SHREYA SAXENA PALAK BANSAL SHWETA GUPTA SWATI PANCHAL CD_2(MBA)

INTRODUCTION
Communication skills that are highly visible during intercultural encounters including greetings, introductions, and business cards; conversational customs; dining and tipping; dress and appearance; and nonverbal communication. Communication between people of different cultural backgrounds involves much more than overcoming the language barrier. Hidden cultural differences often cause a great deal of misunderstanding and friction. Being aware of the cultural factors that create STATIC will help business people in the hemisphere understand each other better.

TRAITS OF INTERNATIONAL MANAGER

COMPETANT IN SOFT SKILLS STRATEGIC AWARENESS
LETTING GO OF THE HEADQUATERS MINDSET i.e GLOBAL PERSPECTIVE ROLE FLEXIBILITY

TOLERANCE OF AMBIGUITY

LONG TERM ORIENTATION

MANAGE SKILLFULLY THE FOREIGN EMPLOYMENT CYCLE

Spanish culture & Nonverbal Communication

NONVERBAL COMMUNICATION
Latin Americans are highly relationship oriented and favor long deliberations before engaging in business. Latin Americans place great value in establishing long term. Close relationships on a personal as well as professional level. The culture specific concept of simpatia or kindness is a cultural norm which require individual to be friendly, even if there is a strong conflict between the people Other construct includes respecto (respect) which reflects that every individual should be treated with dignity. In Latin America, there is less physical distance between people, softer handshakes, more touching and abrazos, and greater use of hand and arm gestures. Latin Americans may seem emotional and excitable.

HAND GESTURES
In Latin American it is considered impolite to toss things to each other. If you need to give something to a native, make sure you walk over and hand it to them An example of the hand gesture we use for "come here," the hand palm up with the index finger extending in and out three or four times, has a very different meaning in Latin America. It means that you are very romantically interested in the person and is considered a solicitation. To motion to someone in Latin America "come here" extend your hand palm down and move all four fingers in and out together three or four times.

DRESS AND APPEARANCE

The general rule for business attire in all countries is to dress conservatively; this usually means a suit and tie for men and a dress or skirted suit for women . Business dress tends to be more fashionable and, in some cases, more colorful (especially in tropical regions where Guayabera style shirts are worn to the office

Latin American Cultural Dimensions

TIME ORIENTATION
LATIN AMERICAN PEOPLE ARE USUALLY POLYCHRONISTIC IN NATURE; HENCE TIME IS RELATIVE, EXPANDING AND CONTRACTING. THERE IS ALWAYS TIME, HUMAN NEEDS ARE MORE IMPORTANT, DEADLINES CAN BE CHANGED .

MUSCULANITY
HIGHLY MUSCULINE; USUALLY MEN HOLD AUTHORITY IN IMPORTANT PLACES.

POWER

HIGH POWER; DEFERS TO AUTHORITY WITH LITTLE OR NO RESISTANCE

UNCERTAININTY AVOIDANCE
HIGH AVOIDANCE; SEEKS THOROUGH INFORMATION BEFORE MAKING DECISIONS

INDIVIDUALISM/COLLECTIVISM
COLLECTIVISTIC ; PLACE VALUE ON GROUPS WELL BEING

CONTEXT
HIGH CONTEXT ; WORS INTERPRETED ACCORDING TO SITUATIONAL AND NONVERBAL FACTORS

 TASK VS. RELATIONSHIP

LATIN AMERICANS TEND TO FEEL THAT IT IS ESSENTIAL TO INVEST IN ESTABLISHING A RELATIONSHIP BEFORE FOCUSING ON THE TASK. A WARM-UP PERIOD IS TYPICALLY REQUIRED TO CREATE A GOOD INTERPERSONAL ENVIRONMENT IN WHICH THE TASK CAN BE ACCOMPLISHED MOST EFFECTIVELY.

