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Cross-Cultural Business Communication: Workplace Culture (Instructor Guide) |
1.00 |
Culture is a way of life established by a group of people and passed on to succeeding generations. People within a culture usually share common values, beliefs, and perspectives and have the same language and communication style. Although people within a culture must live in close proximity while the culture is being established, future generations frequently relocate to other countries or regions. This creates situations of cross-cultural exchanges.
As we become increasingly diverse, there is a growing demand for cross‑cultural communication in the workplace. Technology allows us to communicate with peers across the globe, as though they were sitting in our offices. Efficient and cost-effective travel makes it possible to communicate face-to-face with clients in other countries. In addition, companies seeking diverse and highly skilled employees find a conglomeration of cultures among them. As a result, employers are emphasizing cross-cultural communication in their own organizations to prepare employees to work with diverse co-workers and clients.
In this course you will learn to: discuss the value of culture and the significance of cross-cultural communication in the workplace, and describe the impact of cultural differences on communication, and avoid miscommunication and conflicts that arise due to these difference.
This Instructor's Edition of this course includes notes and suggestions to assist you in presenting the material, whether in an in-person classroom setting, or as an instructor-led online or distance-learning course. It also provides you with the answers to questions found in mid-lesson activities, as well as in the quiz that concludes the course. |
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Cross-Cultural Business Communication: Communicating Across Cultures (Instructor Guide) |
1.00 |
When communicating across cultures, you could come across a number of barriers. In addition to language barriers, there might be more subtle obstacles, such as cultural biases and conflicting communication styles. Building relationships with people of other cultures will provide you with the incentive to work through those barriers and achieve effective communication.
In this course you will learn to: establish rapport and build trust, and listen well and provide positive and constructive feedback.
This Instructor's Edition of this course includes notes and suggestions to assist you in presenting the material, whether in an in-person classroom setting, or as an instructor-led online or distance-learning course. It also provides you with the answers to questions found in mid-lesson activities, as well as in the quiz that concludes the course. |
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Cross-Cultural Business Communication: Addressing Cross-Cultural Issues (Instructor Guide) |
1.00 |
When communicating with coworkers, it is very important to respect other cultures. You should refrain from using humor that might offend people from other cultures, and avoid stereotypes that might affect how you treat your coworkers.
Before communicating with employees who belong to a different culture, it is important to research their cultures and understand clearly what is expected from your communication. You should determine what types of communication are most appropriate in specific situations. For example, you should investigate the most appropriate method for communicating a behavioral problem to an employee. Some cultures prefer profuse praise to cushion the constructive feedback, while others prefer a more direct approach. The most important thing to communicate to employees of different cultures is respect. By approaching them in accordance with their cultural standards and expectations, you’ll show respect for their cultures and your communication will be enhanced.
In this course you will learn to: identify gestures used in different cultures and build a cross-cultural team, and discuss guidelines for writing cross-cultural documents and assembling a translation team.
This Instructor's Edition of this course includes notes and suggestions to assist you in presenting the material, whether in an in-person classroom setting, or as an instructor-led online or distance-learning course. It also provides you with the answers to questions found in mid-lesson activities, as well as in the quiz that concludes the course. |
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Cross-Cultural Business Communication: Cross-Cultural Business Situations (Instructor Guide) |
1.00 |
You might be asked to attend or take part in cross-cultural meetings. Although cross-cultural meetings are common when you travel to a foreign country, they can also take place when several cultures send their representatives to attend meetings. These meetings might also take place over the telephone, online, or in a video conference.
In this course you will learn to: attend and organize cross-cultural meetings, conduct negotiations, and solve problems during a cross-cultural meeting.
