Training Strategy for Four Seasons

Those that go into the business world quickly recognize that each work environment they find themselves in can be total different from another. This can especially be said even of environments within the United States, from region to region. There is definitely a disparity of workplace environments from country to country. Not only can culture drive a varied atmosphere, but the diversity of the personnel making up that environment can equally create a challenge that a leader must be prepared to manage. Recognizing that special care needs to be placed on communication and perception skills is crucial in our present professional domain. Managers of today need to employee tools from the psychological and sociological field to be successful. Having a deep understanding in the differences in culture and diversity in the workplace is critical, especially when debating about accepting a position overseas or assigning an employee to an embedded position abroad. With a broad knowledge of cultural differences and diversity, success as a manager and the stability of a positive work environment can be achieved and maintained without unnecessary effort and focus.

Understand cultural competence and why is it important especially for that have a diverse workforce.

Cultural Competence is a complicated assimilation of education, beliefs, and experiences which would strengthen communication and efficient interaction cross-culturally. However, culture is defined as one way of life. It is not defined by race, language, food, religion, and ethics. With a job that involves constant involvement or entanglement with different culture, it is important for cultural competence. To be cultural competent is the ability to know one difference but still understands, respect, and safeguard the individual right to self-confidence, self- interpretation and status. Nevertheless, working with people of different cultural diversity might be difficult especially it differs from our own core culture. Therefore to prevent bias

Globalization and technological advancement have dictated the need for managers to deal with multiple ethnic groups with different culture in their day to day interactions. According to Kulkarni (2012), cultures play critical roles in individuals, including values, beliefs, humor, worries, fears, hopes, opinions, attachments, and anxieties.

The Recruitment and Selection Process must be simple and must be robust enough to operate excellently in the moment of the insufficient number of candidates on the job market and the process must be also able to process a large number of candidates within given time limit (Richards, 2008). Cross-cultural training encompasses a combination of translation, instructional design and cultural adaptation, each of which is required to convey new concepts to a target audience in another country. Simply translating training material will not work, as it fails to take into account the cultural factors that influence the trainees' perceptions (Smith, 2004).

As per the 14th Annual Global CEO Survey by Price Waterhouse Cooper for the year 2011, the need had been identified to bridge the gap of global skills as one of the biggest concerns, specifically for companies considering attraction, recruitment, development and retention of talents across the globe (Moran, 2014). Costly mistakes, frustration, and confusion are the main consequences of absence of global skills mainly because of ignorance regarding the effect of culture across the work place. This is because ignorance of culture differences result in unproductivity across the organization (Latimer, 2012).

For the course of International Management the following assignment has been giving with the objective to select a topic in the field of International Management. The topic for this paper is Cross-cultural Communication in Marketing/advertising.

Cultural intelligence assessment will enable the individual to have certain information about himself. It is posited that cultural difference has a greater impact on business effectiveness than we think. That our cultural backgrounds really influence the way we think and act and the way we interpret each others contributions. Our success or failure in communication will depend on the extent at which we understand the different cultural background of the employees and create a fruitful collaboration in situations where cultural differences play a role. To achieve this, we need to act in an appropriate way in multicultural situations coupled with the ability to have an open mind which admits new information and this is curious about

Victor's concerns and resulting actions do not seem to be in alignment with LCC's mission statement or intentions for the hotel. Victor's actions of lack of actions are in direct opposition to the organizations goals, mission, and values. He has not acted in a professional manner in a variety of contexts. As a result Greg is faced with the dilemma surrounding the Russian mob. The other major issue addressed in the case is the competing expectations between the "Americanized" hotel and operating in Russia with Russian employees and Russian cultural norms. The two cultures are very different and adequate attention may not have been given to this problem. Although attempts were made to to train and develop the staff, adequate attention was not given to cultural differences and understanding what and how to motivate employees. The lack of understanding of the Russian culture, goals for how the hotel should be run and function, and clear plan of action to attain these goals all contributed to

International businesses that are ill informed about the practices of another culture are unlikely to succeed in that culture. One way to develop cross-cultural literacy is to regularly rotate and transfer people internationally.

In this era of Globalisation, cross cultural management is the biggest challenge that is faced by the organisations. Within the business context, cross culture refers to interaction between different cultures. Cross cultural management refers to managing the employees from different cultural background in one environment (Adler, 2008). Cross culture management is a significant issue within the organisations as the success of an organisation depends upon the smooth interaction of the employees. This paper is aimed at providing insight on the cross cultural management and the main issues and challenges relating to cross cultural management. For the purpose of this paper, two articles, “Cross-cultural Differences in Management”, by Amman & Jordan

Managers were concerned about knowing and understanding each and every perspective of their employee’s cultures. As they know that without studying or knowing the culture, coordination cannot be built between the employees. It is the existing perspective of managers dealing with cross-cultural management (Sultana, 2013).

According to the works of Chaney & Martin (2011) and Harris & Moran (2000), they agree that international management skills are in need for the increasing scope of international trades and investments. A large number of multinational companies have expanded their businesses through both developed and developing countries. Some of the business invest directly and others are partnership arrangements and strategic alliances with domestic operations. Their studies show that independent entrepreneurs and small businesses have started investing and competing in the world marketplace. Thus, to acquire corporations’ objectives, there is exceedingly a necessity for the development of strategic framework for cross-cultural management and communication in the current competitive global market. Chaney & Martin (2011) also noted that, cultural awareness and cultural differences are strongly important to the multinational corporations’ success. A good understanding of the culture where business is implemented can make international managers productive and effective.

When dealing with intercultural business a person should be well aware of the characteristics of the culture he is to be in contact with. He should be well prepared to face attitudes not common in his home country.

With the interference of globalization in the hotel industry, it is inevitable for the hotel companies to meet with different environmental conditions and forced them to study about different management approaches in order to sustain with competing environmental circumstances which would enable them to realize, both negative and positive effects. Since the international trade and business has expanded, there is no doubt that the international linkage is a must. (ZhenJia) Globalization is a procedure that is drawing individuals together from all countries of the world into a solitary group connected by the tremendous system of correspondence innovations. This part of globalization has likewise influenced the HRM in the business universe of today. HR directors today not have to depend in a little restricted business sector to locate the right workers expected to meet the worldwide test, yet today they can enlist the representatives from around the globe. Other than that the viable information based which is being utilized all around today likewise has made HRM a straightforward yet successful undertaking. Along these lines because of globalization to some degree HRM has turned out to be more proficient and powerful, however moderately a basic errand. The most imperative component that these associations are comprised of People, and since HRM is the arrangement of exercises which manages the general population variable present in any association, this change has