Cross Culture Staffing Training Management Essay

Cross-cultural staffing training is a novel idea of great relevance in the modern-day world. The program performs on important ideas that align with the current business environment. This study explores the idea of the Cross-cultural staffing training with the purpose of quantifying the feasibility of the strategy and proposing strategic recommendations that may enable organizations' take advantage of the design. Empowering employees through cross-cultural training will probably result to increased production of the employees and the entire organization. It is because the strategy must lead to the establishment of an employee that has exceptional skills for making it through in diverse environments. Future studies should analyze how theoretical models apply in relationship with the individual's habits when created to a international environment. This might develop understanding of effective approaches for integrating theoretical models in CCST programs that would increase their efficiency. Furthermore, future studies should highlight on establishing factors that has the potential of hindering individuals from developing intercultural skills.

Cross-Culture Staffing Training

Cross-cultural staffing training (CCST) is essential in the modern world, characterized with high examples of globalization. It really is clear that with the internationalization of occasions, competing effectively in the global market is challenging. Intercultural management training becomes essential, as the amount of global competence increases. Increased international trade and motion of people credited to increased global relations affirm the vital role of cross-cultural training. This training would permit employees communicate effectively with associates from different traditions, speaking different dialects. Cross-cultural competence is vital because with internationalization of activities, people will probably work in diverse civilizations. This training ensures that individuals who are going global are given with skills that are customized with their new environment. McDermott (2001) observes that following the increased rivalry for the gifted global employees, organizations are acknowledging that creating a cross-cultural environment at work is a proper methodology for long-term success. Subsequently, cross-cultural training is presently a fundamental facet of staff development because organizations need to ensure that their personnel have best communication skills. Through educating staff under cross-cultural scheme that utilizes elements such as cross-cultural team development and communication course, organizations are becoming highly competitive in the international market. The highlighted beneficial components of cross-cultural training affirm the significance of exploring the topic to enhance its recognition.

Literature Review

The relevance of the thought of CCST in management has prompted various scholars into evaluating the subject. Primarily, cross-cultural is a wide discipline that includes a number of training programs. Selmer (2000) defines cross-cultural training as any treatment that target bettering an individual's capability of coping with work in overseas environment. Studies affirm that the leading determinant of expatriates' efficiency is their skills in modifying themselves to function properly in the coordinator civilizations. Kim and Nembhard (2010) study highlights that CCST increases adjustment by permitting individuals develop their self-efficacy. This decreases the perceived uncertainly characterizing the cross-cultural interactions allowing one thrive well in diverse conditions. Furthermore, the strategy prepares expatriates for more difficult interpersonal relations and work-related activities when they connect to folks from different ethnicities. The scholars dispute that CCST is a strategic tool for increasing corporate culture and procedures because it stimulates learning through induction of international civilizations in the organizations (Kim & Nembhard, 2010).

Various studies have discovered numerous known reasons for embracing CCST within an organization. Selmer (2000) argues that expatriates employees face serious problems when they move to work in a foreign environment. These employees are met with difficulties such as inadequate transfer of managerial practices and adjustment problems. The study identifies that these stressors have an easy effect on the expatriates' decision of giving the host country before completing their foreign assignment. For example, scholars have highlighted that about 30% of the expatriates designated foreign tasks terminate them early mainly because of their poor performance or their incapability to settle into the new environment (Selmer, 2000). Further studies suggest that even the expatriates who remain in the sponsor country for the complete time of their task are less productive (Kim & Nembhard, 2010). Their low productivity is due to the delayed start-up time, poor relations, lost opportunities and other cultural related problems. Scholars are convinced that CCST is effective in addressing critical indicators that determine the success of failing of employees (Lee, 2005). Evidently, CCST's system empowers employees with mechanisms for adapting to physical and cultural differences. The model is also vital in expanding an intercultural personality and improving employees' communication behaviors. The need and need for CCST emanates from such concerns. Kim and Nembhard (2010) argues that strategic cross-cultural education strategies enable employees to rapidly adjust to the international culture by gradually developing effectiveness, familiarity and comfort about the expected behavior, principles and assumptions in the new culture. The significance of empowering people with the skills for dealing with diverse environment is indisputable because ethnicities vary thoroughly.

According to Idrees, Javed, and Ahmed (2011), cross-cultural training provide a highly effective approach of revealing individuals to the reality and information regarding their own ethnicities, mentalities, preconceptions and international views. Working out also improves self-confidence in the individuals and teams by empowering them with the data of control. Furthermore, CCST allows individuals find out about other cultures through the elimination of obstacles of communication that promotes harmonious romantic relationships and dialogue. A constructive outcome of cross-cultural education entails making people visualizes their jobs within the office from an informed perspective. It is because the approach enhances self-analysis which makes people identify their weakness. Furthermore, self-evaluation motivates individuals into developing their strengths and performance (Lan-Ying, 2003).

According to Kim and Nembhard (2010), people with knowledge of the effect of culture or ones prepared about the concealed factors influencing people's conducts have the ability to handle others with sensitivity. Especially, intercultural training develops people who have high degrees of understanding because they are able to examine situation from diverse perspectives. Lee (2005) helps this position by noting that intercultural education is vital in developing a situation of common understands between individuals by explaining the common floor. Those who need to succeed in international commercial world should prioritize the need of expanding their intercultural skills. Studies focus on that experts with the intercultural consciousness have a competitive edge over others particularly if contesting for positions in transnational businesses that have an enormous multi-cultural personnel platform (Selmer, 2000).

