belongs to. This is a referred to as a phenomenological community. The phenomenological community does not automatically share a geographical location as does the geopolitical community, but may share the same interests and goals. This type of community is a group...
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...uni-erlangen.de 2) University of Melbourne, Department of Management and Marketing, Faculty of Economics and Commerce, Parkville Campus, Melbourne, Victoria 3010, Australia, harzing@unimelb.edu.au Acknowledgements This study was supported by funds from the 'Jubiläumsfondsprojekt Nr. 11618 of the Oesterreichischen Nationalbank'. We thank Professor Gerhard Fink and Dr. Markus Pudelko for their helpful comments on earlier versions of this paper. Abstract Using data collected from 25 interviews with Austrian employees in the European Commission, we explore the conditions under which cultural differences do and do not influence interactions. Previous experience with culturally-determined behaviour and experience working in a foreign language is found to foster norms that reduce conflict based on cross-cultural differences. Time pressure, on the other hand, makes cultural differences, specifically the way that criticism is delivered and the extent of relational-versus-task orientation, more explicit. Our...
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...Heritage Assessment NRS-429V | Culture and Cultural Competency in Health Promotion John Thomas 3/24/13 The Heritage Assessment tool is primarily used as a device to evaluate health maintenance, health protection, and health restoration of a person’s cultural beliefs and values (Spector, 2006). This assessment helps aid in providing quality patient care in that it helps to meet and respect the needs of different types of people and their respective backgrounds (Spector, 2002). This particular paper serves to compare and contrast the ethnicities of Indian, Caucasian, and Arabic families using health maintenance, health protection, and health restoration as evaluation markers. The purpose was to identify and isolate different groups of people and their unique health practices and traditions that were based off their heritage or background. An assessment of these ethnicities led to several discoveries that I believe could truly improve our methods of health care. Cultural awareness is an essential part of life, especially in this country that is considered to be the melting pot of the world. Cultural awareness can be defined as understanding and appreciation the difference between oneself and people of other backgrounds and cultural beliefs (Shen, 2004). Cultural competence is a term used to refer to awareness and skill acquired to be able to care for people of different ethnicities and cultures (Purnell, 2002). The heritage assessment tool serves as a questionnaire of sorts...
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...MANAGING MULTICULTURALISM MANAGING MULTICULTURALISM Danet Johnson Cultural Diversity in Professions Managing Multiculturalism In today’s society it is virtually impossible to avoid an encounter with someone or something that is different. As communities grow they become populated with individuals who are from various cultural, ethnic, and even financial backgrounds. These differences are in actuality the very definition of diversity. Diversity, as defined my Merriam-Webster, is “the condition of having or being composed of differing elements: variety; especially: the inclusion of different types of people (as people of different races or cultures) in a group or organization.” Continued exposure helps us to adapt ideally allowing for a mutual respect towards one another. Such is multiculturalism, the ability to connect with and respect those differences. According to Allard ( 2011) “The primary dimensions of diversity are considered to be those social group memberships that are fixed and usually very central to one’s self-identity like race, ethnicity, age, gender, mental and physical abilities, and sexual orientation” (p.60). In other words, all groups generally start with people who are similar in some way. As humans, we tend to gravitate towards those we think are “like us” as a form of comfort or protection even. This inherent act may very well be the basis for ethnocentrism. It is not until one decides to interact outside of their own group that they will...
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