Assessing Cross-Cultural Training Outcomes in Global Organizations

This research paper aims to evaluate the impact of cross-cultural training programs on employees working in multinational corporations. The study examines various aspects such as improved cultural awareness, enhanced communication skills, increased confidence in interacting with diverse cultures, and better workplace integration. Through a survey-based approach using questionnaires, data will be collected from participants who have undergone cross-cultural training to assess their experiences and outcomes. This research seeks to provide insights into how effectively these programs address challenges like language barriers, cultural misunderstandings, and work culture differences, thereby contributing to overall organizational development.

DISSERTATION
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ACKNOWLEDGMENT
I would sincerely thank my mentor for providing me immense support and guidance
while carrying out the research. I would also like to express my gratitude towards colleagues,
friends and family members who assisted me at every step of the dissertation. With the help of
their guidance and support, I was able to accomplish the dissertation. I would also be greatly
thankful to my team members for the assistance provided by them in collection of data and its
subsequent analysis.
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TABLE OF CONTENTS
CHAPTER 1- INTRODUCTION....................................................................................................5
1.1 Overview..........................................................................................................................5
1.2 Research problem.............................................................................................................6
1.3 Chapter structure..............................................................................................................6
1.4 Focus and Purpose............................................................................................................8
1.5 Aims and objectives.........................................................................................................9
1.6 Potential Significance.......................................................................................................9
1.7 Summary.........................................................................................................................10
CHAPTER 2: LITERATURE REVIEW.......................................................................................11
2.1 Introduction....................................................................................................................11
2.2 Reviewing the importance of cross cultural training......................................................11
2.3 Effectiveness of cultural theory and cross-cultural communication theory...................14
Role of culture theory in cross cultural training...................................................................15
2.4 Current methods such as language training, sensitivity training and range of practices for
teaching employee’s cultural knowledge and develop their cultural competence...............17
Summary...............................................................................................................................19
CHAPTER 3: RESEARCH METHODOLOGY...........................................................................20
3.1 Introduction....................................................................................................................20
3.2 Research philosophy.......................................................................................................20
3.3 Research design..............................................................................................................21
3.4 Research approach..........................................................................................................21
3.5 Data collection................................................................................................................22
3.6 Sampling.........................................................................................................................23
3.7 Data analysis...................................................................................................................23
3.8 Ethical considerations.....................................................................................................24
3.9 Research limitations.......................................................................................................25
3.10. Validity and reliability.................................................................................................25
CHAPTER 4: DATA ANALYSIS................................................................................................27
4.1 Introduction....................................................................................................................27
4.2 Thematic analysis...........................................................................................................27
Detailed analysis...................................................................................................................37
CHAPTER 5: CONCLUSION AND RECOMMENDATIONS...................................................42
5.1 Conclusion......................................................................................................................42
5.2 Recommendations..........................................................................................................43
REFERENCES..............................................................................................................................45
APPENDIX....................................................................................................................................49
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CHAPTER 1- INTRODUCTION
1.1 Overview
Cross-cultural training is referred to the training provided to employees related to the
cultural difference between nations and awareness that help in running a smooth business across
the nations. It is one of the important elements in the development of individual in organisations
that are dealing globally along with the maintenance of their culture competence. In an
organisation, people from different cultures work together. It is essential for them to understand
each other’s culture for working together. However, cross cultural training enables participants to
develop the awareness, skills and knowledge required to be culturally competent in the cross-
cultural situation (Dhar, 2015). The present research is based on determining the strategies for
conducting an effective cross-cultural training for China Railway Construction Corporation
Limited (CRCC). CRCC is a state-owned construction enterprise based in Beijing that is the
second largest construction and engineering company in the world by revenue in the year 2014.
At present, the firm focus is on expanding its business globally to become a global
construction company. The selected organisation operates its business through five segments that
are consultancy operation, construction operates real estate, manufacturing operations and
design. In addition to this, it also undertakes several projects such as water conservancy and
hydropower, rail transits etc. While expanding business CRCC is facing so many issues because
of cultural difference between nations. Apart from this, there are many multinational
corporations are facing difficulties in retaining expatriates for their global operations (Forehand
and Kotchick, 2016). One of the main reasons for expatriate’s failure is the inability of this
manager or employees to adapt the host country culture. The result of this is that employees were
started providing cross cultural training and it became essential for successful international
operations.
The present report will focus on the issues which company can face because of different
cultures within the firm and while expanding business globally. Along with this, different
strategies and theories will be provided in detail that can help overcome issues while conducting
cross cultural training. The business world is all about the ability to form a relationship and
enhance own business through building a relationship with the international organisation. Hence,
without a cross-cultural training, it becomes tough to forge a mutually effective relationship with
their potential international partners (Ang and Van Dyne, 2015).
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1.2 Research problem
Cross cultural training has proved to be effective for the companies in order to carry out
their business activities in a successful manner. The training program help in developing an
understanding related to cultural diversity and the way it can be managed effectively by the firm
in order to improve business performance (Lenartowicz, Johnson and Konopaske, 2014). The
present research will help in developing a deep understanding related to the cross-cultural
training. It has long been regarded as a vital means which can facilitate, develop and refine the
competencies that manager and employees required for successfully working in the different
countries. If CRCC customers are international, with the help of cross cultural training,
employees can be able to meet their needs in an effective manner. This will improve the
performance of the firm and the overall branding and perception of the CRCC. Providing cross
cultural training help in carrying out smooth and effective operations while working at
international level. This training facility can have an immediate and significant return on
investment (Banks 2015).
This section will basically address a series of research questions that are as stated below-
 Determining strategies to conduct an effective cross-cultural training for CRCC ltd.
 Identification of issues faced by the company due to a distinct set of culture with a
special concern of international business expansion.
 Develop a deep understanding of cross cultural training.
 Assessing gap in the previously carried researches on similar topic of cross cultural
training and its importance.
1.3 Chapter structure
At the time of undertaking a research topic, the investigator should follow a sequential
pattern through adhering a well-defined and right structure. This structure can be shown by the
following series of chapters which can be considered as the part of the dissertation. Here, below
are the chapters:
Chapter 1: Introduction: In this chapter, a clear-cut framework of the selected topic of
the research will be provided. This will be consisting of an overview in which selected topic will
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be defined. Along with this, the important link of the topic with the firm, CRCC will be
presented. Following this, aims and objectives and research problem will be described. At the
last of this chapter, various tools and techniques will be discussed with the potential significance.
Chapter 2: Literature Review: In literature review chapter, a detailed outline of
importance related to the cross-cultural training will be discussed. Effectiveness cultural theory
and cross-cultural communication theory for China Railway Construction Corporation Limited
will be identified and discussed. This segment will lay focus on covering the aims and objectives
of the present research. Therefore, this part will be completed through undertaking an assessment
of various areas of research. It will be based on the published works and articles which are
written by different authors.
Chapter 3: Research Methodology: The given chapter will cover different tools and
techniques which are used by the researcher for carrying out dissertation in the right direction.
Along with this, validation of using a particular technique will be provided. In the last of this
chapter, ethical consideration and limitation of the present research will be provided. This
depicts the framework and analysis of this research that reflected one of the important steps in
the dissertation because collected information should be reliable and valid for arriving a proper
conclusion and recommendation. There are some steps in this regard that are as follows:
Design of research- Descriptive research design will be used for the present research. This
design will help in describing the population that is covered in the present study.
Research approach – For the current research, inductive approach will be used because it
focuses on moving from specific to general information. In the present study, the strategies for
conducting an effective cross-cultural training at CRCC will be analysed. This lead to the
identification of impact of cross cultural training on the attitudes of the employees
Research philosophy – Interpretivism philosophy will be used for the present research.
Techniques of research – To carry out research, qualitative method will be used by the
investigator.
Method for data collection – The present research is based on determining the strategies for
conducting an effective cross-cultural training. For this, both primary and secondary data
collection methods will be used. In order to gather primary information, interview will be
conducted by the managers of CRCC. On the other side, for collecting secondary information
company website, books and journals as well as online articles will be used. Through the study
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of the literature review, work done by different authors in articles, books etc. will form the basis
of the secondary data collection.
Sampling technique – Probabilistic sampling method will be selected for the present study.
Under this, purposive sampling method will be used by the researcher. Here, questions will be
asked from 20 managers of CRCC.
