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Merging Companies means Merging Cultures

Merging Companies means Merging Cultures

As a company, it is never easy to unify an existing business with a newly acquired one through a merger or aquisition. In fact, a study by Isaac Dixon, "Culture Management and Mergers and Acquisitions," showed that cultural differences were at the heart of 30% failed mergers and aquisitions. 

The key to a successful merger and acquisition lies in ensuring the separate company cultures become one.

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Is Anglo-Indian culture fading into oblivion?

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Even though modern-day society seems to become more intercultural every year, the opposite is true for the Anglo-Indian community where Western traditions and appearances meet those of the Indian subcontinent. The BBC recently looked at the fate of the Ango-Indian culture which offers a fascinating insight into this little known group.

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Christmas Decorations and Cultural Differences

Christmas Decorations and Cultural Differences

We are all familiar with traditional Christmas decorations. The Christmas trees, mistletoe and other red, gold and green ornaments.

However, different cultures use different decorations; in this article we explore Christmas decorations that are typical for certain other cultures or countries.

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Culture Training will not solve Racism in Football

Culture Training will not solve Racism in Football

It's 2021 and racism is still continues to rear it's ugly head in football. 

From comdemnation, to campaigns and zero tolerance in the stadiums, the FA is facing an unrelenting struggle. However, could culture training for foreign footballers contribute in part to the solution? The Football Association seems to think educating players on British culture can help get rid of the ugly side of the game. Neil Payne, Cultural Training Specialist, gives his reaction to this suggestion. 

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Civil Engineer helps Construction Industry Go Global

Civil Engineer helps Construction Industry Go Global

Ever thought of going global in the design and construction world? You might run into problems you didn’t expect to occur. Here are a few tips on how to realise your global ambitions as smooth as possible!

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Quirky Christmas Celebrations: Cultural Differences

Quirky Christmas Celebrations: Cultural Differences

In many Western cultures, the Christmas celebrations are more or less the same or thereabouts. The family gathers on Christmas Eve, a Christmas mass is possibly attended and presents are unwrapped. There are numerous cultures, however, that like their Christmas traditions a little less conventional…

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Afghan jokes on Cultural Differences

Afghan jokes on Cultural Differences

You wouldn't think war would bring out a people's sense of humour but, in Afghanistan, the cross-cultural interaction between locals and troops actually became the subject for of some very funny stories.

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Cyber Monday: Cultural Celebrations in December

Cyber Monday: Cultural Celebrations in December

It's Cyber Monday!  Xmas isn't the only part of December celebrations however, There are some fantastic celebrations taking place in other cultures and countries which are not widely known, but still deserve online retailers' attention.

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Lineker, the prostrating Footballers and Cultural Sensitivity

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Gary Lineker is facing criticism for his live comments on Al Jazeera that were seen to be offensive to Muslims.

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HR Directors, Basil Fawlty and Cultural Training

HR Directors, Basil Fawlty and Cultural Training


Some recent findings by The London School of English show language and cultural training are still not getting the attention they deserve within companies today.In fact, the spirit of Basil Fawlty seems to live on within some British businesses!

Despite the Government pinning hopes on UK PLC exporting, it brings into question whether UK companies are thinking globally and making the effort to understand their target cultures, or whether they are instead relying on the rest of the world to think and act like them?

The findings suggest that, "UK-based businesses could be risking international growth by failing to invest in cross-cultural and communications training."

The results spwan from research carried out that questioned 100 HR directors on their attitudes towards communication skills and their approach to training.

These centenary research results show a shocking lacking of regard for our international business partners,” says Timothy Blake, Chief Executive of the London School of English. “The Brits may be reluctant to learn other languages, but this research suggests that we are not even prepared to invest in understanding the cultures they work with."

Headline findings in the report include:

•    98% of HR Directors believed their non-native English speakers should communicate effectively in English.
•    Although 67% of those questioned believed that it was “very important” for business people to have a good cultural understanding of their trading partners; only 23% would offer training.
•    Only 4% believed the “Basil Fawlty” approach of speaking “more loudly” would be effective in communicating with non-native English speakers.

Worrying stuff isnt it?

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New Zealand teachers to improve knowledge of Maori culture


New Zealand Education Minster, Pita Sharples, has launched a new initiative ‘Tataiako’ that aims to help teachers to improve their understanding of Maori culture. The resource, which acts as a set of guidelines, enables teachers to reflect on their past cultural sensitivity, to assess their existing knowledge,  and also to take responsibility for improving their cultural awareness for the future.

The important aspect of this particular programme is that it looks to establish a long-term reflexive attitude within the teaching commuity. The stress is not to enforce rules or test teachers, but instead to encourage them to contemplate upon their own experiences and behaviour throughout their careers.

