1.0 Introduction
1.1 The research paper selected & why you selected it?
I chose to participate in research papers on the effectiveness of cross-cultural training. I chose intercultural training reason is because it is cross-cultural management is an important part. In this research paper, which analyzes and identifies practical steps to cross-cultural training, and effectiveness as a strategy to make adequate preparation for the realization of the policy objectives of multiculturalism. In addition, this study also gives guidance and advice on the direction, perhaps for the effective implementation of cross-cultural training and development areas and provides cross-cultural training.
Additionally, this research paper also provides a number of methods, such as how to achieve effective cross-cultural training and specific training. So, now I can benefit from my research program in these studies methods. For example, research papers also established a large number of reliable real data to guide future policy development and the current multicultural affairs management decisions. These data can be used not only as a long-term reference; everyday things can also provide standard solutions.
1.2 Structure of this report
1. Design and to investigate possible research questions.
2. From the academic articles to find some able to support the theory of the article.
3. Method using different angles to research and analysis, trying to get a comprehensive answer.
4. Get the main findings of the study and significance.
5. Indicate the points according to the survey concluded
2.0 Summary of purpose, rationale, and related literature.
2.1The purpose and rationale of the study
Is the purpose of the study, through the determination of a best practice approach of cross-cultural training as a strategic requirements, to achieve a multicultural company according to the strategic requirements and performance. Cross-cultural training is that in the past ten years, more and more enterprises have the demand of the cross-cultural management, including some projects, as well as their employees. (McGaw, 2006)
After the effectiveness of cross-cultural training, to the British public and society from all walks of life to make a statistics, the statistical evidence that cross-cultural training is the most effective training to employees. The purpose of this study involved more than just for the sake of study, also to the stakeholders involved in management, training personnel and participants in the survey, also provide cross-cultural training strategy for the future, for sure, plans, goals, and there may be a problem.
Reviewers that cross-cultural training is the best way to assist the multicultural organization to achieve its goal, because through training, make enterprise employees can complement each other, the project to understand each other, strengthen the trust each other. The purpose of cross-cultural training is to cultivate cross-cultural awareness, skill and ability, this is an important factor in the development of the enterprise. However, cross-cultural differences get in the way of communication and relationships, and presented a rising trend. In the business world this happens every day, people from different cultures communicate with each other, fusion. They use their own ideas and thinking habits together to plan and carry out a task. Cross-cultural training aims to build a common cultural framework does not kill their employees, which makes the employees in a large, basic framework, play to their respective strengths. On the other hand, cross-cultural training based on a voluntary basis. If you force them to answer these questions, the answer will be inaccurate, and the results of the survey will be meaningless.
2.2 The clarity of its research question
This article mainly revolves around two questions, in the study of the whole thesis, the first is how to determine a best practice approach to cross-cultural training, and the second is how to make an effective cross-cultural training guideline for implementation. Only by establishing the standards, to judge of cross-cultural training.
Reviewers thought, not all employees is suitable for the cross-cultural training, such as some employees have serious racial views, their opinions relative extreme, ordinary cross-cultural training rather than make them accept, instead, would be counterproductive. Cross-cultural training is more suitable for those who are willing to learn and understand other cultures. Otherwise, cross-cultural training is meaningless. Organization to solid occupies the dominant position in the international market, cross-cultural training is a key factor, it will help to achieve the long-term development of the enterprise. Therefore, critics say, organizations need to set up plan and standard, make cross-cultural training effect can be evaluated, the company also need to make appropriate research, through to listen to and adopt more different opinions and ideas, and ultimately achieve high benefit, really help the development of the organization.
2.3 The conceptual foundations
As mentioned above, the view of cross-cultural training is not adept to all employees, not all employees are suitable for cross-cultural training. The study identified cross-cultural training types, application and some different types of cross-cultural training. The first is the cross-cultural training team construction, including improving team members trust each other, promote the respect and understanding. The result will be more clear communication and work efficiency will be increased. Second, cross-cultural management training, its purpose is to strengthen the management of cross-cultural knowledge reserves and skills, in order to effectively supervise a multicultural staff. Results the cultivation of cross-cultural awareness is to build a more harmonious and understand each other’s cultures work environment. Last but not least, cross-cultural negotiation training is also an important part of cross-cultural management. It will have on the negotiations with foreign customers play a crucial role, because only understand the culture of the foreign customers, to understand their ideas, so as to contribute to the success of negotiation.
Reviewers that text is not accurate, so more is to use practice. Because, in practice can let employees to realize the significance of cross-cultural management, the practice will play a significant role. Critics argue that ignore the importance of practice, therefore, is the study of vulnerability.
3.0 Research methodology and design
3.1 Describe and evaluate the methodology adopted
a. Research site/ context
Surveys are popular as they allow the collection of a large amount of data from a sizeable population in a highly economical way. Thus survey is a suitable method for this research.
b. Methods of data collection
A questionnaire can discover customers’ attitudes can be complemented by in-depth interviews to explore and understand these attitudes. In addition, questionnaires, if worded correctly, normally require less skill and sensitivity to administer than semi-structured or in-depth interviews (Jakowicz 2005).
c. Methods of date analysis
The rating scale used in all surveys was from 1 to 5, with 1 being the lowest and 5 the highest rating, explained to participants as:
1 = lowest rating; e.g. not at all/very poor
-to-
5 = highest rating; very/very much/excellent
The rating scale on all of the charts is presented as:
1 = low, 2 = below average, 3 = average, 4 = above average, 5 = high
d. Sample size
Basically has the following eight kinds of commonly used sampling, and Non – aim-listed probability from, Convenience, from Judgment from, Quota from, operates from, Cluster from, Multistage from and Simple from. In the research paper, they select simple random sampling. For example, there have 580 participants, and I want to random select 40 as the simple to research.
