FINDINGS
To obtain the necessary information for some conclusions in my project, a questionnaire has been prepared and circulated in Schneider Electric. The responses were analysed in Microsoft Excel. As all the data were put into worksheet .The findings derived from the study and observation at Schneider Electric is as follows:
From the data collected it was clear that all employees has awareness that their organization is global operating and they are 100% .
According to the opinion 50% employees agreed that both pre departure and on field training is provided in the organization.
It is seen that 85% employees said yes, today's workforce is more culturally diverse and mobile in nature
85% employees said yes ,they have difficulty …show more content…
Language barriers, different working practices and the lack of cultural understanding are major obstacles to uniting the workforce behind a common vision
Repatriation of the expatriate may experience reverse culture shock. He/ She might have had more rose-colored view of his life back home and the readjustment to the family can be difficult
Employees said the failure to adapt to a new culture are these reasons Assuming that the practices followed in one’s country will be effective and acceptable in the new culture
Adopting a patronizing or superior attitude , possibly as a personal defense …show more content…
Employers should commence some cross cultural awareness training and employees should do at least certain research on the target nation before leaving home country.
Conclusion
The key to effective cross-cultural training is knowledge.
Cross-cultural training has provided opportunity to improve ability to communicate with a culturally diverse set of people, and to monitor and adjust your behavior in such a way that you will result in improved interactions with those from different cultures. Cross cultural training is about dealing with people from other cultures in a way that minimizes misunderstandings and maximizes potential to create strong cross cultural
To obtain the necessary information for some conclusions in my project, a questionnaire has been prepared and circulated in Schneider Electric. The responses were analysed in Microsoft Excel. As all the data were put into worksheet .The findings derived from the study and observation at Schneider Electric is as follows:
From the data collected it was clear that all employees has awareness that their organization is global operating and they are 100% .
According to the opinion 50% employees agreed that both pre departure and on field training is provided in the organization.
It is seen that 85% employees said yes, today's workforce is more culturally diverse and mobile in nature
85% employees said yes ,they have difficulty …show more content…
Language barriers, different working practices and the lack of cultural understanding are major obstacles to uniting the workforce behind a common vision
Repatriation of the expatriate may experience reverse culture shock. He/ She might have had more rose-colored view of his life back home and the readjustment to the family can be difficult
Employees said the failure to adapt to a new culture are these reasons Assuming that the practices followed in one’s country will be effective and acceptable in the new culture
Adopting a patronizing or superior attitude , possibly as a personal defense …show more content…
Employers should commence some cross cultural awareness training and employees should do at least certain research on the target nation before leaving home country.
Conclusion
The key to effective cross-cultural training is knowledge.
Cross-cultural training has provided opportunity to improve ability to communicate with a culturally diverse set of people, and to monitor and adjust your behavior in such a way that you will result in improved interactions with those from different cultures. Cross cultural training is about dealing with people from other cultures in a way that minimizes misunderstandings and maximizes potential to create strong cross cultural