Analysis of data – To analyse the collected information, qualitative method will be used. Under
these different themes will be prepared on the basis of interview results and views of all manager
will be presented in a systematic manner.
Chapter 4: Data analysis: The entire information gathered from primary sources will be
analysed in this chapter.
Chapter 5: Conclusion and recommendation: In the last chapter, conclusion will be
provided on the basis of secondary and primary research. Further, the recommendation will be
given on the basis of findings.
1.4 Focus and Purpose
This research study will be conducted with the main purpose of determining the strategies
for conducting an effective cross-cultural training with respect to China Railway Construction
Corporation Limited. The purpose of this research will be analysing the gap which is left by the
previous researcher on the selected topic. Different researches have been conducted on cross
cultural training and its impact on company performance. A direct relationship between the two
is also revealed from different works (Osman-Gani and Rockstuhl, 2009). Therefore, it can be
stated that it is appropriate to use cross cultural training program within the firm in order to
improve the performance of employees and carrying out business operation successfully.
This concept is important at the time when the company is operating its business in global
market. This is because different employees possess different culture and it is essential to
understand each other culture while working together. This can help form in accomplishing
success and taping various growth opportunities. An employee can become highly capable to
tackle various challenges at the time when they are armed with cross-cultural training. However
cross-cultural training is just not only understanding each other culture. But significant
difference the way an individual from all over the world no interact but also work together.
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1.5 Aims and objectives
Aim: “To determine the strategies for conducting an effective cross-cultural training - A study on
China Railway Construction Corporation Limited – Saudi Arabia
Objectives:
With the provided aim, here below are the objectives prepared for the current research.
 To understand the significance of cross cultural training for China Railway Construction
Corporation Limited
 To identify effectiveness cultural theory and cross-cultural communication theory for
China Railway Construction Corporation Limited
 To determine current methods such as language training, sensitivity training and range of
practices for teaching employee’s cultural knowledge and develop their cultural
competence.
 To recommend strategies to China Railway Construction for conducting an effective
cross-cultural training for employees.
Research questions:
Formulation of research question is one of the important requirements which assist in
building a strong framework for the present research. There are different questions have been
formulated that are as follows:
Q1. What is the importance of cross cultural training for China Railway Construction
Corporation Limited
Q2. How models and theory of cross cultural training are effective for China Railway
Construction Corporation Limited
Q3. What are the current methods and range of practices for teaching employee’s cultural
knowledge and develop their cultural competence.
Q4. What are the strategies for China Railway Construction in order to conduct an effective
cross-cultural training for employees?
1.6 Potential Significance
The present dissertation will be essential in terms of developing an understanding related
with conducting an effective cross-cultural training. It will support in identifying the area in
cross cultural training, that could be worked on so as to influence the employees to work in
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collaboration with the firm. The present research will be of potential significance to the
following:
The firm will be provided support for the present research. They will be able to use
different types of cross cultural theory and strategies within the firm so that employees can work
effectively and efficiently.
The research will be supportive to the academics who are preparing for Ph.D. to develop
a deep understanding related to the importance of cross cultural training.
1.7 Summary
This is to summarise the findings of this chapter that has represented an overview of this
entire dissertation by firstly introducing it and secondly, identifying the problems that will be
addressed in it. This has been done with assistance to the series of few questions. Lastly, the
importance of this dissertation has been demonstrated at the end.
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CHAPTER 2: LITERATURE REVIEW
2.1 Introduction
After the introduction section, next chapter of the dissertation is a literature review. It is
one of the critical parts of the thesis. In this section, view of various researchers in relation to the
specific study is presented. The entire information collected in this section acts as a basis through
which further study can be carried out. Hence, with the assistance of literature review, gap which
is left by the previous researcher is analysed. Along with this, various authors’ opinions will be
critically evaluated. This will help in building a strong theoretical based on the chosen.
2.2 Reviewing the importance of cross cultural training
According to the view of the Bird and Mendenhall (2016), cross-cultural training is
known as the training provided to personnel related to the cultural difference between
employees, nations and developing awareness among the employees to run the business
smoothly. It is important for doing a business because many companies operate a business in
different nations and cultures. Therefore, understanding of that culture is essential in order to
accomplish success. To deal with client and customers in another country, one should have in-
depth understanding of the culture of the country.
Lenartowicz, Johnson and Konopaske (2014) has hereby argued that cross cultural
training is categorised into two types: firstly, general awareness training that includes handling
client of multiple countries such as facilitating negotiation with other countries, increasing
awareness about foreign employees and managing employees who belong to different cultures.
Secondly, a specific type of training related to the particular culture or nations. This, training is
effective at the time of targeting one nation and stay connected with them regularly. In the
training program, the main focus is on tradition, general belief, ethics, values etc. It is basically
to discourse upon the types of cross cultural training that is mainly undertaken at 4 distinct levels
and leads to some smartest business decisions and is also aimed at bridging any cultural
differences. These 4 types of cross cultural training are especially aimed at training the
expatriates, multicultural teams, operate cross border businesses and operate as global
executives. However, it is usually based on 2 different methods namely country focused and skill
focussed. Selection of one particular method will depend upon business type chosen by the
company. This is for instance the country focussed approach is more relevant in case company
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adopts operating in multicultural teams or as global executives. In contradiction to which, the
skill focussed approach is more suitable when planning to operate a cross border business or
train the expats.
From which, Chao, Takeuchi and Farh (2017) pointed out the aim of cross cultural
training, that is to support employees to feel comfortable while living and working in the host
country. Hence, it helps in increasing their cross cultural and adjustment and establishment and
ability to understand different cultural perspective. Moreover, this concept of cross cultural
training is significant in terms of assisting the expats to succeed in the assignments. Besides this,
it is also aimed at creating a sense of awareness among individuals to encourage a clear line of
communication with a special reference to those who belongs to distinct set of cultures. It is
mainly on considering a fact which states that operating globally often does not supports a
common cultural framework and hence needs some sort of change in the previously adopted one.
Cross cultural training is thereby aimed at clarifying other involved cultures by presenting them
under the light of an objective and promote the workers to take it respectfully.
Wurtz, (2014) argued that it is essential to understand the following things while studying
a culture.
Power distance: It is considered as extent of inequality which is considered as acceptable in
many countries such as Arab countries, Mexico and West Africa.
Uncertainty avoidance: It is the extent at which people mostly planned and structured
situations. In the nations where low uncertainty avoidance score, it makes easier for people to
work and take risk as compared to countries with high score risk (Engle et.al, 2014).
Masculinity: It is an ownership of attributes, qualities, behaviour and role which is related with
men.
Individualism: This is degree to which people prefer to be independent instead of being in a
group.
Long termism: It is degree to which nation emphasised on long term.
In addition to this, there exists some key aspects of cultural awareness when operating
globally and in distinct set of nations. The main elements of disparities involve language where
despite of being a not so obvious necessity due to the presence of English as the business
language, regarding other’s language depicts a great sign respect for the employees appointed to
work internationally. Another principal element is in terms of non- verbal communication where
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there should not be any mistaken usage of signs and gestures to interact with others. Apart from
this, each culture is known to have a distinct dress code for business purpose which is strictly
required to be followed by the professionals to attain cultural competency. Beside this, the
approach of time together differs from one nation to another and reflects an important decision
for the mangers while scheduling tasks. Lastly, motivational practices also differ from one
country to another with a distinct set of need of every individual. For which, cultural
understanding is of utmost importance for the companies operating internationally.
As per the views of Forehand and Kotchick, (2016), cross-cultural training plays a
significant role in respect to carry out business operations smoothly. The business world is all
about the ability to form a relationship and partnership with different international firms. In
different countries, there are people with diverse culture and without cross cultural training, it
will become tough for them to deal with clients. Through providing the cross-cultural training
facilities, employees can be prepared to deal with challenges and they can work more effectively.
Whether workers are traveling internationality or handling their client on Skype, the more
competent they are, then more confident they will be.
Hence, it means that interaction not only carried out smoothly but also become effective
through the help of cross cultural training. Along with this, it also made easier to handle clients.
This type of training not only benefits employees in their present position but can also develop
and benefit them in future. Moreover, it provides insight and competitive edge that help in
becoming successful.
