Effective Cross-Culture Training Program Strategies: HSBC, Hong Kong

This research proposal focuses on the design of effective cross-culture training programs, using HSBC in Hong Kong as a case study. It explores the impact of cultural differences on employee performance and the strategies used to address these challenges. The study aims to understand the concept of cross-culture training, analyze its benefits, evaluate existing strategies, and recommend improvements to enhance the working environment. The research includes a literature review covering various perspectives on cross-cultural training, employee development, and organizational performance. The methodology incorporates positivism and interpretivism to gather factual information and understand the context. The proposal outlines the research questions, objectives, and the planned approach, including data collection methods and ethical considerations. The research seeks to provide insights into improving cross-cultural understanding and employee effectiveness within the organization. It emphasizes the need for effective communication, motivation, and time management within a diverse workforce.

Research Proposal

Contents
INTRODUCTION & BACKGROUND..........................................................................................1
Literature Review............................................................................................................................2
Research Design & Methodology....................................................................................................4
Discussion of Ethical Considerations..............................................................................................6
Plan of work.....................................................................................................................................7
REFERENCES................................................................................................................................9

INTRODUCTION & BACKGROUND
Different people have diverse set of perception and cultures that are followed by them
make themselves different from others. Organizations focus on attaining their goals and
objectives and this is possible when they are able to understand the requirement of customers.
Further, companies make use of strategies and each of them, it includes involvement of workers
so that they are able to support the firm (Lenartowicz, Johnson and Konopaske, 2014). Within
the organization, there are different types of issues that are faced by employees. It requires to
take up appropriate steps so that they are able to make use of their full potential. More
specifically, the type of issues that are faced by the firm, it consists of lack of understanding
towards the role and responsibilities that has to be played, lack of training, unhealthy working
environment, etc. It is important to make sure that all these areas or difficult that are faced
employees are properly considered and appropriate steps are taken. In this present research, the
main focus is made on training and develop that is provided to cross culture (Xing, Liu and
Cooper, 2016). People from different countries work together and when due to the cultural
differences, there are different type of issues that are faced by them. To perform any type of roles
in effective manner, it requires to have proper coordination with workers and this is possible
when each one of them understand the skills and capabilities that others possess. It is important
for the business to make sure that appropriate steps are by management so that the rate of
performance can be improved. In order to carry out the research in effective manner, HSBC from
Hong Kong is taken into consideration. Cited firm is focused on understanding the requirement
of customers and delivering them services accordingly. There are many changes that has taken
place in relation with the requirement of customers and HSBC has understood those
requirements and have formed services that enables to develop positive perception within the
mind of customers. More specifically, there are many different type of people who belong to
other countries work together and they are facing problem in relation with performing the set of
roles effectively and efficiently. With this respect, impact or effectiveness of cross culture
training program so that the issue faced can be solved. So as to attain the main goals of the
research, below given are the aim and objectives that are set:
Aim:
To determine strategies of designing effective cross culture training program: A study on HSBC
in Hong Kong.
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Objectives:
 To understand the concept of cross culture training program.
 To analyse the benefits that firm get with the help of cross culture training program at
HSBC.
 To evaluate the strategies that are applied for providing cross culture training program at
HSBC.
 To recommend way to improve working environment through cross culture training
program at HSBC at Hong Kong.
Research Questions:
 What is the concept of cross culture training program?
 What are the benefits that firm get with the help of cross culture training program at
HSBC?
 What are the strategies that are applied for providing cross culture training program at
HSBC?
Literature Review
There are many different type of research that is conducted on similar topic and these are
helpful to make sure that in depth understanding can be raised. When these aspects are
considered, the knowledge and learning can be enhanced for the research topic selected.
According to Barbaranelli, Petitta and Probst, (2015) there are many type of post that is
included within the organization and it requires for each of the worker to understand their set of
roles and responsibilities that has to be played by them. In this context, each of the worker needs
to understand the set of roles and the skills that they should possess so that they are able to
perform with their full efficiency. There are certain set of doubts that are faced by workers in
respect with the work (Reichard, Dollwet and Louw-Potgieter, 2014). There are negative impact
on the business and the perception of people when workers fail to perform efficiency. In such
conditions, it is important to make sure from the side of management so that they are able to
understand the requirement of employees and appropriate steps are taken in which they are
provided with training. As per Thomas and Peterson, (2017) training and development enables to
understand the set of skills that are required and proper considerations are made so that they are
able to clarify all the doubts that they have in relation with the their roles and responsibilities.