This Instructor's Edition of this course includes notes and suggestions to assist you in presenting the material, whether in an in-person classroom setting, or as an instructor-led online or distance-learning course. It also provides you with the answers to questions found in mid-lesson activities, as well as in the quiz that concludes the course. |
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Stress First Aid for Long-Term Care Staff |
1.00 |
As an essential worker during a pandemic, your work stress is accompanied by the stressors in your personal life, as well as concerns about your family’s health. As staff in a long-term care facility, you also have the stress of caring for vulnerable individuals with serious medical and cognitive issues who may be reacting poorly to extended social isolation. This is unprecedented in long-term care, and it requires ongoing, effective stress management. Stress First Aid offers a flexible framework of tools for addressing stress reactions that can hopefully reduce the likelihood that these reactions will develop into more severe or long-term problems. |
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Cross-Cultural Business Communication: Overcoming Communication Barriers (Instructor Guide) |
1.00 |
There are several barriers that can affect cross-cultural communication. Generally, barriers have a negative effect on communication because they might distort the speaker’s message or the listener’s understanding. It is important to understand these barriers to communicate effectively with people from different cultures.
In this course you will learn to: identify common cross-cultural communication barriers, overcome communication barriers and avoid cultural bias, and employ qualified interpreters and communicate through them.
This Instructor's Edition of this course includes notes and suggestions to assist you in presenting the material, whether in an in-person classroom setting, or as an instructor-led online or distance-learning course. It also provides you with the answers to questions found in mid-lesson activities, as well as in the quiz that concludes the course. |
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Correcting Performance Problems: Identifying Performance Problems (Instructor Guide) |
1.50 |
An attendance problem occurs when an employee fails to report to work, doesn’t give proper notification of an absence, or exceeds the number of days allotted for absence.
You should address attendance problems carefully. Handling these problems poorly can lead to serious consequences, such as frequent employee turnover or workplace aggression. Before confronting an employee with an attendance problem, you need to identify the type of attendance problem and determine its severity.
In this course you will learn to: identify the types of attendance problems, assess their impacts, and determine a problem’s severity, identify the types of achievement problems, assess their impacts, and determine a problem’s severity, identify the types of conduct problems, assess their impacts, and determine a problem’s severity. |
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Correcting Performance Problems: Investigating Performance Problems (Instructor Guide) |
1.00 |
Before addressing a performance problem, you should confirm the existence of the problem itself. An interview is a useful method for doing this. During the interview, you might encounter facts that you were previously unaware of and excuses that you didn’t expect. It's important to follow a definite process, and expect the unexpected during the interview.
In this course you will learn to: identify the causes for an employee’s performance problem by interviewing, and question an employee regarding attendance issues, describe the factors affecting achievement, and apply conduct investigation techniques.
This Instructor's Edition of this course includes notes and suggestions to assist you in presenting the material, whether in an in-person classroom setting, or as an instructor-led online or distance-learning course. It also provides you with the answers to questions found in mid-lesson activities, as well as in the quiz that concludes the course. |
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Correcting Performance Problems: Addressing Behavioral Problems (Instructor Guide) |
0.84 |
For a feedback session to be effective, you need to emphasize the impact of the problem behavior to the employee. Their behavior mainly impacts three entities: the organization, co-workers, and the employee. When explaining these factors, you should maintain a proper perspective based on some set guidelines throughout the feedback.
In this course you will learn to: communicate and prevent the discrepancy between an employee’s behavior and performance standards, and identify the type of employee reaction and tackle it effectively.
This Instructor's Edition of this course includes notes and suggestions to assist you in presenting the material, whether in an in-person classroom setting, or as an instructor-led online or distance-learning course. It also provides you with the answers to questions found in mid-lesson activities, as well as in the quiz that concludes the course. |
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Correcting Performance Problems: Disciplining Employees (Instructor Guide) |
1.67 |
Discipline is proactive, as opposed to punishment, which is reactive. Punishment provides a consequence to an action that is deemed unacceptable, whereas discipline is designed to exchange undesirable behavior for satisfactory behavior.
The purpose of disciplining an employee is twofold:
1. To correct or eliminate undesirable behavior, and
2. To provide training that improves or strengthens performance.
In this course you will learn to: keep a disciplinary perspective, determine the cause for disciplining an employee, and prepare for conducting a disciplinary meeting, maintain a positive rapport, avoid pitfalls during a disciplinary meeting with employees, and keep meetings productive, and monitor employee performance and conduct a follow-up meeting with the employee.
This Instructor's Edition of this course includes notes and suggestions to assist you in presenting the material, whether in an in-person classroom setting, or as an instructor-led online or distance-learning course. It also provides you with the answers to questions found in mid-lesson activities, as well as in the quiz that concludes the course. |