As per the opinion of Demirkesen and Arditi (2015) communication style is required to
be considered in cross-cultural training program. It is because; communication is not only
considered as just a language as it is understanding the purpose behind the words. Across culture,
this leads to become more complex as because of some value direct communication style and
other indirect communication style. In respect to increase effective working, an organisation
should understand the importance of cross cultural training and implement it within the firm
effectively. Along with this, it is important to have right employees who possess knowledge and
skills related to various cultural and intercultural competence. It helps in carrying out business
operations without facing any kind of issues. It is to demonstrate the features of cross cultural
training that should be enough competent in terms of developing the sense of awareness in the
workers towards other cultural norms and beliefs. For which, the consultant appointed for
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training individuals should be enough competent in terms of developing others. For this, a strong
talent of communication is required with plentiful fluency in speech when referring to command
over a foreign language. Apart from this, an intercultural awareness of the difficulties might be
there to cope up with the standards of global business. Lastly, a substantial ability must be there
to highlight any cultural differences in a very concrete and specific way.
Despotovic, Hutchings and McPhail (2015), explained that culture is known as the total
learners and transmitted cultural domain of the social group. While cultural competence is
referred to the awareness, skills and knowledge and practices which is required by an individual
to work within a firm. For employees, it is essential to understand different employee’s culture
and respect them while working together. For carrying out the business in an effective manner in
the cross-cultural environment, it is essential to keep clear communication with people of
different background and nation. Hence, cross cultural training is effective with respect to
enhance the positive outcome related to intercultural interaction and for reducing the cultural
issues.
Fridenson-Hayo and et. al. (2017) contended that if there is any gap left in verbal and
non-verbal communication then it leads to creating misunderstanding and frustration. Hence,
miscommunication due to cultural difference led to directly impact the international business
relationship. However, sometimes, communication problem takes place within the firm due to
language difference and cultural values difference which is automatically fixed in a behaviour of
people. The knowledge and information which is gained by employees through cross cultural
training program helps in building intercultural competence. This will play a significant role in
the international business environment.
Similar to this, Groves, Feyerherm and Gu (2015) have also claimed that differences in
culture lead to impact everyone at the workplace at the time when cultural belief, values and
norms are invisible then it leads to influence the behaviour of the individual. One of the common
cross-cultural issues is language issues on which organisation should mainly focus. Hence,
improving this helps in maintaining long-term relationship with international client and business.
2.3 Effectiveness of cultural theory and cross-cultural communication theory
According to the view of Dhar, (2015), cultural theory is defined the varied notion of
working and technical term in culture. It is a division of relative ethologist and symbolism. As
per the theory, every individual should recognise the danger in a different manner and their way
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of dealing is also different. Hence, this leads to creating a various type of social structure.
Training which is provided on cross cultural is based on different approaches for enhancing the
level of knowledge and interpersonal skill in order to make them capable to survive in the
various cultural environment. Application of cultural theory is proven to be beneficial as because
it enhances skill and knowledge of an individual. There are two parts in which cultural training is
divided that is culture general and culture-specific.
Role of culture theory in cross cultural training
Cross cultural training is effective in terms of training the employees of the organization
about distinct set of cultures. It is a way of teaching them to respect each and every culture in the
sphere with their distinct set of norms. Lenartowicz, Johnson and Konopaske (2014) has stated it
to be a favourable tactic for those operating at a global level with both domestic and international
set of clients having distinct consideration regarding a certain aspect. Although, the cross-
cultural training is mainly associated with that to the growth and development of the workers in
an enterprise where they need to get trained in every aspect of work.
Such type of training is therefore apparent to assist the organizational bodies in
developing their employees at both personal and professional level that in turn help them to
smoothly operate their business with successful attempts at worldwide level. Reiche, Mendenhall
and Stahl (2016) hereby argued with that to the above stated point of employee development and
have rather gave a foremost preference to the development of the business. It is however on
considering the fact of training where it is usually arranged with a major concern of benefiting
the business from all possible aspects. For this, a company operating at a universal level is
evident to have an in-depth knowledge about the cultural aspects of nations other than their
domestic sphere.
Longoni and et. al. (2014) with a supportive consent towards it has parted the cross-
cultural training in 2 distinct parts called general and specific. The general training is being
provided to create a sense of awareness in the workers in terms of handling the international
clients and administering staff that belongs to a distinct set of culture. This in turn results in
teaching the way in which one can refer to negotiate with that to the foreign clients. Another
cross-cultural training is known to provide a specific training to the employees who are specially
related to a particular nation and its culture. It is however referred to be useful for specific people
who are usually supposed to visit that country and interact with that to their business associates.
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This is with a foremost aim of provisioning training to those who are directly responsible to
negotiate with the international clients and finalize their business-related deals. Such type of
training is mainly focused on the general opinions, values, ethics, beliefs, traditions and other
related protocols of that specific nation.
Neal (2016) with a similar consideration has enlightened a vital tool for provisioning
cross cultural trainings called cultural theory. It is apparent to assist the organizations in making
diversified attempts to conceptualize the dynamics of culture. This will lead to create a better
understanding in the employees about different types of cultures and their relationship with that
to some other related factors. It involves the relationship of culture with that to the nature and
society along with the division between high and low culture. A cultural theory is evident to
assist in acknowledging the interaction that takes place among cultural tradition, differences as
well as diversity.
Cross Cultural Communication theory
According to the view Sanden, (2015) the cross-cultural communication theory is now
become important for the firm in terms of strategies due to the regular growth in technologies
and global business and internet as well. Thus, the understanding of cross-culture communication
is crucial for the firms at present as they have a diverse workforce and strategies for conducting
global businesses. This is a different kind of communication where people from various
countries and cultures speak and communicate as well as perceive around the world effectively.
There are different types of people such as age, nationality, gender, sexual, race and
religion. As said by Liu and et.al. (2014). To work with them or communicates with each other is
known as the cross-cultural communication. Every individual is able to practice the culture
varying levels efficiently. The person is constantly confronted with the clash between his original
culture and the culture in which he is living at present. Cross culture is influenced by the
academic disciplines. It is very important to avoid the misunderstandings in a firm where the
cross-culture theory is applied. This helps to create a feeling of trust and enhance the relationship
between workers in the firm effectively.
According to the view of Turner (2016), sources of miscommunication in cross culture
are described as follows:
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The assumption of similarities: This will be referred to the tendency of how we act and behave
which will be universally accepted and differ from someone, we have the negative thoughts of
them effectively.
Language difference: There are many people from different countries and places that the
language is also various for them. The main problem of this difference is that the communication
process becomes more difficult in order to understand the concept.
High anxiety: The anxiety is made when a person meets different culture perspectives and don’t
know how to act or behave in front of him effectively as supported by Adekola and Sergi (2016),
as well. For an example, An American and Japanese having a meeting regarding business
activities are unsure of each other’s cultural norms.
2.4 Current methods such as language training, sensitivity training and range of practices for
teaching employee’s cultural knowledge and develop their cultural competence
According to the view of Hotho, Lyles and Easterby‐Smith (2015), it is stated that there
are different methods that can be used by an organisation for developing a cultural competence
such as providing language training, sensitivity training and different range of practices for
developing knowledge related to the cultural. Different companies used different methods to
teach employees cross cultural skills aimed at facilitating interaction with a foreign culture.
Different methods are as follows:
Didactic training
Forehand and Kotchick, (2016) state that Didactic training is most often provided in
informal meeting that is provided in classical lecture form. This method is less structured
because of casual conversation with experts. Cultural information is provided with informational
booklets, presenting facts on the host country. Furthermore, it is the most common form of cross
cultural training and there are most of the companies who are using didactic training in the form
of informal conference to their employee in order to make them culturally competent. In training,
factual information related to the working and living condition as well as cultural aspect of the
host country is provided to employees.
In context to cultural, basically practical issues are addressed such as dress codes and
way of communication in the host country, as said by Stromquist and Monkman (2014). This
method shows the traditional way of learning which is basically used in the school and
universities. The content in the Didactic is based on hard facts such as such as requirement of the
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job, policies and travel arrangement etc. However, it also contains aspects that assist in preparing
expatriates to establish a framework to understand and adapt a new culture while working in host
country. Along with this, it also has more general culture content and it can be aimed towards
understanding a specific culture.
