Intercultural Training Objectives To learn both content and skills that will facilitate effective...
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Transcript of Intercultural Training Objectives To learn both content and skills that will facilitate effective...
Intercultural Training
Objectives• To learn both content and skills that will
facilitate effective cross-cultural interaction by reducing misunderstandings and inappropriate behaviour.
• Intercultural learning: effective interaction with colleagues, superiors, employees, customers from other cultures to achieve good results and a positive, successful co-operation
• Cognitive learning goals• Affective learning goals• Behavioural learning goals
Intercultural Knowledge Steps
Unconscious Incompetence
Conscious Incompetence
Conscious Competence
Unconscious Competence
Intercultural Learning Curve
Cross-cultural Training Approaches
Kolb’s Learning Cycle
Training Methods
University Model• Lecture methods– Simple, flexible, inexpensive– Passive learning– Problem-solving activities with well-
defined problems– Emphasis on rationality and emotional
detachment– Study material and produce analytical
reports (paper orientation)– Focus on written (rather than verbal)
information
Contrast-American Model• Stewart (1966)– Helps people to recognize their own
cultural values– Analyse the contrasts with other
cultures– Apply insights to intercultural
interaction– No learning specific to host cultures
Behaviour Modification Training
• Based on social learning theory (Bandura, 1977)–Attention
–Retention
–Reproduction
– Incentive
• ExcelL Intercultural Skills Program (Excellence in Cultural Experiential Learning and Leadership)
Cultural Assimilators• Number or real-life scenarios describing
puzzling cross-cultural interactions and explanations for avoiding the resulting misunderstandings– Critical incidents
• Culture-specific• Culture-general– Introduction of themes and knowledge
areas• Theory-driven – Based on a model of intercultural
expertise development
A Cultural AssimilatorThe Welcomed Visitor
It had taken some getting used to the transition to living on a small Pacific island and to top it off, Dave was the only European with whom the locals had any experience (except for the occasional tour boat, which would drop eager spenders ashore for a few hours at a time).
At first everything had seemed special. Wherever Dave went, people would rush about making certain he was comfortable. The best welcome mats were put out when he came near, the best food was made available to him, and everyone seemed to clean their homes whenever he was expected. The villagers seemed so attuned to his needs that he was usually the only one given a chair to sit upon.
But now, 6 months later, things were different. He was not showered with the attention to which he had grown accustomed. People seemed almost indifferent toward him, as if he were hardly there. He became moodier and often entertained the idea of returning home and forgetting the development work he had set out to do. He had to make a decision.
Possible ExplanationsWhich of the following explanations would help Dave analyze
what has happened?
1. The villagers had obviously grown tired of Dave’s presence. They attempted to ignore him in hopes that he would just go away.
2. Six months is a long time for Dave to be in such a different environment. He was probably lonely and experiencing some culture shock, and was undoubtedly due for a change.
3. The villagers were resentful of outside aid in the form of self-help programs. Once they had realized that Dave had no handouts for them, they decided they did not need him.
4. The villagers were showing their acceptance of Dave by not treating him any differently than they would treat their own. He was finally one of the locals after 6 months of residence.
Taxonomy of Training MethodsCulture Didactic Experience
General LecturesInformation, factsDiscussionsVideosGroup workCultural assimilators
Communication exercisesGamesInteractions (here and now)Model learningObservational learningExperimental learningWorkshopsSelf assessmentsCulture general simulationsRole plays
Specific Culture specific textsCulture specific informationVideosLanguageCritical incidentsCultural assimilatorsCase studies
Role plays with target cultureBicultural workshops(interactions and communication exercises)Culture specific simulationsRole playsBusiness simulationsField simulationsField trips
How to Do Training?• Consider cultural context
• Earley (1994):– Effects of training on efficacy and
performance greater if in congruence with cultural context
– Focus on individuals in more individualistic countries
– Focus on groups in more collectivistic cultures
Consider cultural specific learning styles!
Design of Intercultural Trainings
• Preparation: objectives, target group, resources
• Organisation:Setting, timing, frequency, length, number, composition and experience of participants, content, trainer
• Structure
• Evaluation:post-training, follow-up
• Conditions
Review on Training Effectiveness
Training Evaluation
Percentage of Training
Participants
Percentage of Non-training Participants
Good (1. third)
48 % 0 %
Average (2. third)
40 % 50 %
Low (3. third)
12 % 50 %
Perception Category German NP
GermanP
American NP
American P
Other Culture
Stereotypes 0.8 0.4 1.8 0.7
Empathy 4.2 5 4.3 5
Knowledge 2.9 3.2 2.5 4.1
Own Culture
Stereotypes 1.4 0.9 0.3 0.2
Empathy 4.1 5.5 4.3 4.9
Knowledge 2 3.1 2.8 3.8
Conclusions• Information oriented: cultural and
intercultural knowledge
• Culture oriented: awareness and sensitivity
• Interaction oriented: experience and behaviour
• Attribution oriented
• Learning and teaching styles are culture specific!
• Design and structure