COMMUNICATION METHOD
INDIRECT COMMUNICATION (IF IT IS UPSETTING, DONT SAY IT. YES CAN MEAN MAYBE OR EVEN NO DEPENDING ON THE CIRCUMSTANCE)

EYE CONTACT
AVERTING ONES EYES SHOWS RESPECT FOR AN ELDER OR A PERSON OF AUTHORITY

THE CONCEPT OF FAMILY

EXTENDED FAMILY INCLUDING NEIGHBORS & FRIENDS, INDEPENDENCE CAN BE VIEWED AS DISLOYAL

CULTURAL RULES FOR COMMUNICATING WITH LATIN AMERICAN BUSINESS

GOAL
INITIATING CONTACT

METHOD
Offer polite self introduction , goodwill statement for reader , associates and friends Use of senor , senora or professional titles ; avoid first names on initial and early contacts Use at least some of readers language ; show interest in his country and company

USING TITLES

SHOWING RESPECT AND KNOWLEDGE TOWARDS CULTURE

BUILDING RELATIONSHIP

Develop personal rapport first ; inquire about family and communicate frequently
Send or bring gifts to potential associates

GIVING GIFTS

HANDLING BAD NEWS

Present news implicitly and with high regard for readers feeling d reputation Frequently use pronouns ; express formally, yet personal goodwill for the family & associates

MAINTAINING PERSONAL TONE

INTERNATIONAL RELOCATION

TRAINING PROGRAM DESIGN FOR INTERNATIONAL RELOCATION

The stresses of international relocation on employees and their families can take their toll. Delivering the right support for employees and their families during the first critical months after their move may mean the difference between the SUCCESS OR FAILURE of an assignment.

FOCUS ON THE FAMILY:

Its normal and predictable for assignees and families to experience CULTURE SHOCK and other challenges when taking a new assignment. It is often the family of the assignee that experiences the most difficulty when relocating internationally. Providing new expats with the means to become self-sufficient and thrive in their new environment is therefore vital for the success of an assignment. Targeted support for families on the ground at their new location helps to reduce their anxiety, speed up their sense of regaining control, and ensures a productive assignment.

Best Practices to Support Your Assignees

WELCOMING AND ORIENTATION:
Offer information, contacts, destination resources, and welcome events

EMPLOYMENT LIAISON:
Finding purposeful work for spouses can be key to successful adjustment, and the provision of multiple employment resources should be made available.

EDUCATION LIAISON:
Most relocation companies provides information and contacts for local schools, but offering managed support programs for youths and childcare resources is also beneficial.

INFORMATION AND RESOURCE MANAGEMENT:

Making resources such as internet and intranet access is helpful in the interim period until home access is established, as well as literature and events in the local culture.

 GUIDANCE AND REFERRAL:

Offering EAP services such as confidential counseling, as well as resources and referrals. Be sure to use an EAP that is sensitive to crosscultural issues, and is familiar with international assignments. COMMUNITY LIAISON: Cultivate relationships with community and social organizations and local resources that can benefit expatriates. EVENTS AND CULTURAL PROGRAMMING: Cultural events as well as informative programs and workshops on host-country culture help families to orient and adjust to the new culture.

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CRISIS MANAGEMENT AND SECURITY LIAISON: Relaying security information to the community. This includes ensuring crisis preparedness, emergency evacuation information through alerts and seminars, as well as rebuilding the community after a crisis.

TRAINING PROGRAM MODULE

DAY 1:
Psychological testing of the candidate and the spouse for open mindedness. Flexibility and communication skills. Introduction to countrys culture and work & workplace ethics Language and cultural training Briefing about effective cross-cultural communication techniques. International presentation skills Negotiation skills Facilitating/participating in meetings Report writing Dealing with the media

WEEK 1:

WEEK 2:
WEEK 3: WEEK 4: Training the candidate in-

FINAL DAY:
EVALUATE PERFORMANCE