Intercultural competence in the international business arena

Morley, Michael J.; Cerdin, Jean‐Luc

doi:10.1108/02683941011089099

Cited by 27 publications

(14 citation statements)

References 17 publications

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“…Even though these prejudices do appear to differ across cultures (Luo et al, 2012;Wated & Sanchez, 2012), they are pervasive enough to have practical significance for organizational practices (i.e., antinepotism policies). At the same time, because prejudices do appear to differ across cultures, some of the same methods that organizations use to try to enhance cross-cultural understanding may therefore hold promise as ways to manage the prejudice against SCP (Morley & Cerdin, 2010).…”

Section: How To Effectively Police Social Connection Preferencementioning

confidence: 99%

Policing Nepotism and Cronyism Without Losing the Value of Social Connection

Jones

Stout

2015

Ind. Organ. Psychol.

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Antinepotism policies are common in work organizations. Although cronyism appears to be commonplace as well, official policing of cronyism is less common. We argue that social connections in some crony relationships and apparently nepotic ones may add considerable value to organizations. We also argue that policing of nepotic relationships can be a form of unfair discrimination when the perception of inequity, rather than its reality, is being policed. Finally we consider effective approaches that simultaneously preserve the value of social connection, avoid the actual ethical breaches associated with some social connections, and avoid any unfair discrimination on the basis of group memberships (in this case, family and friends).

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Section: How To Effectively Police Social Connection Preferencementioning

confidence: 99%

Policing Nepotism and Cronyism Without Losing the Value of Social Connection

Jones

Stout

2015

Ind. Organ. Psychol.

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“…The need for companies to prepare expatriates for global markets has become crucial and urgent. Although intercultural competence is becoming a critical factor for success, definitional and conceptual challenges continue to grow (Morley & Cerdin, 2010), especially because the major focus of much CCT literature is exclusively on Western perspectives. Current CCT assessment criteria, as well illustrated, often reflect biased cultural views of Western cultural values.…”

Section: Discussionmentioning

confidence: 99%

West Meets East? Identifying the Gap in Current Cross-Cultural Training Research

Nam

Cho

Lee

2013

Human Resource Development Review

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The purpose of this article was to examine current cross-cultural training (CCT) research, using the lens of "East Meets West." The two research questions guiding our inquiry are (a) What are the major themes discussed in the existing CCT literature? and (b) What are the emerging issues that need to be addressed? Using the integrative literature review method, we first identified four themes: theories/ conceptual frameworks, expatriate adjustment, CCT methods, and the effectiveness of CCT. We found that previous CCT research lacks the "East Meets West" perspective. Four issues need to be incorporated into future CCT research, namely, family factors, cross-cultural assessment, domestic versus international assignments, and trainer quality. This article purports to make three major contributions to the existing literature: (a) identify gaps in the literature, (b) expand the perspectives of CCT research from the lens of "East Meets West," and (c) generate implications for research and practice.On a trip around the world several years ago, Geert [Hofstede] bought three world maps. All three are of the flat kind, projecting the surface of the globe on a plane. The first shows Europe and Africa in the middle, the Americas to the west, and Asia to the east. The terms, the West and the East were products of a Euro-centered worldview. The second map, bought

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“…Utilizando diferentes constructos de forma intercambiable para referirse a las competencias interculturales, entre ellos se destacan: mentalidad multinacional, pp. 130-144 _________________________Revista Venezolana de Gerencia, Año 25 N° 89, 2020 cosmopolitanismo, inteligencia cultural y mentalidad global (Morley & Cerdin, 2010). Por otro lado, Bird, Mendenhall, Stevens, & Oddou (2010), indican que existen una variedad de criterios sobre lo que comprende las competencias interculturales.…”

Section: Competencias Interculturales En Las Universidades Del Ecuadorunclassified

Competencias interculturales en universidades ecuatorianas

2020

rgv

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The leaders of multinational organizations must be prepared to function in the markets they are trying to develop and thus manage intercultural skills more efficiently. The general objective of this study was to identify the discourses on the intercultural competences that the directors of internationalization processes handle in the universities of Ecuador, in order to be able to better evaluate the success or not of a mobility experience abroad. The study was based on the theoretical support of the concept of intercultural competences and subsequently, the focus group methodology was used, in two sessions held in Ecuador, attended by people from 22 different organizations and universities (significant Kappa coefficient). Our findings indicate that the categories most frequently mentioned were tolerance, problem solving, adaptation and networking. It is concluded that more attention should be given to the study of intercultural competencies in our countries to catapult in this way the processes of internationalization in our institutions of higher education.

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Intercultural competence in the international business arena

Cited by 27 publications

References 17 publications

Policing Nepotism and Cronyism Without Losing the Value of Social Connection

Policing Nepotism and Cronyism Without Losing the Value of Social Connection

West Meets East? Identifying the Gap in Current Cross-Cultural Training Research

Competencias interculturales en universidades ecuatorianas

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