Discover the Power of Cultural Integration: How to Integrate Culturally Diverse Employees
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THE WEBINAR WILL BE BEGINNING SHORTLY THE WEBINAR WILL BE BEGINNING SHORTLY with Marni Johnson, Owner, Workplace Communication & Diversity, Inc. Thursday, July 7th, 2011 from 12 pm to 12:30 pm EDT FOR AUDIO, YOU CAN USE EARPHONES OR YOUR COMPUTER SPEAKERS, OR YOU CAN DIAL IN TO THE TELECONFERENCE - TOLL-FREE: 1-877-669- 3239 Event Number: 663 124 811| Event Password: 1125 NEED HELP? WEBEX SUPPORT LINE: 1-866-863-3910 Discover the Power of Cultural Integration
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Transcript of Discover the Power of Cultural Integration: How to Integrate Culturally Diverse Employees
THE WEBINAR WILL BE BEGINNING SHORTLYTHE WEBINAR WILL BE BEGINNING SHORTLY
with Marni Johnson, Owner, Workplace Communication & Diversity, Inc.Thursday, July 7th, 2011 from 12 pm to 12:30 pm EDT
FOR AUDIO, YOU CAN USE EARPHONES OR YOUR COMPUTER SPEAKERS, OR YOU CAN DIAL IN TO THE TELECONFERENCE - TOLL-FREE: 1-877-669-3239
Event Number: 663 124 811| Event Password: 1125
NEED HELP? WEBEX SUPPORT LINE: 1-866-863-3910
Discover the Power of Cultural Integration
Designed for Drake International By:
Marni [email protected]
WCD Workplace Communication & Diversity Inc.
Outcomes of Today’s Webinar
1. Understand how culture impacts communication2. Learn the influence of “hierarchy” on business
decisions
3. Recognize the need for “cultural fluency”
4. Discuss Hofestede’s Five Dimensions of Culture5. Review tips for integrating culturally diverse employees
into your workplace
What is culture?
What is Culture?
Culture is an ever-evolving system of shared patterns that consciously and subconsciously shapes and re-shapes human behaviour and perceptions.
Through culture people assign meaning to natural and social phenomena.
They VALIDATE what they believe is legitimate and REJECT what does not fit into prescribed norms.
Culture
Culture Shock
To have INTEGRATION, we need
“CULTURAL FLUENCY”
We All Need “Cultural Fluency”
ANTICIPATION•Be open to unexpected interactions
•Resist stereotyping
We All Need “Cultural Fluency”
EMPATHY•Imagine yourself in the cultural shoes of others
•Tolerance of ambiguity
We All Need “Cultural Fluency”
RESPECT FOR DIFFERENCES•The ability to adapt your own behaviour and acquire new knowledge quickly
Cultural Sources of Misunderstandings
We all view the world through our own cultural lenses.
Cultural Sources of Misunderstandings
“I need my employees to be proactive.....to see what
problems need to be solved and come to me with ideas.”
- HR Director
Cultural Sources of Misunderstandings
- From: “You’re Hired...Now What?” by Lynda Goldman
“Isn’t my boss being paid to make decisions and figure out how to do things? Why is she putting the responsibility on me? My job is
to do what my boss tells me to do.”
Negotiation Persuasion Concept of Time
Emotional Responses Self-Promotion Respect
Initiative Relationship Between Men & Women
Status
Sense of Accomplishment
Teamwork Career Management
Body Language Reporting Relationship Hierarchy
Competition vs. Cooperation
Direct vs. Indirect Collective vs. Individualistic
Decision-Making
Independent:•Make more individual decisions•Take more initiative•Expect to provide input and challenge the boss when required
Interdependent:•Consensus for group decisions•Focus on group goals•Don’t disagree with the decision made by the boss
Hofstede’s Five Dimensions of Culture
1. Power distance
2. Individualism or collectivism
3. Masculinity Index
4. Uncertainty avoidance (high or low)
5. Long-term orientation (vs. short-term)
1. Power Distance
2. Individualism vs. Collectivism
Individualism – take care of oneself; seek clarity, get directly to the point
Collectivism – harmony and loyalty, avoid confrontation
3. Masculinity Index
High masculinity scores are found in countries where men are expected to be tough, assertive and strong. Women have different professions than men.
In low masculinity countries women and men are working together equally across professions.
4. Uncertainty Avoidance
The degree of comfort one has with ambiguous or risky situations vs. situations in which the outcome is assured.
Example: Japan
5. Long-term Orientation vs. Short-term Orientation
Long-term – make sacrifices for long-term goals
Short-term – value the present, efforts produce quick results
Tips for Integrating Culturally Diverse
Employees
Tip #1
Don’t Make Assumptions
Tip #2
Provide a Mentor
Tip #3
Try to Understand Differences
Tip #4
Provide Training to New Employees
Tip #5
Do Diversity Training for Managers
Great Resources
Closing Words…
The pessimist complains about the wind.The optimist expects it to change.The realist adjusts the sails.
Marni Johnsonwww.trainingfordiversity.com
[email protected] (direct)
Tony ScalaVP, Marketing, North America
Drake [email protected]
1-416-216-1153 (direct)
Our Contact Information
Q & A
Thank you!
Drake International:
Web: www.drakeintl.comWebinars: www.drake-webinars.com Blog: www.drakepulse.com Facebook Page: /drakeinternationalTwitter: @drakeintl
