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    Framework of Cross Cultural Training Tung's Framework

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    Akhlaque Qamar Aman
    Tung proposed a framework for determining the nature and rigor of cross-cultural training based on two variables: 1) the degree of cultural interaction expected, and 2) how novel the culture is compared to the host culture. Training can include area studies, language training, culture assimilators, sensitivity training, and field trips. Mendenhall and Oddou's framework includes training methods, levels of training rigor (low, medium, high), and duration. They identify training content areas and methods such as lectures, films, books, role plays, and case studies. Training focus and emphasis varies depending on the level of rigor.

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    Framework of Cross Cultural Training Tung's Framework

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    Akhlaque Qamar Aman
    1K views9 pages
    Tung proposed a framework for determining the nature and rigor of cross-cultural training based on two variables: 1) the degree of cultural interaction expected, and 2) how novel the culture is compared to the host culture. Training can include area studies, language training, culture assimilators, sensitivity training, and field trips. Mendenhall and Oddou's framework includes training methods, levels of training rigor (low, medium, high), and duration. They identify training content areas and methods such as lectures, films, books, role plays, and case studies. Training focus and emphasis varies depending on the level of rigor.

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    Tungs framework

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    Tung proposed a framework for determining the nature and rigor of cross-cultural training based on two variables: 1) the degree of cultural interaction expected, and 2) how novel the culture is compared to the host culture. Training can include area studies, language training, culture assimilators, sensitivity training, and field trips. Mendenhall and Oddou's framework includes training methods, levels of training rigor (low, medium, high), and duration. They identify training content areas and methods such as lectures, films, books, role plays, and case studies. Training focus and emphasis varies depending on the level of rigor.

    Copyright:

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    Download as ppt, pdf, or txt
    1K views9 pages

    Framework of Cross Cultural Training Tung's Framework

    Uploaded by

    Akhlaque Qamar Aman
    Tung proposed a framework for determining the nature and rigor of cross-cultural training based on two variables: 1) the degree of cultural interaction expected, and 2) how novel the culture is compared to the host culture. Training can include area studies, language training, culture assimilators, sensitivity training, and field trips. Mendenhall and Oddou's framework includes training methods, levels of training rigor (low, medium, high), and duration. They identify training content areas and methods such as lectures, films, books, role plays, and case studies. Training focus and emphasis varies depending on the level of rigor.

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    Framework Of Cross Cultural Training

    Tung’s framework

    Tung proposed a framework which helps decide the


    nature and level of rigor of training

    This framework is based on 2 variables


    1. The degree of cultural interaction
    2. Cultural novelty, implying how different the
    culture of the expatriate is from that of the host unit
    Tung also came up with 5 categories of training which
    can be imparted to expatriate.

    1. Area studies
    2. Language training
    3. Use of culture assimilator assessments
    4. Sensitivity training
    5. Field trips

    If the rigor of training is low simpler coaching methods


    such as culture assimilator assessments and area
    studies are more cost effective and if the rigor of
    training is high, intensive methods like language
    training and preliminary visit would be the focus
    Mendenhall and Oddou’s framework

    This framework includes 3 key elements

    1. Training methods
    2. Low, medium and high level of training results
    3. Duration of trainings
    Level of Duration in Approach Training
    rigor hours content
    A High 50-180 Lecture, factual, Equal emphasis
    briefing, books, on job and
    role plays, cases, culture ( include:
    field experience, economic,
    cultural political,
    assimilator historical, and
    religious topics)

    B Moderate 20-60 Lecture, films, Equal emphasis


    books, cultural on job and
    assimilator, case culture
    C Moderate 20-60 Lecture, films, Strong emphasis
    books, cases, on job and
    role plays, culture
    simulation
    D Low to 20-40 Lecture, factual Strong emphasis
    moderate briefing, cases, on job demands
    and little on
    culture

    E Moderate 40-80 Lecture, films, Little emphasis


    books, cases, on job demands
    cultural and little on
    assimilator, role culture
    plays,
    simulation.

    F Low to 20-60 Lecture, films, Little emphasis


    moderate books, cases on job demands
    and more on
    culture
    G Low to 30-60 Lecture, films, Little emphasis
    moderate books, cases, on job demand
    role plays and more on
    culture

    H Moderate 4-8 Lecture, films, Little emphasis


    books on either job and
    culture
    Mendenhall and Oddou’s identified new training methods

    They are:-

    1. Lectures
    2. Films are used to analyze scenarios, motivates, inform and
    demonstrate
    3. Books are used to prepare face to face training, to review the
    lessons
    4. Role plays
    5. Case study
    6. Simulations: Putting managers for a specified period in the
    same place where they meet but do not understand the local
    people, they might get an idea what life abroad can be

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