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
1

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.
2

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
3

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).
4

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
5

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
6

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.
7

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
8

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.
9

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
10

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
11

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
12