Language training
Engle and Crowne (2014), argued that Language training involved teaching employee the
native language or business language of the host country. To learn fluently it takes a month or
even years. This training method also provides benefit to the company in order to deal with other
country. This method is ofently used in cross cultural training method and it is one of the
effective ways of preparing an emigrant since lack of language skills.
Kassar, Rouhana and Lythreatis (2015) have hereby contradicted that knowledge of the local
language is essential to send visible signals of politeness for understanding the culture of host
country. Language barrier can directly impact the firm while dealing with international
organisation and clients. Knowledge of local language does, as mentioned, facilitates cultural
adjustment. In this different training activities is included but the goal can be reached with more
culture general approaches.
Cultural awareness training
The main goal of cultural awareness training is that to provide knowledge related to the
concept of culture and cultural difference, through teaching awareness related to the home
culture, as per the views of Kealey (2015).
This has been contended by Engle and Crowne (2014) where within an organisation, it is
important to provide trainings related to cultural awareness. There are some steps of
implementing cross cultural training program within the firm that are as follows:
Step 1: Defining organisation context and training objectives
At the first stage it is important for the firm to develop the relationship of cultural
competence which should be legal and people management context. Here, the company required
identify the areas in which training is need to provide to employees Landy and Conte (2016). For
conducting training program company should get strong organisational support.
Step 2: To understand importance of cultural competence and cross-cultural training to
the firm.
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Before carrying out cross cultural training program it is essential to be clear on the nature
of cultural competence. Different approach is need to be adopted of cross cultural training and
there should be standards for an effective cross-cultural training trainer.
Step 3: Promote the value of cross cultural training at the firm:
It is essential for the company to promote the value of cross cultural training program
(Dhar, 2015). All the stakeholders should know how much it is essential to organise training
program within the firm. For this purpose, a company should show its value to all its
stakeholders with the help of statistical evidence and qualitative comments.
Step 4: Designing and conducting cross cultural training effectively
There are different methods included in the cross-cultural training program which can be
used by the respective firms who are operating at a global level or are looking for an
international exposure. Although, this will need to formulate effective strategies to be a part of
scheming viable training session for the employees to build- up their cross-cultural awareness
level.
Step 5: Evaluate and follow up the cross-cultural training program
This is mainly on referring to distinct methods used for the formulating cross cultural
programs within the organisations who are considering to enhance their employee’s knowledge
towards the same Lokkesmoe, Kuchinke and Ardichvili (2016). Its successful implementation is
required to be followed up and evaluated for further controlling any deviation from the estimated
outcomes.
Summary
This is to elucidate the gap that has been filled in the literature review of present research
that has involved the discussion about effectiveness of various cultural theory and cross-cultural
communication theory for China Railway Construction Corporation Limited. Further, this
section has also covered the current measures of cross cultural training such as language training,
sensitivity training and range of practices for teaching employee’s cultural knowledge and
developing their cultural competence. This has demonstrated the gap within previously
undertaken literatures on this subject matter that did not included study about the advancing
methods.
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CHAPTER 3: RESEARCH METHODOLOGY
3.1 Introduction
Research methodology is an important chapter that assists the researcher to carry out
research in a right direction with the use of different tools and techniques. It plays a significant
role in developing understanding related to the selected topic. This includes different tools and
techniques such as qualitative technique, data collection method etc. There are various types of
research methodologies which are involved and help in developing in-depth understanding of the
chosen topic. Investigator can gather information step by step and evaluate them in order to get a
valid outcome. In this context, below are provided different theories which are considered to
carry out investigation in an effective manner.
3.2 Research philosophy
Research philosophy is known as the belief of the investigator in relation to the ways
which can help in analysing, evaluating and gathering the information. Along with this, it also
allows making appropriate analysis of different sources which enable to develop nature of the
study. With the use of appropriate research philosophy, an investigator can easily come up with a
proper conclusion for the selected topic. These are measured as an actual phenomenon which
provides main focus on the aims and objectives. There are two types of research philosophy
which can be used for the present study that are interpretivism and positivism.
In positivism, it emphasized on carrying out the study in which different objectives are
measured (Muriana and Vizzini, 2017). Along with this, facts which are not the truth should be
eliminated from the study. In this researcher focus on experimental observation and combine
logical aspects. On the other side, interpretivism focuses on the subjective part of the research.
Different theories and models are used in relation to the selected topic. The selection of the
research philosophy is done on the basis of nature of the study. The present report is based on
determining the strategies for conducting an effective cross-cultural training, therefore,
interpretivism philosophy has been used by the scholar. The reason behind selecting this is that it
helps in developing deep understanding related to the selected topic. However, it is together
having some major disadvantages in terms of having a very subjective approach. Due to which, it
provides a huge scope of biasness to the researcher. Also, it is hard to generalise the acquired
primary data which consists of personal opinions. Although, interpretivism is highly supportive
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for studies based on cross cultural differences at the workplace, representing topics associated to
management.
3.3 Research design
Research design can be stated as overall method that lead to support researcher to involve
various elements of the study in logical manner. It is also considered as the blue print for
gathering and evaluating the data. Along with this, it allows investigator to properly address the
research problem in an effective manner. Further it provides an understanding to the researcher
related to the present study. With the help of this, the scholar can generate truthful and exact data
and information related to the selected topic. There are three kind of research design that are
experimental, exploratory and descriptive.
The selected topic to determine the strategies for conducting an effective cross-cultural
training, therefore descriptive research design has been selected by scholar. It is considered as
theoretical analysis and used for describing the population covered in the study. With the use of
this research design different theories which are applied in this research has been analysed in an
effective manner (Wurtz, 2014). The descriptive research design assist in understanding the
significance of cross cultural training that improve organisational performance. This design not
only aid to minimise the effort of investigator but support in completing the research in an
effective manner. The reason behind selecting this design is that it assists in defining the
situation more effectively. Along with this, descriptive research design help in collating of
important and factual information from different sources which assist in accomplishing the
research successfully.
3.4 Research approach
Research approach assist in defining the way in which entire research is able to present
the information in the form of general to specific or specific to general. Research approach is
classified into two type that is inductive and deductive. This both approaches are highly effective
in respect to carry out research in an effective manner. Along with this, different theories and
models are considered in the study with the use of this approach. With the help of this research
can gain valuable knowledge and information. In inductive approach first research emphasise on
collecting general information first then focus on specific issues. On the other side, in deductive
approach investigator, a scholar first present specific information then moves toward the general
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one. Different existing theories are taken into consideration related to the chosen topic. All the
specific aspect of the research is presented first and then it covers generalised content.
According to the selected research topic that is to determine the strategies for conducting
an effective cross-cultural training, the research has made use of the inductive approach which
allow to use different theories involved in the present study (Edson, Henning and Sankaran,
2016). Along with this, depth understanding of the same also developed. With the use of this
approach deep understanding related to the cross-cultural training can be determined. All the data
and information which are related with the selected topic is analysed first then specific
information are covered.
3.5 Data collection
Data collection can be determined as the method which is effective for collecting the
information from different sources on the particular topic. It is essential to collect the data in
order to make research more reliable and valid. While carrying out the research, it is important to
select appropriate sources that can assist the researcher. There are two sources from where data
can be collected that are primary and secondary. These both the sources are highly effective in
respect to gather relevant information for the present research. In the primary method,
information is collected for the first time. There are various sources available from where
primary information can be gathered. Different sources such as observation, interview, survey,
questionnaire and focus group. In interview, the researcher selects people who are highly
effective in order to provide appropriate answers. Along with this, each respondent is called
personally and they are asked open ended questions. On the other side, in secondary data
information is collected which is published by different authors in their books and journals.
There are different sources available from where investigator can collect information. In this
context, books journals, online sources, articles etc can be considered for secondary research
(Wildemuth, 2016).
The present research is based on to determine the strategies for conducting an effective
cross-cultural training. Therefore, to carry out the research in an effective manner, the scholar
has used both the primary and secondary methods of data collection. More specifically, in
primary research, interview method has been used by the investigator and it will be carried out
from managers of CRCC. While secondary information is collected from the books, journals, and
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online sources. The reason behind selecting both these methods is that it provides in-depth
information related to the selected topic.
