managerial-economics-101
February 19, 2021
Financial Statement – Submit Your Homeworks
February 19, 2021

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Review Table 10.3 on pages 283-284 of your textbook. Rank the best practices provided in order of importance, based on their priority within a global organization. Give a brief explanation as to why you ranked them that way.Your response should be at least one paragraph (3 or more sentences) Please remember to reference your work and include both in-text citations (also known as parenthetical citations) and a full reference using the APA style.The APA Guide is located in the Student Center tab under the Additional Resources.

Table 10.3. Best Practices for Intercultural Competence Training.
Best Practice Suggestions for Implementation
1.Start with a needs
assessment, and pay
special attention to
culturally unique
aspects of the job.
Assess the task, organization, and per-
son needs for intercultural competence
training.
Focus specifically on culturally unique
aspects of the task, organization, and
person.
Consider spousal and family needs for
expatriate trainees.
2.Cognitive learning
outcomes are
necessary, but not
sufficient… develop
skill-based and
affective outcomes
too.
Use experiential training to develop
the cognitive, affective, and behavioral
aspects of intercultural competence
simultaneously.
Use role-playing exercises to simulate the
emotions and behaviors that accompany
intercultural interaction.
3.Use culture-generic
training, especially if
trainees could
potentially be
interacting in
multiple cultures.
Focus on developing transferable com-
petencies such as adaptability or social
problem-solving.
Provide opportunities for trainees to prac-
tice these competencies across a variety of
settings.
4.When using
culture-specific
training, match the
design of training and
learning outcomes to
the work situation.
Focus on the work-related aspects of a cul-
ture such as cultural business customs.
Tailor the training to reflect the cultural
toughness of a given culture.
5.Use longer, more
complex training for
longer, more complex
assignments.
Match the length of the training
components to the length of the transfer
assignment.
Avoid wasting resources on extensive
training for short-term assignments.
6.Don’t waste
time … individualize
training to the
trainee (if possible).
Consider the acculturation profile of the
trainee when choosing what training com-
ponents to implement.
Prioritize various components of the train-
ing based on the acculturation profile in
order to minimize effort.
7.Provide trainees with
an advanced
organizer… use a
guiding theoretical
framework.
Give the trainees an advanced organizer
early in the training to help guide the
process.
Use a clear theoretical framework to
develop the advanced organizer.
8.Get the best of both
worlds … use an
integrated training
approach.
Do not limit intercultural competence
training to any one particular training
approach.
Choose the intercultural competence
training components based on the needs
of the trainees and the transfer situation.
9.Make sure learning
occurs during
training… provide
developmental
feedback on
intercultural
competence
throughout.
Provide clear, descriptive feedback
that provides the trainees with
explanation regarding the “why” of
their performance.
Provide feedback at multiple times
throughout the training process.
10.Evaluation of
intercultural
competence training
should go beyond
smile sheets … assess
multiple outcomes
with multiple
methods.
Assess changes in trainee cognitions, skills,
and attitudes, not just reactions.
Use multiple methods to capture as much
relevant outcome information as possible.

 

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