But the most fundamental point is that employees must agree with the company's multi-cultural integration of corporate culture, in order to better understand the company's development goals and decision-making methods, and then ensure the stability of the staff, so that the recruitment activities are more effective. It is also noted that in China, employee’s test scores were given prominence and was one of the top criteria assessed in the selection processes. Additionally, an added feature that is measured in the country is the potential employee’s familiarity with the Chinese culture and environment. Contrastingly, the practice of judging an employees familiarity with domestic culture during the selection process is absent in the USA for example. Therefore it is evident that the procedures followed by the two countries when selecting and thereafter recruiting staff are very analogous and vary slightly in terms of the additional score evaluation procedure followed by China and its preference given to cultural
Cultural competence is the ability of professionals to function successfully with people from different cultural backgrounds including race, ethnicity, culture, class, gender, sexual orientation, religion, physical or mental ability, age and national origin (Mirsky, 2013). Counselors should be aware of their culture background and experiences that can lead to attitudes and bias that can occur. I believe that continuing education and training experiences can be effective when working with culturally different populations.
Moreover, such improvements motivate employees to remain loyal to the organization. Secondly, talent management is strongly aligned with competency-based management (Dessler, 2015). Employees with specific skills are given position-specific competency tasks to help them improve on their talents and skill sets (Dessler, 2015). Besides, such position-specific competency tasks require intricate use of skills, personal traits, and experiences to overcome the prevailing challenges. Moreover, talent management allows organizations to pick projects that are suitable for their talented employees for sustained productivity (Dessler, 2015).
4) Cultural encounters is the interpersonal interaction stage and here cultural interaction-cum-exchange takes place. 5) Cultural desire is the continuous motivation to lead oneself to be cultural competent. All of these aspects are integral to understanding of the cultural issues and eventual creation of the cultural competence. It is a conscious developed model that aims at promoting the competence to provide health care services within the realms and the contexts of the cultural
American students also need to develop intercultural competence to interact with international students such as providing training for staff, who will work with international students (Wu, et.al, 2015). Tutoring and counseling are expected because international students need guidance to succeed in their academic learning, and their psychological stress should be supported. Some problems caused by primary cultural differences can also be solved through well, designed and implemented multicultural education (Ogbu, 1992). A related approach that
Cultural Competence Through an in-depth reading of many of the literature of international social work, we find it difficult to find a definition or a unified meaning of cultural competence, but nevertheless, I will try to shed light on the most important meanings of cultural competence concept. The concept of cultural competence began to appear in the literature in the United States in the 1980s Bartoli(20013, p 49) and was a reflection of the migration movement since the fifties of the last century and thus led to the migration of America to the emergence and growth of different ethnic and ethnic groups, which also led to the existence of different cultural, religious, linguistic and health needs increased of its complexity because of its experiences in displacement and violence in all its forms.
Another important point is the culture local employees are more familiar to their own culture they have the knowledge about the values, norms and local employees will know how to behave between each other either male or female employee since they are living under the same principles and beliefs. On the other hand, there are disadvantages when an organization tend to hire a hundred percent all local employees in one place it leads to a little diversity in the workplace which means little ideas provided and a limitation in discovering the
CHAPTER I: THEORETICAL BACKGROUND Export is a vital part in international trade which has been going for thousands of years. That a country has any product to export means there is at least one other country to import that product. Then international trade happens; in other words, international trade is the exchange of goods and services which may be tangible and intangible across national boundaries for maximizing their economic profits. It creates opportunities for countries to be involved in the international division of labor, economic development and enrichment for themselves. In many trade-dependent countries, export turnover occupies a large percentage in GDP.
First, my main advantage is that I am ready to learn and engage people from other cultures (Wagner, 2012). Although different communities have different practices, it is essential to state that I am always curious and willing to learn about other people’s traditions so that I can fit into their organizations (Keung, 2013). Nonetheless, I also face various challenges on matters regarding cultural intelligence, and the main problem is that I have defined stereotypes regarding multiple communities. I find it hard working or interacting with persons from some communities since I have already developed different negative perception regarding these communities. Nevertheless, I am still interested in dealing with this weakness so that I gain increase my