3.6 Sampling
To conduct a research while carrying out large number of populations is difficult for the
investigator. For this purpose, sampling method is need to be used while collecting the primary
information. There are two methods involved in the sampling size that is probabilistic and non-
probabilistic. In probabilistic researcher randomly select respondent from its large number of
population (Etikan, Musa and Alkassim, 2016). On the other side, in non-probabilistic sampling
research has proper understanding of the sample size which has to be selected. The scholar can
easily decide a total number of participants that are to be considered for the sampling.
In the present research primary research has been conducted where 20 managers are
considered for collecting the specific information. Therefore, non-probabilistic sampling method
is used by the investigator. Under this purposive sampling method is used in which question is
asked from 20 managers of CRCC. Along with this survey will be conducted with the use of
random sampling method in which question will be asked from 50 employees of CRCC. These
are the selected samples because they have proper knowledge related to the effectiveness of cross
cultural training methods. Along with this different type of issues which are discussed and these
are helpful enough to understand the perception which is carried out by each of the manager
related to the cross-cultural training. Respondents are those who better known capability of their
employees and the way cultural difference is affecting this business. Due to this reason non-
probabilistic method has been selected in which participants are selected who can provide deep
information for completing the entire research.
3.7 Data analysis
Once the information is collected from different sources, it is essential to analyse them in
order to get valid outcome. To evaluate the data, proper steps need to be taken with the help of
which raw material can be converted into meaningful information (Edson, Henning and
Sankaran, 2016). This is required to be done so that views of different respondents can be
presented in an effective manner. There are two methods of analysing the data: qualitative and
quantitative. Both are effective enough for properly evaluating and analysing the collected
information. Qualitative method is based on analysing the questions which are asked in the
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interview or survey. Under this, the entire information is presented in non-numeric form.
Different themes will be prepared on the basis of responses of respondent. It is effective enough
in order to understand the perception related to selected topic of different participants. Thematic
is effective enough for presenting the collected data with the help of charts, tables and graphs.
For instance, when majority of the respondents selected one option, then they can easily show in
the graph form. This help viewers to understand the collected information in an effective manner.
Quantitative technique enables to use of different statistical and mathematical tools that are
useful for the scholar to understand the requirement and for making comparative analysis. It
includes Chi square test, Anova, T-test etc. These different types of tests help in developing the
understanding for the presented results. For the present research, qualitative method will be used
under which thematic perception is taken into consideration for presenting the information in a
systematic manner. The reason behind selecting this technique is that it helps in presenting the
view of respondent in a thematic form which helps in interpreting the results in a systematic
manner.
3.8 Ethical considerations
While carrying out the research it is important to undertake ethical consideration in order
to make research effective and efficient. Therefore, it is important for investigator to make sure
that all the aspects are satisfied and fulfilled (Roberts, 2015). For this purpose, investigator needs
to provide type of information to its respondent before conducting interview. Along with this,
respondent should not force for taking participant in the interview. The entire information which
is provided by respondent should be kept safe and secure plus destroyed after use. Only the
person who is authorised should be able to access them. Apart from this, the secondary
information should be properly cited and taken from the authentic sources in order to make it
reliable and valid. Further, data used from different sources is only for supporting the findings.
Reference which are used is of current and from recent years. All the information which is
collected from different sources is not shared with others and it is important that no one misused
it.
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3.9 Research limitations
There are various types of limitation which is faced by investigator and it is essential that
proper consideration is made so that limitation can be minimised. Here below are provided some
limitation which can be faced by the investigator
Aim and objectives: It is the base of research and it is essential for investigator to take
proper steps make proper analysis of the research in appropriate manner. For this purpose, proper
aims and objectives need to be formed. If it is not done properly then research cannot be
completed in an effective manner. Therefore, aims and objectives should be developed properly.
 Selection of methodologies: There are various method and techniques that has been to be
selected in a systematic manner for accomplishing the research. If selection of
methodology is not done in proper manner then it leads to impact the research in a
negative way. There are different sources from where information is collected and
respondent should select those sources carefully so that valid and reliable information can
be gathered.
 Limitation of time: There are different activities which is need to be completed on time
within the give period of time (Creswell and Poth, 2017). However, delay in one activity
can affect other activities and also increase the cost other task. It is essential to complete
each activity on given period of time in an appropriate manner.
 Getting information: There are 20 managers who are selected from the CRCC, it is
essential that all the information collected from them is present in an effective manner. If
less time is provided to managers to provide information then it leads to become
limitation for the research.
3.10. Validity and reliability
The present research is based on determining the effectiveness of cross cultural training,
there all the information which is collected should be reliable and valid. For raising the reliability
and validity of the research there are different aspects which are considered by investigator.
Hence, with the aim of conducting study in a right manner all the information is collected from
authentic sources (Tight, 2016). Reason behind this, is that copyright protected information is
highly sources and provide reliable information that help in providing suitable solution for the
selected problem. Apart from this, the latest books and journals are taken into consideration by
the investigator in accordance to its aims and objectives. This aspect demonstrate that
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appropriate information has been collected for the present research by the scholar. In addition to
this, all the information gathered from books and journals are highly reliable and valid. For the
present study, qualitative investigation has been selected by the scholar. All the collected
information is analysed with the use of thematic perception. Through this way all the tools and
techniques are logically related with the research type.
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CHAPTER 4: DATA ANALYSIS
4.1 Introduction
Data analysis is one of the important chapters in the entire dissertation which help scholar
to get valid outcome and accomplish the aim of the research. For the present investigation
qualitative technique was used under which thematic method is considered for presenting the
results. For the researcher it would be helpful to present all the information in an appropriate
manner in order to accomplish the aims and objectives. For data analysis both survey and
interview are conducted and themes for each question was constructed in order to provide detail
analysis. In context to conduct the research with effectiveness, themes have been prepared on the
basis of responses which have be gained from respondents.
4.2 Thematic analysis
Theme 1: China Railway Construction Corporation Limited provide you cross cultural
training facility.
1. Does China Railway Construction
Corporation Limited provide you cross
cultural training facility?
No. of
respondent Percentage
Yes 35 70%
No 15 30%
Total 50 100%
Interpretation and analysis: When the personnel were asked regarding the cross-cultural
training facility provided to them out of 50 respondents 35 state yes and 15 replied no they do
not get training. By the means of carrying out the analysis of the opinions of the workers of
China Railway Construction Corporation Limited obtained through survey it can be examined
that most of the employees received training and development facility where on the other side,
few of the employees do not get training facility because they are highly skilled and have
sufficient knowledge regarding the cross cultural aspects with its importance.
Theme 2: General cultural awareness and communication are the subject area included in
the cross-cultural training program.
2. What are the subject area included in the No. of Percentage
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cross-cultural training program? respondent
Working with cultural diversity 10 20%
General cultural awareness and communication 18 36%
Culture-specific: multicultural 10 20%
All of the above 12 24%
Total 50 100%
Interpretation and analysis: According to the collected information it has been found that 18
respondents said that general cultural awareness and communication are the subject area
included in the cross-cultural training program. On the other side 10 said working with cultural
diversity and 10 replied culturally specific multicultural. However, remaining 12 states all the
above subjects are included in their training program regarding cross cultural. Hence it is
analysed that training facility is provided to employees in different subject area according to their
knowledge. Seems most of the employees do not have understanding related to the general
cultural awareness and communication so they are trained in this subject. While, some of them
possess high knowledge in culture specific so they are not provided training in this particular
subject area (Thomas and Peterson, 2017). At last it is analysed that most of the employees get
training in all the subject area as because they are currently hired and do not have knowledge in
all of the areas that also coordinate with the findings of secondary research.
Theme 3: Employees are satisfied with the training program provided by China Railway
Construction Corporation Limited.
3. Are you satisfied with the training program
provided by CRCC
No. of
respondent Percentage
Highly satisfied 15 30%
Satisfied 12 24%
Neutral 5 10%
Dissatisfied 9 18%
Highly dissatisfied 9 18%
Total 50 100%
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Interpretation and analysis: The aforementioned graph bring forth outcome that 15
respondents are highly satisfied with the current training program strategies of CRCC. It has
been proven effect in order to increase expertise of personnel and enable them to work in cross
cultural environments. Similarly, 12 participants are also satisfied through which the same and
said that with the aid of training program thee come up to know potential issues which faced
while working with different cultural people. This serve as one of the significant aspects for
developing their learning in different cross-cultural areas. However, there are 5 participants who
are neither satisfied nor dissatisfied with the given statement. On the other side 9 participants do
not satisfied with the training provided by CRCC. Here other related practices such as informal
communication, interaction and discussion is contributed to success. Along with this, 9
employees are highly dissatisfied with the given statement. Hence, collected information is
consistent with secondary research and it made easier for the researcher to extract the valid
outcome (Reiche, Lee and Quintanilla, 2014). Therefore, secondary research reveals that training
and development and other learning program make it possible to develop skills and knowledge of
employees and contribute to the success of the business. In this regard, CRSS should shed light
on introducing training and development program which in turn rate of return for the business.