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Huang and Rundle-Thiele, (2014) stated that companies develop their goals and
objectives so that each of the workers is able to determine or develop path in which they are able
to attain them. All the workers within the firm need to understand the skills that each of the
worker. There are problems that are faced by each of the employees working in the firm. In this
context, it includes lack of motivation, lack of training and development, mis communication,
etc. All the condition has negative impact over the business (Gaur, Gaur and Kingshott, 2017).
Apart from this, there are certain set of expectations that employees have for their future goals.
When they are not able to focus on it and they do not get proper support from the side of
management, then it has negative impact over their performance. One of the main issue that are
faced by workers when there is cross culture, then there are issues related with communication
faced. It is important within the business to have effective communication so that they are able to
understand the requirements (Wood and St. Peters, 2014). There is different type of operations
that has to be performed by employees in a groups. In such condition when there is lack of
communication, then it affects the business performance and the rate of confusion that they have
also increases. With proper interaction employees are able to understand the skills and
capabilities that each of the workers. This way, it is favourable enough to perform in effective
manner.
As per Tran, Admiraal and Saab, (2017) there is different type of training needs that has
to be considered by the management so that they are to make sure that all the worker performs
with their full efficiency. In this context, employees need to have flexibility to accept the
changes. The types of perception that are carried out by individuals enable some of them to
accept the changes and few who are not able to understand the requirements. In such condition, it
is important that all the workers have flexibility so that they are able to understand the need to
changes accept them. Further, it includes motivation, this is considered to be one of the important
factors that an employee needs to possess. When employees are motivation, then they have the
willingness and interest towards the work that is given to them. there are many negative impact
that are faced by business when they lack proper motivation as they fail to perform their set of
role and performance also negatively affects (Chung, Du and Choi, 2014). Further, there are
conditions in which workers have to perform many different type of roles within speculated time
period. This is possible when they are able to understand and have the skills of time
management. With the help of time management, employees are able to understand the tasks that
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are important. When each of the workers in the team has proper knowledge about the skills and
capabilities that others have, then it becomes favourable enough to prioritize the work. Nolan and
Morley, (2014) stated that people who belong to other countries follow their own set of culture
and it is essential that other people give importance to it and respect their beliefs. Main focus of
the cross culture training is to equip that employees with attitude, skills and knowledge that will
help them to attain the below given three goals:
 Making them effective towards the roles and responsibilities that are performed by them.
 Making them take initiative to have effective interaction with others.
 Making them satisfied towards the job they perform.
In order to provide proper training to workers, there are five stages that are formed so that
employees are able to attain the set goals and objectives in effective manner. In this context,
below given are the five stages involved in designing training:
First level aims at developing their knowledge about the host company. In this, it includes
business, geography, language, culture, its history, etc. This, it is done with the help of meetings,
videos, seminars, etc. For second level of training enables to focus on the assignment itself
(Lenartowicz, Johnson and Konopaske, 2014). In this, it is required to have managerial
knowledge, technical understanding towards the firm. Third level making the employees
understands about the each other so that they are able to understand the skills and preference that
each of the employee has. In forth level, employees are made to adjust with the new environment
so that all can work effectively and efficiently. In the last step, proper observation is made for
each of the worker so that they understand the requirement and effectiveness of training
provided.
According to Thomas and Peterson, (2017) in each and every organisation there will flow
new trend of training strategies is cross cultural training programs. In cross culture training use
multi face approaches to increase the knowledge of employs in the organisation. As per the view
of Huang and Rundle-Thiele, (2014) cross culture is one of the most important training to update
knowledge of employees in the organisation. This cross functional strategies is completely new
in corporate sector. HSBC Corporation is use this type of strategies to update skills to require to
adjust new culture so employee will be comfortable in each sector. As per the view of Tran,
Admiraal and Saab, (2017) cross cultural training aim to develop an awareness between people
in a common culture. In this condition employs will not update to other department and situation
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so this cross cultural training programs is applicable. To update cultural in the organisation and
help new employees in the corporation. According to Barbaranelli, Petitta and Probst, (2015)
cross cultural training strategies is also known as a multi faced approaches it helps in the
business point of view because this approaches help them to running smooth business across the
nation and earn more and more profit and goodwill. Cross culture strategies is use 80% of
different organisation. As per the view of Reichard, Dollwet and Louw-Potgieter, (2014) when
we meet a unknown person , we try to ease this anxiety by scanning our memory back to re-
exam the past behaviour, in this condition the cross cultural strategies is use full in the corporate
sector. HSBC is use this strategies to solve this type of problems.