New Zealand is popular with tourists from all over the world and is famous for accommodating and welcoming their needs. However, as with every country, it is vital that it considers the cultural integration of its own citizens before true pluralism can be achieved. It is not about a short-term activity-based integration or homogenizing of migrant communities, it is about the existing people of New Zealand having respect for the cultures of their own islands.

“Engaging in respectful working relationships with Maori students and their families” (quoted from: New Zealand news platform ‘Stuff’) is a key point taken from the new guidelines. It extends from the classroom discussion and integrity of cultural awareness to broader social integration of different communities within New Zealand (school) life. A further three guidelines outline “sincerity and respect towards Maori beliefs, language and culture”, taking responsibility for the learning of Maori students and the deliberate recognition of Maori student’s heritage as the core competancies for teachers to work for.

The main need is to understand the importance of identity to Maori students and their communities. Without understanding the unique perspectives of these children and young adults, you cannot fully engage in understanding how school and learning can and will come across to them.

Statistical evidence over the past decade has shown that students from a Maori background are falling behind those children from other ethnic groups. Improving cultural awareness will not only improve the continuity of Maori childrens’ lives, but will also make it easier for communication to exist between schools and Maori communities on the issue of education.

Finally, from the development of more culturally aware and skillful teachers should come the formulation a of more respectful, united and happy student population.

Online Cultural Competence Training 

Cultural Competence Training is a key way for individuals from any culture to gain the skills needed to navigate diverse cultures with confidence and credibility.  Our online Cultural Competence eLearning training course has been developed by cultural experts for business professionals.  It is jam packed full of essential strategies and techniques and will help international business professionals boost their performance and outputs in cross cultural interactions. 

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Culture and the Michigan Fish Test

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Before we explain the Michigan Fish Test, take a look at the picture for a few seconds.

Now look away and describe what you have just seen...

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Australia culturally tolerant

Australia culturally tolerant

 

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Do you have to be ‘cultured’ to understand other cultures?

Life in Britain is becoming more multi-cultural. We hear this view from the media, the government and experts all the time. But what does this ‘culture’ for which we are diversifying actually mean?


Collins English dictionary outlines culture as “the total of the inherited ideas, beliefs, values, and knowledge, which constitute the shared bases of social action”. Yet when we here about culture, a specific way of life or belief system, why do we nearly always focus on the ‘other’ or the ‘different’. It seems that to be a person of ‘culture’ (beyond the liberal arts definition) you have to belong to a group that has a strongly defined ‘alternative’ lifestyle.

Does this twisting of culture, to mean someone from a strongly valued minority, suggest that the ‘cultured’ among us will be far more understanding towards cultures beyond their own than the rest of us?

Lets take the example of someone having a clearly defined religion. This person of ‘Culture’ attends religious ceremonies, prays in a regular manner, has strong beliefs on morality and family, and is in the minority in our Western increasingly secular society. Will this person be more likely to travel to far-flung regions and investigate cultures such as the Massai tribesman or Tibetan Buddhist monks, than someone with no clearly defined religious, social or political beliefs?

If you are a person with very rigid beliefs and practices surrounding religion or politics or society or ethics then you are deemed ‘of culture’. Therefore is Western Society right in assuming you would be more understanding towards ‘remote cultures’ than say the average ‘Londoner’. You understand what it is like to believe in something very strongly, to have a defined lifestyle that stems from your values of the world. Strong values to strong values, yes?

Another example, this time of the ‘Londoner’. A man, thirty-five, works as an assistant manager in the city, agnostic, drinks in moderation, votes for his favourite candidate regardless of party, has an on-off partner. Our environment tells us that this person is the ‘neutral’, a person without strong religious, social or political beliefs; he cannot be ‘of culture’. Therefore does that mean that he sees our first person as an enigma, a strange mix of inherited ideas, beliefs and values, totally impregnable to him? Surely if he went to the Massai he would boggle at them, he would be confused and disconcerted?

No. It is a myth that our second man has no culture when the truth is he is as much a man of ‘culture’ as our first religious follower. The ‘Neutral’ is not neutral at all. We have just heard a series of inherited views throughout his description, a barrage of cultural information. We know he drinks moderately (believing in a healthy body), he votes politically by candidate (he invests trust in an individual rather than a more holistically-themed party), he has an on-off partner and he is thirty-five (he believes in relationships but doesn’t believe marriage/civil partnership should be rushed). In just three vaguely descriptive statements we have learnt about the intellectual, social and moral views of the Londoner. Just as the ‘cultured’ believes in the family, looks after his soul through prayer and believes in the justice of a God/Gods, the Londoner has a whole stream of cultural beliefs.