Theme 4: Positive effect of CRCC corporate culture have, on the company's development.
4. In your opinion, what kind of effect does
your company's corporate culture have, on the
company's development?’
No. of
respondent Percentage
Positive 25 50%
Zero 10 20%
Negative 15 30%
Total 50 100%
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Interpretation and analysis: According to the collected data, it has been found that out of 50
respondents, 25 state that there is positive effect have on CRCC corporate culture on the
company’s development. It is because their employees were provided training and development
facility that help them working in together in an effective manner. If employees understand each
other culture and respect it, then it leads to create positive effect on development of the firm. On
the other hand, 15 participants state that it has negative impact on company development. Owing
to this, it can be said that CRCC need to focus on working on its corporate culture for its
development. Many of the personnel do not have knowledge regarding different cultures due to
which they face difficulty while working with clients of various culture. However, remaining 10
said there is zero effect of on CRCC corporate culture on the company’s development. It may
because they do not face any kind of issues due to different culture. In addition to this secondary
information reflect that corporate culture has great effect on the company’s development because
sometime due to different language it can become tough for employees to deal with different
culture people (Lokkesmoe, Kuchinke and Ardichvili, 2016). Through providing cross cultural
training it become easy to improve corporate culture and create positive effects.
Theme 5: Language is the major challenges employees ever met while working with
another counties client.
5. What are the major challenges you ever met
while working with another counties client? No. of
respondent Percentage
Language 25 50%
Misunderstanding 10 20%
Racial discrimination 15 30%
Total 50 100%
Interpretation and analysis: According to the collected data, it has been found that out of 50
respondents, 25 state that language is one of the major challenges for them while working with
another counties client. Most of the employees has faced issues due to different language and it
become one of the major issues for them. Different languages lead to create misunderstanding
29

which can impact the long-term relationship with customers and clients. On the other side, 15
replied racial discrimination and 10 said misunderstanding are the major challenges you ever met
while working with another counties client. If employees do not understand the difference
between cultural and the way to work with them, then it leads to create major challenges for
them (Landy and Conte, 2016). Hence, collected information is consistent with secondary
research and it made easier for the researcher to extract the valid outcome.
Theme 6: Working with people from different cultures is the experience contributing to
understanding of cultural difference.
6. Is there any other experience contributing to
understanding of cultural difference?
No. of
respondent Percentage
Working with people from different cultures 20 40%
Living overseas 5 10%
Learning a language 15 30%
None of the above 10 20%
Total 50 100%
Interpretation and analysis: The aforementioned chart bring forth outcome that 20 respondents
said that working with people from different culture cultures is the experience contributing to
understanding of cultural difference. To work with diverse group people, aid in developing the
understanding related to the different cultures and people. At CRCC there are different cultural
people work together which help in developing understanding related to different culture and
improve communication skills. It shows that practice help in improving their skills and
knowledge regarding different culture. On the other side 5 respondent state that living overseas
help in understanding cultural difference, 10 said learning a language. Most of the employees
work in another country where they deal with different cultural people it leads to improve their
communication skills. However, remaining 10 said that none of the aspect experience contribute
to understanding of cultural difference it shows most of the respondents do not work with
different cultural people at China Railway Construction Corporation Limited due to which they
do not gain any experience regarding cultural difference. Hence, this aspect can be supported
30

from the secondary data analysis that to work with different cultural people or learning different
languages help in developing skills and knowledge regarding cultural difference.
Theme 7: Cross-cultural training improve understanding of workplace policies and issues
regarding cultural diversity.
7. Did cross-cultural training improve your
understanding of workplace policies and issues
regarding cultural diversity?
No. of
respondent Percentage
Highly agree 10 20%
Agree 20 40%
Neutral 5 10%
Disagree 10 20%
Highly disagree 5 10%
Total 50 100%
Interpretation and analysis: In survey, 10 respondents said that they are highly agreed and 20
are agreed that cross-cultural training improve your understanding of workplace policies and
issues regarding cultural diversity. Further, 5 are not agreed and neither disagreed with the given
statement. Hence this aspect shows that employees are satisfied with cross cultural training
which help them in making aware about all the policies and issues that then can face due to
cultural diversity. It also helps them in making clear steps which can be taken while dealing with
clients or customer of different culture. However, 10 respondents are highly satisfied and
remaining or only satisfied with the given statement. It shows that they do not received any
cross-cultural training program in which information is provided related to policies and
procedure (Kassar, Rouhana and Lythreatis, 2015). Hence, collected information is consistent
with secondary research and it made easier for the researcher to extract the valid outcome.
Theme 8: Cross-cultural training increase employees’ confidence in dealing with people
from different cultures.
8. Did cross-cultural training increase your
confidence in dealing with people from
No. of
respondent Percentage
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different cultures?
Highly agree 20 40%
Agree 10 20%
Neutral 5 10%
Disagree 10 20%
Highly disagree 0 0%
Total 50 100%
Interpretation and analysis: When the personnel were asked regarding the cross-cultural
training increase their confidence in dealing with people from different cultures out of 50
respondents, 20 are highly agreed and 10 only agreed. It shows that employees were provided
training facility where they learn in practical manner the way of dealing with cultural difference
people. This lead to increase their confidence and they become capable to deal with people of
different cultural. On the other side 5 among them are neutral who are neither agreed nor
disagreed with the given statement. As it may be possible that they do work with the cultural
difference people due to which it they unable are to respond the question. However, remaining
10 said that they are highly disagreed with the given statement. It shows that CRCC management
do not provide them cross cultural training and development facility due to which they unable to
deal with the different cultural people (Bird and Mendenhall, 2016). Although it may be possible
that they only provided theoretical knowledge related to the culturally different due to which
their confidence does not get develop which also coordinate with the findings of secondary
research.
Theme 9: Interaction and discussion is the best aspect of training.
9. According to your opinion what are the best
aspect of training?
No. of
respondent Percentage
Interaction and discussion 20 40%
Content 5 10%
Trainers attribute (Knowledge, style and
enthusiasm) 15 30%
32

Guest speakers 10 20%
Total 50 100%
Interpretation and analysis: According to the collected information, it has been found that 20
respondents out of 50 judged the best aspect of their training is interaction and discussion. As per
their knowledge if employees interact with different cultural people then it leads to enhance their
confidence which is best aspect of training for them. It is effective for them because they may be
deal with clients of different cultural where they need to directly interact and training help in
improving it. On the other side 5 said content is best aspect, 15 replied trainers attribute such as
knowledge, style and enthusiasm while remaining 10 said guest speaker. Hence it is analysed
that cross-cultural training has a deeper educative role because of the pervasiveness of culture in
all human interaction. Training help learner in making aware of the impact of culture on their
lives as per the information gathered from secondary research work (Reiche, Lee and
Quintanilla, 2014). Owing this it can be said that CRCC should focus on interaction and
discussion aspect of training which help developing knowledge and skills of employees.
Theme 10: Informal workplace learning model of communication is used for providing
you cross cultural training.
10. Which model of communication is used for
providing you cross cultural training?
No. of
respondent Percentage
Classroom teaching 10 20%
Distance or e- learning 12 24%
Mentoring 13 26%
Informal workplace learning 15 30%
Total 50 100%
Interpretation and analysis: The aforementioned graph represent outcome that out of 20, 15
participants state that classroom distance or e-learning and 12 said 15 said informal workplace
learning model of communication is used for providing you cross cultural training. On the other
33

side 13 said mentoring and remaining 10 said classroom teaching is one of the best models of
communication is used for providing you cross cultural training. It can be analysed that different
employees have different perspective related to the mode of communication used by CRCC for
providing training. It is with a special consent of the findings acquired from secondary
investigation that has presented an informal model of communication is one of the effective
because employees learn practically the way of dealing with people of different culture
(Solomon and et. al., 2014). They can directly interact which help in enhancing their
communication skills. Apart from this different people prefer different way of learning.