Research Design & Methodology
Research methodology enable to focus different type of methods, techniques and
approaches that are included with the help which the research can be carried out in effective
manner. Below given are the research methodologies that will be followed by the researcher:
Research Philosophy: This is determined to be the belief in respect with analysis,
collection of data. It is effective enough to develop in depth understanding for the research topic
selected. There are of four different types which are interpretivism, realism, positivism and
pragmatism (Mackey and Gass, 2015). All these are highly effective to make sure that
appropriate understanding can be formed. So as to carry out the research in effective manner, the
research will make use of both positivism and interpretivism. In this context, positivism is
helpful enough to gain factual information with the help of observation. It also enables to reduce
the rate of role that is carried out by each of the researcher. On the other hand, interpretivism is
selected as it helps to determine the elements that are involved in the study.
Research approach: It is helpful to carry out the research in two different ways which are
from specific to general and general to specific (Taylor, Bogdan and DeVault, 2015). There are
two type of approaches that are included in this and they are inductive and deductive. Inductive
can be determined as a type of method that enables to focus on carrying out the research from
specific to general. On the other hand, deductive is a type of approach that helps to conduct the
research from general to specific. Both are effective enough to focus on developing in depth
understanding. Among these two, the researcher will made use of inductive approach. This
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research is selected as the investigator will provide generalized information about the topic and
then it specific information will be covered.
Research design: This is determine to be the blue print that enables to coherent
integration of different type of components of the study. These are of three types which are
exploratory, descriptive and exploratory (Flick, 2015). Among these, the research will make use
of descriptive research design. There are three type of methods that are included in descriptive
method which is observation, survey and case study. Main reason for selecting this type of
method is that it helps to focus on the appropriate method that can be applied as cross culture
method. In addition to this, there are different type of theories that are also included in this aspect
and help the research to focus on the aim and objectives.
Data collection: To gather information, it requires to have proper selection of methods
that will enable to collect data that will be appropriate for develop knowledge and understanding.
There are two type of methods which are primary and secondary. Primary are those which are
gathered for the first time (Vaioleti, 2016). It includes sources or tools like observation,
questionnaire, interview and focus group, etc. Among these the researcher will make use of
questionnaire and this will be from employees of HSBC. Hong Kong. These are selected as
respondents as they have proper information about the research topic. On the other hand,
secondary are those which are already being gathered by some other researcher. It includes
sources like books, online sources, journals, etc. In simple words, it can be stated that both
primary and secondary will be used the investigator.
Sampling: It is not possible to make sure that all the data can be gathered from the large
population. It is important that proper analysis is made in which appropriate sample size are
selected so that they are able to gather appropriate information. There are two different type of
methods which are probabilistic and non probabilistic. Both have their own set preferences.
Among these two, the research will make use of non probabilistic sampling in which the
selection of respondents will be done as per the preferences of researcher (Gast and Ledford,
2014). More specifically, about 20 employees will be selected from HSBC who will provide
adequate information about the research topic.
Data analysis: When information with respect to the research topic is selected, then it
requires to make use of appropriate method that will enable to present the information in
presentable manner. There are two different type of methods that are included in data analysis
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which are quantitative and qualitative method (Mackey and Gass, 2015). Quantitative methods
make use of statistical and mathematical tools that enable to represent the information and it
make use of SPSS tool. On the other hand, qualitative method is effective enough to focus on the
theoretical aspects. Further it makes use of thematic which is helpful to present the information
in the form of tables, charts, graphs, etc. Among these two, the research will make use of
qualitative method. This is selected as researcher will be able to make evaluation from each of
the questions that are asked from respondents in form of tables, graphs, etc.
Discussion of Ethical Considerations
In order to carry out the research in effective manner, it is important to make sure that
proper consideration is made by the researcher so that they are able to attain the aim and
objectives. In this context, it is important that proper steps are considered so that there are no
issues faced. All the information is gathered for developing in depth understanding is done with
the help of primary and secondary information. In context with the secondary data, it required to
consider that all the data are proper evaluated and up to date information is considered (Taylor,
Bogdan and DeVault, 2015). Further, data from secondary source should not be used as it is as it
increases the rate of plagiarism. In order to avoid it the content should be written in own words.
