Global business concepts methodologies tools and applications

Running Head: CULTURAL TRAINING FOR EMPLOYEES 1

Cultural Training for Employees Research Outline

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Running Head: CULTURAL TRAINING FOR EMPLOYEES 2

Cultural training for employees

Introduction

So many countries such as Coca-Cola have opened businesses in so many countries

around the globe. It is clear that most of these countries where Cola-Cola is working have

different cultures. Employees who go to work in such places end up getting confused and while

so many of them resign from work, those who sign to continue working there may make so many

errors that can cost the company or other stakeholders in one way or the other. Cultural training

is thus very important since it helps the employees to stay on task and know what they are

supposed to do at what time.

Importance of cultural training for employees

There are many reasons why employees should be trained:

 They become aware of the culture of the people where they are going to work

 They know how to handle clients and other stakeholders in the country where

they are going to work (Association & Resources, Global Business: Concepts,

Methodologies, Tools and Applications: Concepts, Methodologies, Tools and

Applications, 2013).

 They know how they should behave towards their fellow co-workers, their bosses

and other people who work in the company.

 They are trained on the expectations of the government and the communities

where they are going to work so that they do not commit errors.

Running Head: CULTURAL TRAINING FOR EMPLOYEES 3

 The employees are taught on all matters starting from dress codes, eating,

entertainment and others so that they do not get stuck or look like outsiders.

The aim of training these employees is to make them look inclusive and one with the people

whom they are going to serve. It is also to enable the employees to be able to work in societies

that have cultures different from theirs (Martin, 2015). By doing so, the company will be saved

additional charges that may arise from the employees’ lack of knowledge including the loss of

customers.

What can be trained to employees?

 The first thing that will be taught to employees is communication. This can include the

language of the people; both oral and gestures or the sign language.

 The way of dress of that country, eating, entertainment, leisure and general mixing of the

people.

 Laws and rules of that country and of specific societies they are going to work so as to

avoid trouble with authorities.

 The attitudes and tone of the people and whether there are any meanings to the messages

the people send, the simplicity or complacency of the people and how they perceive

people from their countries or from outside (York, 2015). For instance, Indians

concentrate on family relationships so much before they start worrying about business.

This can help retain customers and work well with other stakeholders from such regions.

It is very important that while offering such training, the trainers should base their material

on reality and not what they hear. They should be able to give a full comparison and

Running Head: CULTURAL TRAINING FOR EMPLOYEES 4

difference on the countries the employees stay and where they are going so that they give a

full image of what to expect and what to do in order to fit in the two worlds.

How to reinforce employees training

In order to make the material taught to employees, orientation is very important.

Orientation ensures that the employees realizes the information given and struggles to fit into

the changing working and survival climates. Other than orientation it is also very important

to offer premiums to give them motivation to struggle and fit.

Assessing employees

Learning orientation is one of the concepts that are considered valuable for assessing and

training employees. In such cases, employees who have weak learning orientation withdraw

easily from conditions and situations that result in low judgement of performance since they

think that they will not be able to adapt. The ones with strong learning orientation fight and

continue until they adapt. The strong ones are thus considered for such works outside their

countries for their own benefit and that of the company where they are working. In today’s

environment where globalization is considered the solution to competition, employees play a

key part in influencing other employees who may be new to the company. Thus, selecting

them should be based on a criterion that is exact and that can give realistic results. Thus,

learning orientation may give better results than just theoretical training.

How to assess success of the training for employees

 The employees should be able to fit into the communication ways of the people in the

country of their work. This should be in tone, attitudes, language and sign language.

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 The employees should serve clients with ease and give them satisfaction.

 They should be able to conform to the laws and rules of not only the authorities but also

the societies where they will be working (Association & Resources, Cross-Cultural

Interaction: Concepts, Methodologies, Tools, and Applications: Concepts,

Methodologies, Tools, and Applications, 2014).

 The employees should not look as foreigners in such countries but should be able to fit in

their eating ways, dress, entertainment and other areas so that they can be acceptable in

their new societies among other things.

Conclusion

Training employees may be taken to be simple but in one way or the other, it is complex

in that the trainer has to make a person fit into two totally different worlds. Companies that

are successful in this concept tend to perform so well in any country they globalize.

However, the most important value is the experience gained by the individual employees that

can profit them and the globalizing company.

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References

Association, M., & Resources, I. (2013). Global Business: Concepts, Methodologies, Tools and

Applications: Concepts, Methodologies, Tools and Applications. IGI Global, 2013.

Association, M., & Resources, I. (2014). Cross-Cultural Interaction: Concepts, Methodologies, Tools, and

Applications: Concepts, Methodologies, Tools, and Applications. IGI Global, 2014.

Martin, J. (2015). Key Concepts in Human Resource Management. SAGE, 2015.

York, K. M. (2015). Applied Human Resource Management: Strategic Issues . SAGE, 2015