The paper "The Importance of Training the Employees" is a good example of management coursework. Expatriate managers overseeing the operations of businesses in foreign countries, experience numerous challenges that come as a result of cultural and linguistic differences. Not only do these managers have to discharge their managerial duties but they also have to supervise employees who speak a different language and are culturally distant. This might, in turn, pose as a major challenge to them. Therefore, foreign language and cultural training are very crucial especially for businesses that have expanded or want to expand their businesses to foreign or international markets (Celaya & Swift 2006).
As businesses expand, they become more interactive (Aijo, 1985), thus effective communication is crucial. For any business to realise success in the foreign market, they have to learn how to communicate effectively with their employees and communication. Language training facilitates effective communication by equipping leaders with the prerequisites of effectively communicating in foreign markets. Expatriates should familiarise themselves with the language of their host countries as this may improve their negotiation ability and overall effectiveness. It can also improve the ability of the manager to access information about the host country’ s economic condition and the market.
On the other hand, cultural training is an aspect of business training that seeks to sensitise business leaders on the impact of culture in business. Through cultural training, business leaders are able to familiarise themselves with important elements of the foreign culture that may influence the success of their businesses (Aswathappa, 2010). Over time, most companies seeking to expand their business operations into foreign markets have instituted language and cultural training programs in order to equip their expatriate managers with the right skill set and knowledge that will help them to become competitive in foreign markets.
Furthermore, the main aim of these cultural training programs is to ensure that organisations are equipped with the necessary intercultural skills so as to be productive in the global marketplace. The right intercultural management skills help businesses to maintain their competitive edge in the foreign market. Culture training has become such an important element in the global marketplace that the course is constantly being developed to suit the changes in this dynamic market.
For instance, when the Disney theme park was being opened in Marne-la-Vallee, France, the management of the company had to develop expatriate cross-cultural training programs so as to equip its mangers with relevant skills that will enable them to run the business successfully in a foreign country (Luthans, & Doh, 2009). Today, cultural training courses are divided into specific categories. These categories include cultural training designed for business and management, cultural training tailored for public corporations, cultural training meant for human resources, and cultural training courses for relocation.
Other important elements of cultural training include cross-cultural communication, cultural diversity training, culture training, intercultural training, intercultural training, expatriate intercultural training, and expatriate cross-cultural training programs (Aswathappa, 2010; Luthans, & Doh, 2009). A survey conducted by Ernst & Young established that a lack of proper understanding of foreign markets and customers is one of the leading barriers to realising success in foreign markets (Griffin and Pustay, 2003). Thus companies increasingly invest in cultural and language training. There are numerous training programs with different training philosophies. This, in turn, makes it difficult for companies to choose which programs are effective.
According to Tarique
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