Ching-Hsiang and Hung-Wen (2008) analysis acknowledges the essential role of cross-cultural training by boasting that the knowledge provided by this design means that individuals are capable of taking care of psychological problems when working in new environments. The study emphasizes that CCST equips specific with essential knowledge that allows them deal with behavioral, intellectual and psychological effects of culture shock. Specifically, cross-cultural education advances flexible individuals by teaching international skills. Therefore, individuals can utilize such skills in controlling multi-novel situations that struggle their daily activities. Lee (2005) summarizes the significance of intercultural training by proclaiming that the overall objective of the plan entails improving employees' likelihood of success on the overseas setups by empowering them with the knowledge, expertise and behaviour essential for cross-cultural modification and relationships with the sponsor nationals.

Idrees, Javed, and Ahmed (2011) proposes a strategy for developing effective cross-cultural training programs by noting that such techniques should utilize various theoretical frameworks. The scholar highlights the need of utilizing principles from models such as interpersonal learning theory, culture impact model, U-curve modification theory and sequential idea of adjustment in the introduction of CCT plans. Corresponding to Ching-Hsiang and Hung-Wen (2008), program of the basic concepts of social learning theory in the intercultural training strategies, provide people with the ability of examining employee's inappropriate patterns in the web host country and use them in formulating personality development strategies. Other studies suggest that the U curve theory provide vital information for planning by delivering an individual's adjustment as a function of time. Consequently, the theory has the potential of illustrating various experiences that encounters the employee at differing times within the process of accomplishing his or her assignment. This is essential because instructors can use this information in developing CCST plan relative to the stages of adjustment. Lan-Ying (2003) validates the importance of utilizing ideas of culture distress model by observing that the strategy would allow designers of the CCST programs change training content to make them address difficulties emanating with the culture impact. This would be essential in minimizing levels of psychological distress in the employees and enable them with coping skills for controlling physiological and psychological effects of culture distress.

Main Thesis

The literature analyzed in the previous section highlights vital concepts about the notion of cross-cultural training. The studies tend to endorse the importance and the need of intercultural education. Various scholars are self-confident that the model works well in growing skilled and versatile labor force that has high capacity for controlling diverse situations. First, it is obvious that culture distinctions may have an effect on employees' activities significantly. This is because difficulties in altering to the new environment may have an impact on an expatriate psychologically and emotionally. Culture can result in issues between individuals because of dissimilarities in religion, values, family obligations, traditions, amount of formality and personal grooming (McDermott, 2001). It is indisputable that issues are certainly likely to impact employees' performance negatively. An ideal work place is characterized with successful communication and relationships. It is because individuals will always need to work with others to be able to implement their duties efficiently. If culture has a substantial effect on employees' success, then cross-cultural staffing becomes an integral strategy of surviving in a multi-cultural environment.

The strategic observation that the cross-cultural training plan should be based on theoretical framework is up to date. As studies affirms, aligning training programs with these models would promote formulation of custom-made strategies capable of giving an answer to major obstacles that emanates with diverse cultures. The organic environment experienced in the international market and relationships means that calculative strategies are crucial in empowering employees. This is also essential because inducing an alteration in cultural-based behaviors, values and perspectives is challenging (Lan-Ying, 2003).

It is visible that expanding individuals to allow them flourish in contrasting ethnic settings is really the only effective way of surviving in the contemporary world. This is because differences in cultures must persist, but the globalization rate is likely to continue increasing (Parnell, 2006). This situation affirms the urgent need of employees who've multicultural knowledge. Within this context, cross-cultural training prevails as a powerful management technique for present and future business configurations. Which means that no any international company can have the ability to distance itself from the idea of cross-cultural staffing training. As a result, the strategy must remain relevant in management especially in matters of international dimensions.


The survey proposes the adoption of the next recommendations to be able to foster the concept of cross-cultural staffing training within organizations.

Initially, organizations should prioritize the need of making certain their employees have pursued Cross-cultural education by making an investment on the strategy. This should include obtaining essential tools that could promote the introduction of staff and presenting determination towards establishment of your culturally diverse environment.

Secondly, Cross-cultural training plans should include theoretical models such us communal learning theory, culture surprise model and U-curve adjustment theory to improve their efficiency.

Furthermore, CCST models should emphasize strategies for employed in diverse teams. Specifically, the model should enable staff with the data and strategies for addressing issue and issues that characterize a culturally diverse work environment.

Lastly, organizations should set up environment that develop employees with the experience that is vital in offering customer services in a various adjustments. This will include aiding frontier staff in daily relationships and communication with individuals from culturally and linguistically diverse roots.


Empowering employees through cross-cultural training is likely to lead to increased output of the employees and the whole organization. It is because the strategy must lead to the establishment of an employee that has exceptional skills for surviving in diverse conditions. Furthermore, the way will improve employees' tolerance allowing them treat the detrimental effect of aspects such as culture shock. It is because the frontline staff will know how culture influences their daily activities especially when employed in an international environment. Furthermore, the employees will maintain a position of identifying barriers hindering access to services credited to social and language stress. The strategy would make employees understand the significance of including culture in to the examination of business frameworks and the probable unwanted effects for failing woefully to address particular cultural concerns. Consequently, the strategy gets the potential of enhancing employee's analysis skills by integrating cultural aspect used frameworks.

The proposal for utilizing theoretical models when making Cross-cultural training techniques is calculative. However, future studies should examine these models in correlation with the individual's practices when released to a overseas environment. This might develop knowledge of effective strategies for integrating theoretical models in CCST programs that would increase their efficiency. Furthermore, future studies should emphasize on establishing factors that gets the probable of hindering individuals from developing intercultural know-how.

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