Afterword: Reflections on the Future of Training

Renwick, George

doi:10.4135/9781452231129.n18

Cited by 39 publications

(4 citation statements)

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“…Different cross-cultural competence -associated competencies may be outcomes of different types of training. Therefore, we strongly endorse, first, clearly articulated goals of training; second, needs assessment that determines which of the component competencies of cross-cultural competence are most urgently needed with respect to desired outcomes; third, testing of which knowledge, skills, abilities, and other characteristics are most amenable to training (Mendenhall et al, 2004;Renwick, 2004). We point in particular to the concept of "desired outcomes."…”

Section: Iaccp and Iwopmentioning

confidence: 98%

Bridging 50 Years of Theoretical and Applied Cross-Cultural Psychology: Contributions of IACCP and JCCP

Gabrenya

Glazer

2022

Journal of Cross-Cultural Psychology

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Over the course of 50 years, the International Association for Cross-Cultural Psychology (IACCP) and its flagship journal, Journal of Cross-Cultural Psychology (JCCP), have been lynchpins in the relationship between theory and practice. We provide evidence that cross-cultural psychology, as practiced by members of the IACCP, performs an essential bridging function between theoretical psychology and applied psychology. Employing survey data of IACCP members, bibliometric analyses of core members’ publication history, and of the citation patterns of JCCP and other journals, we reveal the extent to which IACCP members contribute to applied psychology and how JCCP contributes to the research published in applied psychology journals. We further review strategies and controversies extant in teaching theoretical and applied cross-cultural psychology to university undergraduate and graduate students in the service of preparing them to live and work in a globalized world. Finally, we look at research traditions, issues, and prospects of a key applied field to which cross-cultural psychology contributes—cross-cultural training.

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Section: Iaccp and Iwopmentioning

confidence: 98%

Bridging 50 Years of Theoretical and Applied Cross-Cultural Psychology: Contributions of IACCP and JCCP

Gabrenya

Glazer

2022

Journal of Cross-Cultural Psychology

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“…In the field of corporate training, the consultation of the extant literature reveals only one framework, namely that of Renwick (2004). The latter contends that sources of trainers' credibility are multiple:…”

Section: Introductionmentioning

confidence: 99%

“…It seems that Renwick's framework is part of an essay rather than academic research set out to identify types of credibility. Renwick (2004) demonstrates originality as it constitutes the only model pertaining to credibility in training and adult education outlining a number of factors that influence trainers' credibility. Despite its contribution, his model contains several shortcomings.…”

Section: Introductionmentioning

confidence: 99%

Corporate trainers' credibility and cultural values: evidence from Canada and Morocco

Hassi

Storti

Azennoud

2011

Cross Cultural Management: An International Journal

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Purpose -Corporate trainers' credibility has been universally ignored by researchers and its significance has remained elusive across cultures. Thus, the purpose of this present paper is to examine variations of trainers' credibility determinants in Canada and Morocco. Design/methodology/approach -A comparative qualitative study with in-depth interviews and the grounded theory approach were adopted to carry out the research. Participants in the study consisted of 60 civil servants employed in various governmental departments in Canada and Morocco. Findings -A framework identifying distinct categories based on common determinants of trainers' credibility was constructed for each respective country. These categories were attributed the following designations: qualifications, perceived competence, perceived justice and perceived confidence for the Canadian sample; and qualifications, perceived competence, and personal attributes for the Moroccan sample. Similarities surfaced regarding some of the determinants in both cultures such as qualifications, and competence. However, Canadian respondents emphasized trainers' performance, fairness and confidence, while Moroccan trainees valued wisdom (hikma), honesty (sidk), trust (amanah) and the trainer as a role model. Practical implications -The findings indicate that cultural values ought to be considered in trainers' credibility in efforts to enhance the level of comprehension regarding credibility determinants that could impact training success and effectiveness. It is also recommended that organizations consider taking into account the determinants of credibility during the selection process of trainers who will be primarily tasked with delivering corporate training to employees locally or in various cultural settings. Originality/value -The paper provides groundbreaking insights as it is the first study to investigate trainers' credibility across cultures by resorting to an emic approach to provide a cross-cultural perspective on the subject.

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“…Many of the personal competencies clearly require some form of cognitive processing. Leaders must be able to learn from experience, engage in continuous learning, and be adaptable (Kolb, 1984;Renwick, 2004) in order to increase their multicultural perspective taking ability. These competencies are required because as leaders encounter novel cultural situations, they must adapt and integrate the new information with existing information.…”

Section: Personal and Interpersonal Competenciesmentioning

confidence: 99%