However, E- learning is one of the best ways of providing training and it is also cost-effective
method which can be easily design and updated. It is effective method because employees need
to access information at the time when they are travelling or quickly during an interaction with
an international client.
Theme 11: Improved skills to work internationally is the benefits of providing cross
cultural training.
11. What are the benefits of providing cross
cultural training?
No. of
respondent Percentage
Improved customer services 13 26%
Increase cultural self-awareness 10 20%
Improved skills to work internationally 17 34%
Improved workplace communication &
relationships 10 20%
Total 50 100%
Interpretation and analysis: When the personnel were asked regarding the benefits of
providing cross cultural training out of 50 respondents 13 said improved customer services. It is
because they are dealing directly with clients who belong to different cultural. However, in
training they provided knowledge regarding language which can be used while dealing with
cross cultural people. On the other side 17 said that it leads to improve their skills for working
internationally. 10 replied Improved workplace communication & relationships and remaining
34

10 said Increase cultural self-awareness. Hence it can be analysed that there are different aspects
of cross cultural training program. Also, on comparting it with that to the findings of secondary
research, it can be said that Employees of CRCC provided training according to their work so
that they can become enough skilled to deal with their work (Pedersen and et. al., 2016). To deal
with international client is quite difficult for employees because they need to understand their
way of communication, dressing etc. Therefore, it is essential to focus on all the training aspect
so that employees can become enough competent to deal with clients or customers.
Theme 12: Work culture/business etiquette is a cultural shock which get to employees
12. Did you get any cultural shock with respect
to any of the following area?
No. of
respondent Percentage
Language 15 30%
Dressing 5 10%
Food 10 20%
Work culture/business etiquette 20 40%
Total 50 100%
Interpretation and analysis: According to the collected information, it has been found that out
of 15 five said that language is one of the cultural shocks which employees get of CRCC. On the
other side 5 state that dressing, 10 replied food and 20 state that work culture and business
etiquette is one of the cultural shocks for them. It is analysed that different employees experience
different cultural shock because of lack of cross cultural training facility. In the cross-cultural
training facilities employees were provided information related to different cultural and its aspect
that can affect employees and their way of working. However, on referring to the findings of
secondary research, it has been found that Culture shock is a natural state of psychological and
physical disorientation that can occur while working in a new environment and culture (Mesman,
van IJzendoorn and Sagi-Schwarz, 2016). It occurs due to different reasons such as loss of social
networks and ability of communicate with differences. Cultural shock is basically faced by
expatriates and their accompanying families in new country. This cross-cultural facility helps in
overcome the issues and cultural shock which help in improving the performance of CRCC.
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Detailed analysis
This is to carry out a detailed analysis of the above enquired queries that are highly
relatable to each other. It is for instance to discourse upon the relevancy of question 1 that has
enlightened no training provision for those who are extremely skilled employees at the
workplace. For its validation, the 3rd question has intended to identify the satisfaction level of
these workers. By which, it has been found that these experts are contented from the same.
Likewise, the questions 7, 8 & 11 interrelates with one other and in all of these themes, a similar
aspect of defining the benefits of cross cultural training has been found. This is for example, 3
distinct advantages of cross cultural training have been reported, which are, understanding of
workplace policies as well as issues, increased confidence of employees and enhanced working
skills to operate at a global level.
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Interview
1. What do you understand by cross cultural trainings?
This question was asked with a general consideration of acknowledging the awareness of
CRCC’s managers about cross cultural training. Herein, it has been found that most of the
managers are conscious about the significance of such trainings. In accordance to them, it is a
way in which, the organisations can refer conducting such type of teachings to train their
employees about a distinct set of culture. This helps them in a smooth functioning of their
business in different nations at a global level. However, some managers have responded in
favour of their own developmental outlook. Here, in accordance to the, a cross cultural training is
evident to help in both of their personal and professional. According to them, one of the
respondents have directly stated that “a cross cultural training is effective in terms of assisting
them to work at the global locations of the organisation. It gives us a better understanding of
other’s culture and work accordingly to attain a sense of cultural competence to perform
exceptionally at the global locations of the organisation”. This in turn help them in experiencing
several international locations as well. By which, they can explore various such opportunities of
growth. Furthermore, cross cultural training main focus is on giving people practical tools and
experience in identifying their own culture and developing understanding of other cultures and
way of working and managing. While doing a business in cross cultural training required a depth
understanding of clear communication with people who belong to different cultural background.
2. Are you in favour of conducting cross cultural trainings in CRCC?
Almost all research participants are agreed with an effective arrangement of cross cultural
trainings at the workplace. It is with a special context of learning the culture of the nation that
they are referring to grab the opportunity of work. Also, operating at international locations is
evident to assist in an overall growth of their knowledge. Although, only those who are
frequently visiting the global locations of CRCC are mostly in favour of this concept with a less
interest of those who usually do not believe in any such international exposure. In accordance to
those who are less interested in such type of trainings and its existence at the workplace states
that it often leads to a deviate the focus of employees where they often tend to lose their
specialized training. One of the respondents have hereby stated that “a difference in verbal and
nonverbal communication styles lead to create misunderstanding and frustration which can
potentially affect international business relationship and also decrease the productivity. Cross
37

cultural training is hereby effective in terms of creating awareness in us towards other cultural
aspects involving considerations related to language, verbal and nonverbal communication,
approach towards time, etc. This gives us an immense understanding of such norms to be taken
into consideration.”
3. Why it is an important aspect to work globally, in accordance to you?
This question was asked with a consideration of acknowledging an important aspect to work
with globally. Most of the respondent state that cross cultural training is one of the important
aspects to work globally because it helps in overcome the challenges and issues faced due to
cultural difference. In the cross, cultural training employee’s skills are developed and they
become capable to handle the international client. However, one of the participants have stated
that “cross-cultural training lead help in developing understanding related to different language
due to which it is considered as one of the essential aspects to work globally. Besides this,
working globally is important in terms of gaining exposure which also indicates the greatest
consideration of several employees willing to operate at global locations where they also get to
know other cultural norms”. According to them, to have a right people with a right level of
cultural awareness and intercultural awareness is become a key competence while working
across borders and culture. Further, cross cultural training program help in making sure that
employees are well equipped with a set of skills and strategies to be successful. Through
providing opportunity related to participating in a cross-cultural training program help in
enhancing their cultural awareness which aid in avoiding the risk of major miscommunication or
international failure.
4. Are cultural competence trainings the way to ensure that CRCC is culturally competent?
Almost all research participants are agreed that CRCC is culturally competent. According to
them, cultural competence is known as the ongoing development process and it serves as a good
means for enhancing knowledge, skills and awareness of employees regarding different cultures.
However, it leads to making firm culturally competent. Few of the respondent do not think so
that cultural competency is an effective way of making sure that CRCC is culturally competent.
It is because culturally competent is insufficient in itself in order to deal with people of different
culture. As per the view of one of the managers, “cultural competence training can be
appropriate when it is put in a complete framework that supports the formulation of different
38

policies to ensure that organisational environment is welcoming enough and accepts people who
are from different culture”. However, on linking it back to the findings acquired from the above
carried research, a vital requirement of evaluating the results gained from training the individuals
is also required to assess the fulfilment of intended outcomes. Appraising the training events is
necessary to recognise the knowledge gained by the individuals.
5. Does any policies formulated by CRCC to ensure that organization is culturally competent?
There are most of the respondents who state that policies are formulated by CRCC for
making sure that organisation is culturally competent. It means that managers are aware of
company policy and follow them strictly so that all the work can be carried out without any
cultural barrier. Through the implementation of policies, it becomes easy to make sure that all
the existing and new employees are receiving a minimum amount of cultural competence
training. Along with this in CRCC regular worker evaluation is carried out which included
cultural competency (skills, awareness and knowledge). As per the opinion of one of the
managers, “ongoing cross-cultural training program will help in changing the attitudes, mindset
and behaviours of those people who provide services to the firm”. Considering it all, ensuring a
culturally competent workplace is important to formulate any effective policies in case of
requirement to operate within a compliant setting. It can be done by assuring that people are
enough capable of working effectively together in terms of being aware of others cultural norms
and respond accordingly. Another is in terms of maintaining a positive attitude towards it, with
knowledge which holds other’s thoughts and beliefs, as well. Lastly, skills matter the most when
measuring the cultural competence and is generally in terms of communicating well without
breaking the other’s principles.