Further, all the information should be properly cited and referenced. On the other hand, in
context with the primary data all the respondents should be informed about the main cause or
reason because of information is gathered. When this is done, it becomes favourable enough to
get adequate and in depth data. Further, proper system should be maintained so that all the
personal information gathered from the side of respondents is not misused. Only the person who
is authorised can access the personal data and it will not be misused.
Plan of work
Activity 1th
Wee
k
2nd
Wee
k
3rd
We
ek
4th
Wee
k
5th
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k
6th
Week
7th
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k
8th
Week
9th
Week
10th
Week
Find
researc
h Topic
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Literat
ure
Review
Draftin
g of
method
ology
Finish
Proposa
l
Design
question
and
pilot
researc
h
Carry
out &
Record
Researc
h
Data
Analysis
and
Making
Graphs
Discussi
on and
Conclus
ion
Final
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Report
Editing
&
Complet
ion
In accordance with the above given table, it can be stated that all the activities that will be
covered are included. This is helpful enough to make sure that the research topic can be attained
and appropriate outcome can be determined. However, it is important that all the activities are
completed within the speculated time period. When any of the activity is delayed, then it will
have negative impact over the other activities so all the time that are scheduled should be
completed.
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REFERENCES
Books and Journals
Barbaranelli, C., Petitta, L. and Probst, T.M., 2015. Does safety climate predict safety
performance in Italy and the USA? Cross-cultural validation of a theoretical model of
safety climate. Accident Analysis & Prevention, 77, pp.35-44.
Chung, G. H., Du, J. and Choi, J. N., 2014. How do employees adapt to organizational change
driven by cross-border M&As? A case in China. Journal of World Business, 49(1),
pp.78-86.
Flick, U., 2015. Introducing research methodology: A beginner's guide to doing a research
project. Sage.
Gast, D. L. and Ledford, J. R. eds., 2014. Single case research methodology: Applications in
special education and behavioral sciences. Routledge.
Gaur, S. S., Gaur, S. S. and Kingshott, R. P., 2017. Impact of frontline service employees’
acculturation behaviors on customer satisfaction and commitment in intercultural service
encounters. Journal of Service Theory and Practice.
Huang, Y. T. and Rundle-Thiele, S., 2014. The moderating effect of cultural congruence on the
internal marketing practice and employee satisfaction relationship: An empirical
examination of Australian and Taiwanese born tourism employees. Tourism
Management, 42, pp.196-206.
Lenartowicz, T., Johnson, J. P. and Konopaske, R., 2014. The application of learning theories to
improve cross-cultural training programs in MNCs. The International Journal of Human
Resource Management, 25(12), pp.1697-1719.
Mackey, A. and Gass, S. M., 2015. Second language research: Methodology and design.
Routledge.
Nolan, E. M. and Morley, M. J., 2014. A test of the relationship between person–environment fit
and cross-cultural adjustment among self-initiated expatriates. The International Journal
of Human Resource Management, 25(11), pp.1631-1649.
Reichard, R. J., Dollwet, M. and Louw-Potgieter, J., 2014. Development of cross-cultural
psychological capital and its relationship with cultural intelligence and
ethnocentrism. Journal of Leadership & Organizational Studies, 21(2), pp.150-164.
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Taylor, S. J., Bogdan, R. and DeVault, M., 2015. Introduction to qualitative research methods: A
guidebook and resource. John Wiley & Sons.
Thomas, D. C. and Peterson, M. F., 2017. Cross-cultural management: Essential concepts. Sage
Publications.
Tran, T. T. Q., Admiraal, W. and Saab, N., 2017. Cultural Distance in the Workplace:
Differences in Work-Related Attitudes between Vietnamese Employees and Western
Employers. International Journal of Business and Management, 12(10), p.91.
Vaioleti, T. M., 2016. Talanoa research methodology: A developing position on Pacific
research. Waikato Journal of Education, 12(1).
Wood, E. D. and St. Peters, H. Y., 2014. Short-term cross-cultural study tours: impact on cultural
intelligence. The International Journal of Human Resource Management, 25(4), pp.558-
570.
Xing, Y., Liu, Y. and Cooper, C.L., 2016. Intercultural influences on managing African
employees of Chinese firms in Africa: Chinese managers’ HRM practices. International
Business Review, 25(1), pp.28-41.
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