Using Bi Culture Talents To Improve Enterprise Performance

INSEAD

For example, a Chinese American influenced by Chinese and American cultures has a better grasp of the forms and expectations of society and organization under these two cultures, and their thoughts and behaviors will be flexibly changed in response to their cultural environment.

Moreover, this kind of flexible thinking is not limited to the cultural environment of our country.

People with dual culture or multicultural background are also good at bringing flexibility to other cultural environments.

Bran's research shows that race or language competence is not the key yardstick to measure a person's cultural cognition.

Because culture is not based on skin color, and language is just an expression tool. If a person goes through advanced studies, it is not difficult to make smart use.

Identifying Bi cultural talents

Brandy said that companies that have the advantage of having dual cultural and multi-cultural talent resources have more competitive advantages.

In a globalized environment, the organizational structure of enterprises is increasingly complex, virtual teams are everywhere, and knowledge and talents are globally mobile. Therefore, talents who are able to collaborate with personnel relations within and outside the organization are more important.

The organizational culture of pnational corporations should be pluralistic, including local culture and business culture, so as to closely connect with local governments and closely follow the trend of industrial globalization.

"We need bridging people. We need people who are good at adapting to the environment," bran said. "We need people who are highly motivated and have strong self-regulation."

However, at present, the general recruitment criteria for talents are mainly based on the established culture and language framework of enterprises.

In the study of brandy, we found that groups with multiple cultural backgrounds have different forms of multicultural.

Here, she reveals four main types of Bi culture.

"Both means" refers to those who have higher cognition and integration of dual culture.

This type of person is proficient in two languages and has a complete cognitive structure for the two cultures.

In enterprises, this kind of people can effectively bridge the differences between the two cultures.

"All in none" refers to those who grow up in a dual cultural background but can not be identified by any culture.

Such people are eager to integrate, but lack a complete understanding of the two cultures.

Therefore, they are especially sensitive to the surrounding environment.

Blanche explained: "if a person can only be a spectator, his observation ability will be very strong.

This is called perceptual sensitivity, which is very valuable.

"Right and wrong" refers to those who are flexible in governing between the two cultures.

According to bran, these people tend to have the highest awareness of the two cultures, so it is possible to pform the cultural framework between different cultures according to the different situations.

The last category is "single cultural identity".

For example, the third generation of Korean Americans, who do not speak Korean, have never been to Korea. They only agree with one culture (in this case, American Culture).

But this kind of people is more sensitive to cultural differences.

Blanche says many of the bicultural people have gone through the so-called "identity confusion" stage, which is a psychological entanglement of what kind of culture they belong to.

Undoubtedly, the issue of cultural belonging is a major issue for multicultural groups.

However, the cognitive ability of the group that has experienced cultural confusion is obviously superior.

Therefore, these people are more familiar with the multicultural differences in multinational companies, and they can detect and resolve the complexity of multiculturalism more effectively.

It is very important for today's global company to surpass peers and gain competitive advantages by fully understanding the important skills of multicultural groups and making good use of talents with these skills.

Improving enterprise performance

Blanche explains that companies should first identify appropriate ways of assessing their own work teams, and then improve their skills and function matching methods in order to make good use of the multiple abilities of Bi cultural and multi-cultural talents.

In addition, the company can develop a global leadership training program for people with single cultural background through the understanding of the strengths of Bi cultural and multicultural employees.

In addition, this will also help foster a "global corporate citizen" suitable for today's global economic environment.

The "global corporate citizen" refers to those who are adaptable and can handle any company in any part of the world.

However, such people generally lack a deep understanding of local culture.

"Although they have certain skills, they can quickly adapt to a new culture, but this does not mean that they can cope with complex multi-cultural problems well.

By comparison, people from a bi cultural and multicultural background have a strong ability to analyze and judge culture differences.

Under the global environment, enterprises that fail to correctly understand the characteristics of Bi cultural or multi-cultural talents and make good use of them will miss competitive advantages.

For example, Americans stopped investing in the fax industry because they believed that as the Internet became more and more popular, faxes would be replaced by e-mail.

Blanche pointed out that this is unwise.

"If they can make good use of Bi cultural talents, they may not make such an unwise decision.

Because biculture people who are familiar with other cultures should know that in many parts of the world, people still prefer handwritten facsimile.

This is perceptive. "

Another example is mobile phones. In many parts of the world, the amount of mobile phone usage exceeds that of the United States, only because there are no fixed telephone lines in these areas.

The diversity of multiculturalism may reduce efficiency.

However, if we can truly understand pluralism and use diversity to stimulate creativity and flexibility, multiculturalism will have more advantages than disadvantages.