05/07/2013

culture specific training

Our Culture Specific Training focuses on specific cultural groups and highlights the similarities and differences of one cultural group as compared with another cultural group. The interactions between these cultural groups are compared. This training provides succinct and general knowledge of a specific country or region. This type of training, for example, will give a manager an overall understanding of the culture of the country where his coworkers are coming from and how it compares and contrasts with his own culture. Culture Specific Training will be beneficial for the businesspersons traveling abroad for a conference: they will be trained on business etiquette, local culture and customs and common “dos” and “don’ts” of the country hosting the conference. Consider, for example, a kiwi manager who lead team members coming from China. Culture Specific Training can provide the manager with sufficient cultural information to work with Chinese colleagues and help him to avoid common faux pas. We can misunderstand each other, and react in ways that can hinder what are otherwise promising partnerships.


We all judge everybody by our own cultural lens. We have nothing else but our own cultural lens. Unless we get proper cultural training, we’re unable to see the same situation from multiple perspectives simultaneously.


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CULTURE SPECIFIC TRAINING

COURSE CONTENT

The interactive culture specific training does not emphasize the transmission of facts about unfamiliar cultures.  Rather, it’s primary focus is on behaviour modification. This training will not only be giving out information, but it will also deal with people’s perceptions of other races, religion, backgrounds and how people perceive others. Training approaches are designed to provide participants with the opportunity to learn how cultural diversity can positively influence job and team performance. Participants learn how communications styles and expectations of supervisors and colleagues can differ between cultures. They also learn that individuals within cultures differ as they do between cultures. This helps break down stereotypic reactions between groups.

BENEFITS OF CULTURE AWARENESS TRAINING 

The interactive culture specific training does not emphasize the transmission of facts about unfamiliar cultures.  Rather, it’s primary focus is on behaviour modification. This training will not only be giving out information, but it will also deal with people’s perceptions of other races, religion, backgrounds and how people perceive others. Training approaches are designed to provide participants with the opportunity to learn how cultural diversity can positively influence job and team performance. Participants learn how communications styles and expectations of supervisors and colleagues can differ between cultures. They also learn that individuals within cultures differ as they do between cultures. This helps break down stereotypic reactions between groups.

WHO SHOULD ATTEND?

Our Culture Awareness Training course will be of benefit if you:

  • Your organisation is growing its business beyond national borders
  • You and your staff are increasingly working with colleagues in other countries
  • Your staff is becoming more culturally diverse
  • You are involved in multinational projects and programmes

CULTURE SPECIFIC TRAINING

COURSE DETAILS

Our Culture-Specific Trainings enable you to learn from and share the wealth of others’ traditions. The training focuses on the cognitive and experiential levels when dealing with another culture in order to teach the necessary competence when working with your partners. This training conveys core competences in dealing with cultural differences and enables its participants to act with confidence in a foreign cultural environment and to adapt to changing situations.In combining cognitive (didactic) and participatory (experiential) learning the program seeks to introduce the participants to the knowledge, attitudes, and skills needed to succeed in an intercultural environment.
Basic training modules include:

  • General knowledge about the country and its people, communication and everyday life. An overview of religion and politics, economy and society.
  • Appropriate behavior, norms and values that make up life in the public, professional and private spheres.
  • Intercultural topics taking into account the unique culture of the countries of origin of the trainees. Comparison of cultural standards in different countries.
  • Cultural standards of chosen country for professional and personal contacts, titles, showing emotions, dress-code, the role of tradition and religion in society, the concept of time, the notion of individualism and collectivism and the concept of hierarchy in society and assignment of status.
  • Norms, laws, and taboos and action plan for the first two months in the country.

 

culture specific

 

In addition basic training modules include:

  • Cultural assimilator, powerful examples, case studies and short movies which show a series of scenarios, or critical incidents, that involve some sort of culture clash or misunderstanding to prepare people for interacting effectively with culturally different others.
  • The NAZA Cross-Cultural Simulation Game. This simulation makes aware of the issues around culture differences. In NAZA the participants come to understand the powerful effects that culture plays in every person’s life. At best, the participants might gain a deeper perspective of your own values and a tolerance for diverse positions. As Hall (1997) notes, “Culture is dictatorial unless understood and examined.” Cross cultural simulations offer an opportunity for participants to examine what our orientations are, and see how they relate to others.
  • KultuRallye: “Xenomania” confronts groups with the challenge of having to deal with different rules in different contexts. During the game, each player experiences a “culture shock” for which they are not prepared. This can be compared to the kind of culture shock people feel when encountering a different country culture or indeed a different departmental culture within a single company or organisation. As in real life, the different cultural rules in operation are not immediately visible, because the external context remains unchanged.

 

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TRAINING METHODS

Our training consists of different sessions combining short lectures and practical exercises and involves a great deal of interaction. Simulations and team exercises aim to not only identify, but to fully understand the key differences in cultural behaviour.    This allows the participant to apply the new knowledge and skills immediately upon arrival in the foreign country.
Metody
Short summary of our methods applied in the training:
  • Theoretical short lectures and multimedia presentation
  • Communication exercises. We learn how to improve cross-cultural communication.
  • Case studies – based on specific culture. A case study is a description of a realistic situation including sufficient detail of the perspectives of the different characters to make it possible for the participants in a training program to analyse the problems involved and to determine possible solutions.
  • Simulation of real situations – participants will take over the different roles. Simulation games and role plays. The major and most appropriate purpose of a role play is skill building. It is a training activity where participants take on characteristics of people other than themselves in order to learn how to interact in specific situations with members of a specific culture.
  • Interactive video exercises (viewing recorded situations at work and analysing the different approaches

 


OUR INTERCULTURAL APPROACH

Our Culture Specific Training is a In-House Training available seven days a week, 365 days a year at your offices in any location worldwide.  We usually recommend a one or two day course but can also offer a more flexible format to suit your schedule.

The training needs assessment helps us find common training programs for your group of employees. The identification of training needs is the first step in a uniform method of instructional design. We suggest to perform the assessment in form of Personal Analysis. We will start to get to know our participants and their learning needs by sending them a short questionnaire before the start of the training. However the Organizational Analysis, in form of consultation with persons in key positions, and/or with specific knowledge could be also conducted via video conferences or done by phone call, if desirable.

We would like to provide participants with the reading materials to prepare themselves for the training taught in the course. The pre-training-material may include introduction letter to the training approach and objectives, some informations about our methods and rules, and recommended books and readings. In addition, we suggest the participants to get familiar with some cross cultural tools available online.

Suitably tailored training materials will be provided  and your trainer will provide a balance of structured input and discussion of case studies, critical incidents and scenarios relevant to your own particular context. The most appropriate training format, content and approach for your Intercultural Training course will be discussed during your diagnostic consultancy.


REQUEST A PROPOSAL

We would be happy to talk with you about your department or organization’s needs and possible solutions. Please us for further information about what the intercultural can do to assist you.

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