Deliverable 5 - Global Diversity Training Competency Outline ✓ Solved

Deliverable 5 - Global Diversity Training Competency Outline

Outline a diversity training program for employees of a global organization. You have been hired as the Training and Development Manager in HR at On the Go IT Global, a US-based company, which has facilities in several countries including the UAE, China, and India. Develop an outline for a diversity training program for leadership and employees of your global organization. This plan must include an assessment of cultural competence of both leaders and employees.

This outline will be used to build out the full cultural diversity training program for your company beginning in the next calendar year. Therefore, specifics are important as you design the outline.

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Global Diversity Training Program Outline for On the Go IT Global

The increasing globalization of business necessitates a comprehensive diversity training program for organizations with international operations. Recognizing this need, the following outline outlines a detailed diversity training program designed for On the Go IT Global, focusing on employees and leadership in key international markets, including the USA, China, UAE, and India.

I. Assessment of Cultural Competence

• Recommended Assessment Techniques:

  Utilizing tools such as the Cultural Intelligence Scale (CQS) and the Intercultural Development Inventory (IDI) will help evaluate the cultural competence of leaders and employees. These assessments provide a measurable understanding of individuals' abilities to interact effectively with people from different cultural backgrounds.

II. Leadership Traits for Managing Uncertainty

• Leadership Traits Evaluation:

  Leadership in a global context requires certain traits such as adaptability, emotional intelligence, and cultural empathy. Leaders must navigate ambiguity and manage uncertainty—particularly in diverse work environments—thus developing these traits should be prioritized in training modules.

III. Diversity Training Plan Specifics

• Self-Awareness of Culture and Bias:

  Modules should engage employees in identifying their own cultural backgrounds while recognizing personal biases toward others. Self-reflection exercises and group discussions can foster an inclusive culture and enhance personal accountability in interactions.

• Teamwork with Diverse Cultures:

  Training should include collaborative activities emphasizing teamwork among diverse cultures. Scenarios or role-playing exercises that simulate cross-cultural projects can help employees practice inclusivity and respect for differences.

• Cross-Cultural Communication:

  Effective communication across cultures is critical. This module will train employees on cultural nuances, non-verbal signals, and preferred communication styles in different countries. Workshops with native speakers may be beneficial.

• Engagement with Host Country Nationals:

  Employees must learn how to engage respectfully and effectively with locals. Training will cover cultural norms, practices, and essential etiquette to foster positive relationships with host country nationals, ensuring smoother interactions.

• Expatriate Engagement and Teamwork:

  Specific training will focus on how expatriates can collaboratively work and integrate into local teams. Including former expatriates as trainers or speakers can provide authentic perspectives and relatable experiences.

• Training Points for Specific Cultures:

  Each country represented in the organization has unique cultural traits. Training will encompass:

  • USA: Emphasis on individualism, assertiveness, and direct communication.
  • China: Importance of hierarchy, collectivism, and indirect communication methods.
  • UAE: Awareness of Islamic customs, family values, and relationship-building.
  • India: Recognition of diversity within cultures, importance of relationships, and indirect communication styles.

IV. Training Plan for Expatriation Assignments

• Successful Expatriation:

  The training will guide employees on the complexities of expatriate assignments. It will cover cultural acclimatization, support systems, and the integration process into the local workforce, with an emphasis on understanding and embracing cultural differences.

V. Recommendations for Repatriation Training

• Successful Repatriation:

  This component of training ensures that expatriates return smoothly to their home country. It addresses reverse culture shock, reintegration into the corporate environment, and leveraging international experiences for personal and organizational growth.

VI. Conclusion

This diversity training program outline aims to cultivate a harmonious, productive work environment across On the Go IT Global's international operations. The structured training modules will equip employees and leadership with the knowledge and skills necessary to thrive in a culturally diverse workforce. By fostering cultural competence and inclusivity, the company can enhance employee engagement, boost morale, and achieve its global business objectives.

References

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• Hofstede, G. (2011). Dimensionalizing Cultures: The Hofstede Model in Context. Online Readings in Psychology and Culture, 2(1), 1-26.
• Lewin, K. (1943). Defining the Field at a Given Time. Psychological Review, 50(3), 292.
• Trompenaars, F., & Hampden-Turner, C. (2012). Riding the Waves of Culture: Understanding Diversity in Global Business. Nicholas Brealey Publishing.
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• Caligiuri, P. M. (2000). The Relationship Between Emotional Intelligence and Cross-Cultural Adjustment: A Study of Expatriates. Journal of World Business, 35(1), 22-35.