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Training is used to stimulate cultural understanding, but the type, cost, and intensity of
cross-cultural training varies widely. Having surveyed international management training
programs in Europe, Japan, and the U.S., Rosalie Tung (1982) observed 6 types of training
in use:
1. Environmental briefings typically provide descriptions of a nation, including
information about climate, topography, infrastructure, population and housing.
2. Cultural orientations typically provide information about cultural institutions,
habits or values of the nation—typically these orientations are to the dominant
culture.
3. Cultural assimilators are used to expose participants to likely intercultural
encounters.
4. Language training.
5. Sensitivity training helps the individual recognize how values affect behaviors.
6. Field experience is gained when the individual lives in the assigned country and
experiences some of the challenges that lie ahead.
Lectures or briefings on country demographics or host country values and behaviors often
are relatively inexpensive because many can be exposed to the same information in a
relatively short period of time. Cost and intensity escalate when training involves
simulations, role plays, reflection, field trips and visits or cultural immersion in another
country for an extended period of training time, regardless of whether the training is for
work abroad or to understand diversity within organizations. As the following example from
Intel shows, some organizations use multiple forms of training to improve intercultural
learning across nations and within the organization.