Reviewers think that, as a whole and the latest framework, random sampling is a good and simple method to determine the sample, but data collection is often need a lot of time and labor, especially in case involving large-scale target samples, to obtain a complete sampling frame of challenge is that existing data cannot obtain, or to build the framework has a considerable difficulty. A comprehensive list, if they exist, are not always in the public domain, but need special access can be obtained. Researchers must provide data and application permissions; it may will be a long and tedious process. These factors greatly limit the effect of the simple random sampling.
e. Ethical issues identified
In research papers, they stressed that the study and sample must be voluntary. The research data must be strictly secret in all links. If someone wants to use or obtain these data, must be under the condition of the respondents were told. If privacy is, according to investigators that will not be willing to be accessed, and this may violate privacy laws of the relevant laws.
3.2 How the design could be used in the research
For the study, the most important is to ensure that the secret of the respondents and the rights and interests, when I do this research, must ensure that each link will not make mistakes, to ensure the accuracy of the final investigation results. Because this is not only a basic code of ethics in research, but also is a obligations of the investigators. On the other hand, I will take different approaches and ways to collect data. Because, adopt different methods to collect data, will help improve the accuracy of the data, also can more fully reflect the attitudes of the parties. But in the final result will be closer to the truth.
4.0 Main findings and implications
4.1 The main findings
Global diversification management center director, Cecilia, Dan said, although the business world culture set has become blurred by globalization, but cultural differences is a very complicated problem, still need one thousand people to go to understand them. Independent consultants, found that cross-cultural practice advisory business demand increased a lot more than 10 years ago and it is a lucrative field. Some of these consultants in the aspect of conducting business strengths, specialized to solve such as the Bavarian Aside people work in Shanghai could face a year of language and cultural differences in such simple questions, some are to solve the problem of cross-border M&A cultural integration involved is very good at it. And consulting fees is very significant, even a one-day seminar, price is likely to reach tens of thousands, or even 100000 dollars.
4.2 Comment on the implications
From this research, we can learn about that I can complete two surveys when I do the survey. Then, the result can show us what happen during between the surveys. Through cross culture training, the trainer’s knowledge of cross-cultural communication skills, understanding of organizational policies, and knowledge and understanding of the customs, values and beliefs of diverse cultures were developed. It proves that the cross culture training was work. On the other hands, by data analysis, we can see the change of data know that the change after cross culture training. It will benefit for the research.
Independent consultant and business managers said, Western Europe and eastern Europe and the European Union and Asia, especially China and India) between the increasingly close economic ties, is making the cross-cultural training received more and more attention. As more and more companies to enter the other markets in Europe and Asia, in recent 5 years interest in cross-cultural training has obvious rise. Enterprise demand for cultural training is higher than in the past now, they want more specific training content, deeper and more extensive.
4.3 Comment on limitations mentioned
This article does not fully explain the cost problem of cross-cultural training. We should first establish a kind of the proportion of investment and reporting standards, the full costs and benefits, we can assess whether it is worthwhile to cross-cultural training. If the cost of time and money is too big, no obvious improvement, losses more than gains, this flower, we would be no need to hold the training. So, before the cross-cultural training should weigh whether it is worthwhile to cross-cultural training.
5 Conclusion
5.1 Highlight the key points
The purpose of cross-cultural training is to help enterprises to improve the efficiency of the cross-cultural management and improving corporate earnings. Then, with the research methods and the determination of research design, data collection is one of the key point in this study, because the data collection is the most different involved in the research, and it will determine the results of the survey, so the process of collecting data must be a very rigorous and the more the better. In this step, it will cost a lot of time and energy to choose we can use the data, to identify the data will also be a difficult task. Although by the results of two surveys, we can find cross-cultural training is necessary. Before the end, we study the main results and influence is through the paper proves that these steps will help to improve the performance of cross-cultural training and compensate for their weaknesses.
5.2 Suitability of the design
Through a series of investigation and study, I have learned a lot of necessary knowledge. First of all, I have to make sure to protect the privacy of the respondents, and survey must be in their willing. When I do this research, confidentiality is a basic obligation. On the other hand, I will take different approaches to collect data, from different channels, for different people to investigate the resource conditions allow, find as many people as possible in the investigation. Because only in this way the collected data is relatively fair, these data can help improve the response speed. But in the final result will be more close to reality.
Bryman A, Bell E, 2012, Types of non-probability sampling, page 190-192. Business Research Mthodes, Textbook.
Karim, M, Huda, K and Khan, R, (2012): ‘Significance of Training and Post Training Evaluation for Employee Effectiveness: An Empirical Study on Sainsbury’s Supermarket Ltd, UK’. International Journal of Business & Management. Sep2012, Vol. 7 Issue 18, p141-148.
Jankowicz, A.D. (2005): Business Research Projects, 4th edn. London: Thomson Learning.