Proposal for Cross Cultural Training

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Phase 1-IP2: Proposal for Cross Cultural Training This paper seeks to present to the CEO and executive management of SWU an overview of cross-cultural diversity training. The overview will include suggested major topics and their relevance to training. Training methods and their potential applications will be considered. In addition, a review of timelines and reference materials will be included. The overall objective of the training is achieving “cross-cultural competence”. Cross-cultural competence is defined as "the ability to think, feel, and act in ways that acknowledge, respect, and build upon ethnic, socio-cultural, and linguistic diversity"(Lynch, 1998). Based on this definition all individuals and groups are diverse. No one group is used as a normative baseline. Investing in cross-cultural training will benefit SWU. Common benefits of this training include a better return on investment in employees. This result is seen through increased creativity, increased ability to compete is a global market, and increased employee satisfaction costs (DTUI, 2004). These benefits will result in lower turnover and reduced hire/training expense. Teams comprised of mixed ethnicities, backgrounds and gender are likely to be more creative than single cultural teams (Caron, 2007). Clients prefer to be served by a company workforce with whom they can identify so customers will also benefit from the training (Caron, 2007). Training employees to be cross-cultural competent will facilitate positive customer relations. Cross-cultural training focuses on helping people learn to manage themselves in other countries or as a minority in majority cultural group. It focuses on multicultural differences and educating people to understand cultural differences (DTUI, 2004). Diversity adds the elements of gender, sexual preference, religion, and other types of diversity that are not

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