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Impact of Cross

Culture Training
for Employees of
Various
Organization
NAME: ANITIKA KATOCH

URN:
51MB5013510

MBA HR 4TH SEMESTER


CROSS CULTURAL TRAINING
Cross: means different.
Culture: is the behaviour of human beings acting as groups and as individuals
in a community.
Training: is the process of altering employees behavior, attitudes and
knowledge in a way that increases the probability of individual and
organizational goal attainment. Training aims to improve employees current
work skills and behavior.
Cross Culture Training refers to a variety of different training courses each in
essence aim to develop awareness between people where a common culture
frame work does not exist.
CROSS CULTURE CYCLE
TYPES OF CCT

Environmental Briefing geography, climate, housing, and schools.

Cultural Orientation cultural institutions, value systems of the host county.

Cultural Assimilators - inter cultural encounters.

Language Training communication effectiveness

Sensitivity Training to develop attitudinal flexibility.

Field Experience to make the expatriate familiarize with the challenges of


assignment.
PURPOSE of STUDY

Thisresearch is an exploratory research and the


primary purpose of the present research is to analyse
the occurrence of culture shock and to study some of
the common cultural issues faced by the population of
Indian expatriates working in the International
Assignments.
OBJECTIVES

To gain knowledge about culture, culture shock, expatriation and

problems faced by Indian Expatriates.

To understand the objectives and benefits of cross cultural training to

overcome the cross border differences.

To understand the different methods of Cross Cultural Training.

To know what employees think about CCT.


SAMPLING

Sampling Technique: Convenience sampling has been


used.
Sampling Unit: It comprises Employee, Student, and
Business Man.
Sample Area: Jaipur, Delhi and Himachal Pradesh region
will considered for research.
Sampling Size: 15 of respondent consider out of total
population who has visited any foreign country.
RESEARCH FINDINGS
Age has been recognized as an important factor and it also states that the younger people or
individuals are likely to adjust better and sooner to the culture in the host country than the
individuals of an older age.
As the present study is based on Cross Cultural Training and so only that respondent are
selected who had work experience at different culture/Nation.
Research shows that 60% of respondent are aware about Cross Cultural Training and 40%
are unaware about Cross Cultural Training.
90% of the respondents said they are not living with their family and 10% of the
respondents answered that they were living with their family.
only 40% answered that they had fluent English and 60% said they has only a
conversational ability and that their English was average
73% of the respondents said they have been living in the Foreign for less than 1 year now
and 27% have been living for 1-2 years.
SUGGESTIONS
It is beneficial if we take CCT before any international assignment and it will
also help individual for its fulfillment.

Even those Expatriate who belongs to technical field should take Cross
Cultural Training as at the end they have to spend 8-12 hours in visited society.

The early ideas about CCT suggested that it should be carried out before the
departure, and some researchers still think that Post arrival training helps the
expatriate to form realistic expectations prior to arrival but I analyzed that
sequential Cultural training is best which comprises both(Pre-departure& Post
Arrival) at different-2 stages
CONCLUSION
It is imperative that employees who are to be expatriated are well informed regarding the
Challenges they might face in a foreign land. Coping with a foreign culture both
organizational and national needs well-planned preparation.

A well structured cross-cultural training will help the employees to prepare for coping
with the changes in the working styles, beliefs and values they are expected to face.

A large degree of uncertainty which an employee might face while moving to a foreign
land and culture can be reduced through organizational support in terms of training. The
huge costs that an organization might face due to expatriate failure are of high concern.
Preparing the employees for a foreign assignment is mutually beneficial to the
organization and the employee.

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