Cross-cultural training and development in multinational organizations

In today's globalized business world, multinational apparel organizations face unique challenges when it comes to employee training and development. With employees hailing from diverse cultural backgrounds, it is crucial for organizations to implement effective cross-cultural training programs to ensure that all employees are equipped with the skills and knowledge necessary to work together effectively (Mendenhall & Oddou, 1991).

Cross-cultural training involves educating employees on the cultural norms, values, and communication styles of different cultures. This type of training can take various forms, such as classroom instruction, online courses, cultural immersion experiences, or coaching and mentoring programs (Gudykunst, 2003). By providing employees with cross-cultural training, organizations can help them develop a deeper understanding and appreciation of different cultures, which can improve communication, collaboration, and overall performance in the workplace.

Cross-cultural training and development is becoming increasingly important for multinational organizations in the apparel industry due to several reasons. First, globalization has led to an increase in international trade, resulting in the need for organizations to expand their operations into foreign markets. As a result, organizations need to ensure that their employees are trained to work in diverse cultural settings to maximize their potential in these markets (Gregersen & Black, 1996).

Second, cross-cultural training and development can help improve communication and collaboration among employees from different cultural backgrounds. By learning about the cultural norms and practices of their colleagues, employees can better understand their perspectives and work together more effectively. Third, cross-cultural training and development can help organizations avoid cultural misunderstandings and conflicts that can arise from differences in values, attitudes, and behaviors (Lazarus & Folkman, 1984). By providing employees with the knowledge and skills to navigate cultural differences, organizations can minimize the risk of miscommunication, bias, and discrimination.

However, there are some challenges and restrictions associated with cross-cultural training and development. One challenge is the cost of providing training to a diverse workforce, which can be substantial. Additionally, it can be difficult to design training programs that effectively address the specific cultural needs of different groups of employees. 

Another restriction is the time required to implement cross-cultural training and development programs, which can take away from other important business activities (Gannon & Pillai, 2010). Moreover, the effectiveness of cross-cultural training and development programs may be difficult to measure, and it may take some time before any positive results become apparent.

Despite these challenges and restrictions, cross-cultural training and development is essential for multinational organizations in the apparel industry to succeed in today's globalized business environment. By investing in cross-cultural training and development, organizations can improve their employees' intercultural competence and gain a competitive advantage in the global marketplace (Rothlauf & Hwang, 2013).

One example of a Sri Lankan organization in the apparel industry that has implemented effective cross-cultural training is Hirdaramani Group. Hirdaramani has a diverse workforce with employees from different cultural backgrounds, and the company recognizes the importance of promoting diversity and inclusion in the workplace. The company has implemented a range of training programs, including cultural sensitivity and awareness training, language classes, and team-building exercises, to ensure effective communication and collaboration among employees.

Another example of a successful cross-cultural training program in the Sri Lankan apparel industry is Teejay Lanka. Teejay Lanka has a workforce comprising employees from various cultural backgrounds, including Sri Lankan, Indian, and Chinese. The company has implemented a range of initiatives to promote cultural understanding, including cultural exchange programs, language classes, and leadership development programs that focus on cross-cultural communication.

it is essential for Sri Lankan organizations in the apparel industry to invest in effective cross-cultural training and development programs to succeed in the global business environment. Such programs can help improve communication and collaboration among employees, promote a more inclusive workplace culture, and ultimately lead to greater success in the global marketplace.

One example of a multinational apparel organization that has implemented effective cross-cultural training is Nike. Nike has a workforce spanning across 190 countries, and the company has made a concerted effort to promote cultural diversity and inclusion. To this end, Nike offers a range of cross-cultural training programs, including global learning journeys, language courses, and diversity and inclusion training. These programs aim to foster a more inclusive workplace culture, improve communication and collaboration among employees, and ultimately enhance the company's overall performance.

Another example of a successful cross-cultural training program in the apparel industry is Levi Strauss & Co. The company has a strong commitment to diversity and inclusion, and has implemented a range of initiatives to support this goal. One such initiative is the Levi Strauss & Co. Global Inclusion, Diversity & Belonging (IDB) function, which oversees a range of training programs aimed at promoting cultural understanding and communication among employees. These programs include unconscious bias training, cross-cultural coaching and mentoring, and cultural immersion experiences.

In conclusion, cross-cultural training and development is a crucial component of employee development in multinational organizations in the apparel industry. By investing in effective cross-cultural training programs, organizations can improve communication, collaboration, and performance among employees, foster a more inclusive workplace culture, and ultimately achieve greater success in the global marketplace.

Reference List:

Mendenhall, M. E., & Oddou, G. R. (1991). The dimensions of expatriate acculturation: A review. Academy of Management Review, 16(1), 91-113. https://doi.org/10.5465/amr.1991.4278985

Gudykunst, W. B. (2003). Bridging differences: Effective intergroup communication. Sage Publications.

Gregersen, H. B., & Black, J. S. (1996). Multiple commitments in the workplace: An integrative approach. Lawrence Erlbaum Associates, Inc.

Lazarus, R. S., & Folkman, S. (1984). Stress, appraisal, and coping. Springer Publishing Company.

Rothlauf, J., & Hwang, Y. (2013). Cross-cultural training in multinational corporations. In Encyclopedia of Human Resource Management (pp. 161-166). Edward Elgar Publishing.

Gannon, M. J., & Pillai, R. (2010). Understanding global cultures: Metaphorical journeys through 34 nations, clusters of nations, and continents. Sage Publications.