What happens then when we introduce our two men to ‘remote cultures’?
The ‘Cultured’ might admire the dedication of the Tibetan monks; or he might protest at their rejection of a God. The ‘Londoner’ might see similarities between the structural order of the Massai tribe and his own CEO-lead company (from Laibon to children); or he might be baffled by their pastoral way of life when he is so used to technological dependency.

We all have our own culture; we all have our own beliefs that develop over our lives. Culture is not exclusive and neither should be understanding.

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The Middle East Unveiled: A Review

The Middle East Unveiled: A Review



As someone in the intercultural field, a Muslim and having spent many years living, working and travelling throughout the Arab world, I am always keen to scrutinize literature aimed at business professionals seeking to improve their knowledge of the region. Donna Marsh’s “The Middle East Unveiled” is a recent edition to such literature.
With an experience of the region spanning some 30 years, Donna worked within sales, marketing and new business development across the region. Today she acts as a trainer and consultant advising companies on how to work more effectively in the region.
The major positive of the book is summed up in the title’s sub-heading, ‘a cultural and practical guide for all western business professionals’. The topics covered are very comprehensive. Ranging from the usual business practicalities and etiquette to safety and security through to what to do at the weekend. One could suggest that the author was over ambitious in the range of subjects covered however the informal and succinct writing style help the reader get straight to the point thus lightening the experience. The format of the book further allows the reader to ‘dip’ into topics rather than having to wrestle with long chapters.
I find chapters on Islam intriguing. It is not uncommon for “Western” authors to misrepresent the religion, fuel expat stereotypes or simply offer their gloss of a highly complex and colourful religion. Donna however has managed to tackle a sensitive topic with an impressive amount of clarity, accuracy and balance. The key, it appears, is her straight-talking approach to the topic and a deep appreciation of what the religion actually says on certain matters plus the various practices across the region. In short the section gives anyone a great introduction to Islam and Muslims, increasing awareness and therefore reducing the ‘fear factor’.
Any review would not be a review without some nitpicking. Two major factors stand out for me when looking for the negatives of the book.
People love case studies, anecdotes and the like when it comes to cultural information. It gives people real life examples, context and a way of applying information to situations. Each chapter could have done with an anecdote from the author’s library of experiences to help readers along the journey. This neatly brings me on to my second point.
As a woman, such anecdotes would have had even greater impact. Donna’s advantage with this book was her gender. At a time when we are fed stories of stonings, burqas, forced marriages and honour killings this was an opportunity for a woman to bring across her story of the Arab world. Women in business tend to shy away from the region; a real and honest assessment of a Western woman’s role in the Arab world could have had a great impact on this perception. Although the book does cover topics around gender differences in a useful manner, that little bit extra in terms of a woman’s viewpoint would have meant added value to the reader.
In conclusion, Donna has successfully managed to encapsulate her knowledge and experiences in this great little publication. It is current, comprehensive and most importantly useful. A ‘must-have’ for anyone looking to better their understanding of working in the region.
By Neil Payne, Kwintessential Ltd

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Expats Children Third Culture Kids

Gone are the days when extended families lived within a few miles of each other. Ease of travel and global working have facilited a world in which children are increasingly likely to grow up in countries outside of their parent's passport cultures. These children are known as third culture kids (TCKs).

Not only are the number of third culture kids increasing, but the cultural complexity and relevance of their experience and the adult TCKs (ATCKs) they become, is also growing.

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China is top expat destination


The annual Global Relocation Trends report, from  Brookfield Global Relocation Services, reports that China is the top expat destination followed by the U.S., UK, Singapore and Switzerland. 

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Cross Culture Kids

I recently attended the 11th annual Families in Global Transition (FIGT) conference – (an idea which was first planned at a kitchen table in Indianapolis). That kitchen table belonged to author and Cross-Culture Kid (CCK) expert, Ruth van Reken. The first conference attracted 80 delegates but this year's boasted over 200.

Almost half were first-timers, drawn from a mix of military, corporate, missionary, education and diplomatic backgrounds. Many were in the business of providing relocation services and support to transitioning families. Many were part of those families.

FIGT is always an uplifting experience and this year, though the conference was in Houston, Texas, it was testament to the global reach of the organisation that each of the plenary sessions included one person living in Europe. The three-day conference also offered more than 40 break-out sessions to choose from.

Child psychologist Doug Ota, who heads up a world-leading transitions programme at the American School of The Hague (ASH), opened the conference with a keynote speech focusing on how grief impacts on the lives of those who roam the globe.

"Grief is a messy, backward and forward process," he explained, as he shared his experience of growing up with a Japanese father and British-origin mother in California. He spoke of his loss of identity; the loss of his colleagues, friends, and even his brother, during the 16 years he has lived in the Netherlands with his Dutch wife.

Read more > Telegraph

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