6. What are the typical areas in which there will be cross-cultural differences?
This question was asked with a consideration of acknowledging the awareness of CRCC’s
managers about cross-cultural training. Most of the respondents stated that there is six
fundamental pattern of cross-cultural difference that are approaches to complete the tasks,
communication skills, decision making styles and attitude toward conflict. At the time when
views and opinions of employees do not meet with each other due to cultural difference then it
leads to creating chances of conflict. Along with this communication, the pattern can also be
difficult for people in order to participate equally in brainstorming sessions. However, one of the
39

participant’s have stated that “language is one of the typical areas because they it increases the
chances of miscommunication that can affect the productivity of CRCC”. However, above
undertaken research has also revealed some other key considerations like a distinct approach
towards scheduling work for being timely or untimely, depending upon distinct set of cultures.
Also, nonverbal communication plays an important role where some signs and gestures may
reflect an offensive approach of interacting with others.
7. Why does cultural competence matter? According to your view.
According to the view of most of the managers, cultural competency is one of the
essential aspects because of few reasons such as people in a diverse society. People are basically
diverse with respect to race, social class, gender, age and religion. At the CRCC different
cultural people work together and all employees whether they belong to different religion and
culture do not bias. All of the employees are provided equal opportunity and due to this reason
cross, the cultural training program is conducted by the firm. According to the one of the
participant respondents, difference is in the way some individual tries to look it in a different
manner. The difference basically takes place in the way an individual think to lead to cause
issues. Studies have demonstrated some other vital concerns regarding competency and its
attainment in terms of culture. This is in regard to know as well as respect other cultural thoughts
and beliefs to work remarkably at global locations and maintain effective relationship with
international clients.
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CHAPTER 5: CONCLUSION AND RECOMMENDATIONS
5.1 Conclusion
Summing up the present dissertation it can be concluded that cross-cultural training is
one of the effective methods in order to develop Knowledge and skills of employees related to
different cultures. On referring this back to the literature, cross cultural training is related to
several other aspects of developing the employees. It is with a special consideration of those who
have been appointed to work at the international locations of the firm. Herein, they have been
taught to regard the culture of other nations and other key considerations related to it. There are
various objectives were made on the basis of the conclusion is provided below-
On the basis of first objectives that is “To understand the significance of cross-cultural
training for China Railway Construction Corporation Limited”, it is concluded that companies
who are operating their business in different countries they need to have proper understanding
related to the cultural difference while dealing with international clients. This is on referring to
the findings of literature review that has demonstrated two types of cross-cultural training which
can be provided to employees that are general awareness training that includes handling client of
multiple countries such as facilitating negotiation with other countries and secondly is a specific
type of training related to the particular culture. While working with different cultural people
sometime it becomes tough to understand their languages which lead to increase the chances of
misunderstanding.
Hence it can lead to affect long-term relationship with the client. Also, on comparing it to
the findings of fieldwork, it has been found that Cross-cultural training help in overcome the
barrier which can be faced by employees while working with diverse group of people. Further,
the main aim of cross-cultural training program is to increase the confidence level and motivate
them so that they do not face issues while working with different cultural people. Training which
is provided to employees not only help them in present position but in future as well. Cultural
competence is referred to the awareness, skills and knowledge and practices which is required by
an individual to work within a firm. If employees enable to understand different cultural people
then it becomes quite tough to work in the cultural environment. Most of the people as per their
cultural like to communicate directly while some of them like indirect communication. Hence,
cross cultural training help in understanding different types of culture and the way of
communicating with them in order to overcome communication issues.
41

From the second objective that is “Effectiveness cultural theory and cross-cultural
communication theory for China Railway Construction Corporation Limited”, it is concluded
that there are various types of cultural theory which can be applied while providing a cross
cultural training program. As per the findings of literature review, every individual should
recognize the danger in a different manner and their way of dealing is also different. Cultural
theory is proven to be effective because it helps in improving skills and knowledge of an
individual. It leads to improve the way people can communicate with each other. The
understanding of cross-culture communication is crucial for the firms at present as they have a
diverse workforce and strategies for conducting global businesses. There are some sources of
miscommunication in cross-cultural that are a language difference, high anxiety and assumption
of similarities. Cultural theory is used to define the wide concept of operational and scientific
terms in culture. This theory shows the way an individual can surveying in a new environment
and culture as because it develops interpersonal skills of employees.
From the third objective that is “Current methods such as language training, sensitivity
training and range of practices for teaching employee’s cultural knowledge and develop their
cultural competence” it can be concluded that there is the various method through which training
can be provided to employees in different aspects. Language training is common and important
which company should provide its employees so that they do not face issues while
communicating with different cultural people. Through providing cross-cultural training a
company can easily improve workplace communication and relationship, improved skills to
work internationally and develop knowledge related to the different cultural background. E-
learning is one of the cost-effective methods which can be used by the firm in order to improve
skills and knowledge of employees, as figured out from the findings of fieldwork. Further- E-
learning provides various cultural types of cultural knowledge so that client can easily deal with
people.
5.2 Recommendations
In a multicultural organisation the way employees communicate can be set the tone and
foundation for learning the culture. For a productive workforce, it means China Railway
Construction Corporation Limited should implement effective strategies for creating an
environment that can aid diverse people in managing time, cost and management. On the basis of
42

finding there are few recommendations for CRCC Company in order to conduct an effective
cross-cultural training for employees.
For employees, it is essential to understand the way people understand, communicate and
make an effective decision across the various types of cross-cultural background. The key to
success is to understand and accept the difference on a multicultural team and then use them for
dealing with different types of clients.
It is recommended that China Railway Construction Corporation Limited should take
responsivity for formulating policy and implementation should review the extent to which
training is provided to employees. Along with this it is important to ensure that diversity and
equity policies should be included. Managers and staff should be complying with the
implementation of these policies and strategies.
It is important for the firm to ensure that each and every employee received cross cultural
training so that in any circumstance they do not face issues while dealing with clients and
customers. Apart from this CRCC should conduct a training session on the specific subject area
for employees who face issues in them such as working with cultural diversity and specific type
of training related to the particular culture or nations.
CRCC should adopt E-learning practices which is one of the cost-effective methods. In
the training, a trainer can highlight the difference between cultures. It can show the area where
miscommunication cam most often occurs. It is not easy to trained employees all the aspect of
different cultures but through focusing on the key difference it will become easy to make cross-
cultural interaction. Further, it is recommended that company can make easier for employees e-
learning material accessible so that they can easily develop their knowledge related to cultural
difference.
43

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APPENDIX
Questionnaire
1.) Does CRCC provide you cross cultural training facility?
 Yes
 No
2.) What is the subject area included in the cross-cultural training program?
 Working with cultural diversity
 General cultural awareness and communication
 Culture-specific: multicultural
 All of the above
3.) Are you satisfied with the training program provided by CRCC?
 Highly satisfied
 Satisfied
 Neutral
 Dissatisfied
 Highly dissatisfied
4.) In your opinion, what kind of effect does your company's corporate culture have, on the
company's development?’
 Positive
 Zero
 Negative
5.) What are the major challenges you ever met while working in another country?
 Language
 Misunderstanding
 Racial discrimination
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6.) Is there any other experience contributing to understanding of cultural difference?
 Working with people from different cultures
 Living overseas
 Learning a language
 None of the above
7.) Did cross-cultural training improve your understanding of workplace policies and issues
regarding cultural diversity?
 Highly agree
 Agree
 Neutral
 Disagree
 Highly disagree
8.) Did cross-cultural training increase your confidence in dealing with people from different
cultures?
 Highly agree
 Agree
 Neutral
 Disagree
 Highly disagree
9.) According to your opinion what are the best aspect of training?
 Interaction and discussion
 Content
 Trainers attribute (Knowledge, style and enthusiasm)
 Guest speakers
10.) Which model of communication is used for providing you cross cultural training?
 Classroom teaching
 Distance or e- learning
49