Parul College of Management
Dr. SHAIFALI GARG
Associate Professor
Parul university, Goa
Module 3: Multiculturalism and International Training & Development
Multiculturalism and Nature of Culture
Culture refers to the shared values, beliefs, attitudes, customs, traditions and behaviors that distinguish
one group of people from another.
Characteristics of Culture:
• Learned behavior.
• Shared among members of society.
• Dynamic and adaptive.
• Passed from one generation to another.
• Influences workplace behavior.
Importance of Culture in IHRM:
• Influences communication styles.
• Affects leadership preferences.
• Determines motivation patterns.
• Shapes organizational behavior.
Example:
Japanese organizations emphasize collectivism and long-term orientation, while American organizations
2. Hofstede's Cultural Dimensions
Geert Hofstede developed six cultural dimensions:
1. Power Distance (PDI)
• High PDI: India, Malaysia.
• Low PDI: Denmark, Sweden.
2. Individualism vs Collectivism (IDV)
• Individualistic: USA.
• Collectivist: Japan, China.
3. Masculinity vs Femininity (MAS)
• Masculine: Japan.
• Feminine: Sweden.
4. Uncertainty Avoidance (UAI)
• High: Germany, Japan.
• Low: Singapore. 5. Long-Term vs Short-Term Orientation (LTO) • Long-term: China. • Short-term: USA.
6. Indulgence vs Restraint (IVR): • Indulgent: Australia. • Restrained: Russia.
Managerial Implications:
• Helps managers understand employee behavior.
• Improves international communication.
• Supports effective leadership in global organizations.
Culture Predispositions in International Management
A. Ethnocentric Orientation
• Headquarters culture dominates.
• Key positions occupied by parent-country nationals.
Advantages:
• Better control.
• Uniform policies.
Disadvantages:
• Cultural insensitivity.
• High expatriate costs.
B. Polycentric Orientation
• Subsidiaries managed by host-country nationals.
Advantages:
• Better local responsiveness.
• Lower staffing cost.
Disadvantages:
• Coordination difficulties.
C. Regio centric Orientation
• Employees selected from a specific region.
Advantages:
• Regional integration.
• Better cultural understanding.
D. Geocentric Orientation
• Best person selected regardless of nationality.
Advantages:
• Global talent utilization.
• Knowledge sharing.
Disadvantages:
• Complex administration.
Managing Across Cultures
Managing across cultures means effectively leading and coordinating employees
from diverse cultural backgrounds.
Challenges:
• Communication barriers.
• Different work values.
• Leadership expectations.
• Conflict management.
Strategies:
• Cultural awareness programs.
• Diversity management.
• Cross-cultural training.
• Inclusive leadership.
Example:
Google promotes multicultural teamwork through diversity and inclusion
programs.
Dimensions of Multicultural Management
1. Communication Management.
2. Diversity Management.
3. Leadership Adaptation.
4. Team Building.
5. Conflict Resolution.
6. Employee Engagement.
7. Knowledge Sharing.
2. Benefits:
• Better innovation.
• Improved creativity.
• Global competitiveness.
• Employee satisfaction.
Building Multicultural Organizations
Characteristics:
• Diversity and inclusion.
• Equal opportunities.
• Cultural sensitivity.
• Global mindset.
Steps:
1. Develop diversity policies.
2. Conduct cultural awareness training.
3. Encourage inclusive leadership.
4. Promote global collaboration.
5. Measure diversity outcomes.
Training and Development (T&D) improves employee knowledge, skills and
competencies for global operations.
Objectives:
• Improve performance.
• Develop global leadership.
• Facilitate cultural adaptation.
• Support international assignments.
Benefits:
• Higher productivity.
• Better employee commitment.
Training Strategies in IHRM
1. Global Standardized Training.
2. Localized Training.
3. Leadership Development Programs.
4. Management Development Programs.
5. Digital Learning Platforms.
6. International Job Rotation.
Example:
IBM uses global leadership development programs to prepare managers for international roles.
Expatriate Training (Cross-Cultural Training - CCT)
Cross-Cultural Training (CCT) prepares expatriates to work effectively in
foreign environments.
Objectives:
• Reduce culture shock.
• Improve adjustment.
• Enhance communication skills.
Types:
1. Cultural Awareness Training.
2. Language Training.
3. Sensitivity Training.
4. Practical Orientation Programs.
Benefits:
• Reduced expatriate failure.
• Faster adaptation.
• Improved performance.
HCN and TCN Training
HCN = Host Country Nationals
TCN = Third Country Nationals
Training Needs:
• Understanding corporate culture.
• Technical skills development.
• Leadership development.
• Cross-cultural competence.
Importance:
• Facilitates knowledge transfer.
• Improves coordination.
• Supports organizational integration.
Identifying Training Methods
On-the-Job Methods:
• Coaching.
• Mentoring.
• Job Rotation.
• Apprenticeship.
Off-the-Job Methods:
• Lectures.
• Workshops.
• Simulations.
• Case Studies.
• E-learning.
Selection Criteria:
• Training objectives.
• Employee profile.
• Budget.
• Cultural requirements.
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