ces and rules of social and professional life in the target culture or cultures. It helps to control the transitional stress involved in workplace change including in more extreme cases overcoming `cultural shock`. It also serves to dispel misconceptions and natural fears in the work place.

Conclusion

Very little can be taken for granted. In East Asia white is the colour of mourning while in western cultures, it is black. It is not easy to transition from one culture and become a part of another both socially and professionally. There are many cross-cultural

What is a Cultural Training Programme?

A cultural training programme helps to identify the key dimensions of culture such as the concept of self, styles of communication, attitudes and more in exploring the cultural implications of working in a specific country. It builds awareness of diverse culture and is essential for companies exposed to cross-cultural misunderstandings. International communicators can be helped to face the challenge of overcoming differences through programmes of this type.

Cross-Cultural Issues

Culture reflects in behaviour and affects even the simplest common interactions. Consequently, it is important to plan for and manage effectively possible problems that might arise in a cross-cultural environment. The following are among the key issues to be handled in any multicultural organisation:

• There are many theoretical and practical issues including the concept of power, uncertainty and status in the work place.
• Legal issues related to diversity and work place harassment.
• Managing relationships with managers, peers, subordinates and third parties.

The challenge is to build relationships that link people and create an environment where individual differences are respected. Dealing effectively with colleagues and third parties from many different backgrounds is not an easy task but it is made manageable through programmes that are organised either internally or using specialist third party firms.

Sensitising the Work Place

The organisation should keep its own corporate culture and values in mind and is well advised to build on these in creating an inclusional culture that is open to people of different backgrounds. Flexible working arrangements, autonomy, type of work, contribution, growth and opportunities are all key factors in building a more productive and effective work environment. It is important that companies and all affected staff study and understand the key social and demographic information relating to any new country or market in which the firm intends to participate, together with the usual business climate and etiquette data.

Uses of Cultural Training Programmes

A cultural training programme provides staff with the skills needed to understand the subtleties, nuances and rules of social and professional life in the target culture or cultures. It helps to control the transitional stress involved in workplace change including in more extreme cases overcoming `cultural shock`. It also serves to dispel misconceptions and natural fears in the work place.

Conclusion

Very little can be taken for granted. In East Asia white is the colour of mourning while in western cultures, it is black. It is not easy to transition from one culture and become a part of another both socially and professionally. There are many cross-cultural p

and affects even the simplest common interactions. Consequently, it is important to plan for and manage effectively possible problems that might arise in a cross-cultural environment. The following are among the key issues to be handled in any multicultural organisation:

• There are many theoretical and practical issues including the concept of power, uncertainty and status in the work place.
• Legal issues related to diversity and work place harassment.
• Managing relationships with managers, peers, subordinates and third parties.

The challenge is to build relationships that link people and create an environment where individual differences are respected. Dealing effectively with colleagues and third parties from many different backgrounds is not an easy task but it is made manageable through programmes that are organised either internally or using specialist third party firms.

Sensitising the Work Place

The organisation should keep its own corporate culture and values in mind and is well advised to build on these in creating an inclusional culture that is open to people of different backgrounds. Flexible working arrangements, autonomy, type of work, contribution, growth and opportunities are all key factors in building a more productive and effective work environment. It is important that companies and all affected staff study and understand the key social and demographic information relating to any new country or market in which the firm intends to participate, together with the usual business climate and etiquette data.

Uses of Cultural Training Programmes

A cultural training programme provides staff with the skills needed to understand the subtleties, nuances and rules of social and professional life in the target culture or cultures. It helps to control the transitional stress involved in workplace change including in more extreme cases overcoming `cultural shock`. It also serves to dispel misconceptions and natural fears in the work place.

Conclusion

Very little can be taken for granted. In East Asia white is the colour of mourning while in western cultures, it is black. It is not easy to transition from one culture and become a part of another both socially and professionally. There are many cross-cultural

uild relationships that link people and create an environment where individual differences are respected. Dealing effectively with colleagues and third parties from many different backgrounds is not an easy task but it is made manageable through programmes that are organised either internally or using specialist third party firms.

Sensitising the Work Place

The organisation should keep its own corporate culture and values in mind and is well advised to build on these in creating an inclusional culture that is open to people of different backgrounds. Flexible working arrangements, autonomy, type of work, contribution, growth and opportunities are all key factors in building a more productive and effective work environment. It is important that companies and all affected staff study and understand the key social and demographic information relating to any new country or market in which the firm intends to participate, together with the usual business climate and etiquette data.

Uses of Cultural Training Programmes

A cultural training programme provides staff with the skills needed to understand the subtleties, nuances and rules of social and professional life in the target culture or cultures. It helps to control the transitional stress involved in workplace change including in more extreme cases overcoming `cultural shock`. It also serves to dispel misconceptions and natural fears in the work place.

Conclusion

Very little can be taken for granted. In East Asia white is the colour of mourning while in western cultures, it is black. It is not easy to transition from one culture and become a part of another both socially and professionally. There are many cross-cultural

orking arrangements, autonomy, type of work, contribution, growth and opportunities are all key factors in building a more productive and effective work environment. It is important that companies and all affected staff study and understand the key social and demographic information relating to any new country or market in which the firm intends to participate, together with the usual business climate and etiquette data.

Uses of Cultural Training Programmes

A cultural training programme provides staff with the skills needed to understand the subtleties, nuances and rules of social and professional life in the target culture or cultures. It helps to control the transitional stress involved in workplace change including in more extreme cases overcoming `cultural shock`. It also serves to dispel misconceptions and natural fears in the work place.

Conclusion

Very little can be taken for granted. In East Asia white is the colour of mourning while in western cultures, it is black. It is not easy to transition from one culture and become a part of another both socially and professionally. There are many cross-cultural

ces and rules of social and professional life in the target culture or cultures. It helps to control the transitional stress involved in workplace change including in more extreme cases overcoming `cultural shock`. It also serves to dispel misconceptions and natural fears in the work place.

Conclusion

Very little can be taken for granted. In East Asia white is the colour of mourning while in western cultures, it is black. It is not easy to transition from one culture and become a part of another both socially and professionally. There are many cross-cultural programmes that can equip you with practical tips at all levels. These range from business and market strategy in the context of cultural differences through to detailed assistance for individuals and teams, allowing them to work more effectively across borders and cultures.