APA Sample Article Review

Running head: ARTICLE REVIEW 1

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ARTICLE REVIEW 2

Article Review

Introduction

The current cross-cultural training (CCT) has been examined through the lens of “When

East Meets West.” An article by Jin, Fosh and Chen (2012) discusses the main themes in the

current CCT research and the issues that opt to be looked into. The article uses an integrative

literature review method to identify four major themes on the topic. These include expatriate

adjustment, the effectiveness of CCT, CCT methods, and the conceptual framework. Jin, Fosh

and Chen (2012) intend to identify the missing areas in the current CCT research, examine the

research that involves expatriates, implementing the research in Human Resource Development,

and address emerging issues.

Main Argument of the Article

The article uses the lens of “East Meets West’ to give a different perspective on the

topic. According to the researchers, the previous CCT researches have not taken the standpoint

of “East Meet West.” They suggest that there is a need to incorporate four issues, namely, cross-

cultural assessment, trainer quality, family factors, and domestic versus international

assignments into the future CCT research.

According to Jin, Fosh and Chen (2012), the companies that operate outside their national

boundaries are growing in number. The demand for CCT is growing since there is an increasing

amount of organizations and company branches abroad, which means that more expertise will go

overseas. The CC can help these organizations to learn skills and content that facilitates the

efficient cross-cultural interactions. CCT improves the intercultural learning that is required to

enable excellent relations and interactions in the largely diverse cultures. The authors assume

that the growing increase in the international market exchanges has led to the increased Asian

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corporations that have various branches outside the Asia borders (Siamwalla, 2015). Even with

this expansion, CCT is still widely approaching intercultural experiences and perspectives

through the Western-centric lens. The study emphasizes the need to understand the reason why

the Asian international companies give support to the expatriate adjustment process shifting the

interpretive paradigm from America and Europe to Asia.

Critique of the Argument

The major criticism of the literature is the fact that it is based on large models and

theories and insufficient evidence. Most of the ideas are theoretical and lack adequate assessment

on the relationship between expatriate performance and CCT. It is important to understand how

effective the CCT is and the different interpretations of different contexts. The CCT is not in a

comfortable position of having a product that is required and has not yet been proven efficient

(Jin, Fosh, & Chen, 2012). There is a need for CCT to generate more empirical studies that have

in-depth information. The study should include a rigorous research and various methods of

adjusting outcome. The critique is due to the overreliance of quantitative methods in the study.

There is much meaning in the development of more detailed qualitative ways of

measuring the performance and effectiveness of the CCT. The “East Meet West” perspective

argues that the current CCT research pays too much attention to the experience of the Western

expatriates that only reveals part of the CCT research and practice (Jin, Fosh, & Chen, 2012).

The primary objectives of various studies on CCT are to indicate the effects that CCT has on

shareholders that come from the East and work in multiple other demographics throughout the

globe. These researches have not detailed how the expatriates adjust to the Western countries.

There is a need for future studies to carefully examine the eastern expatriates’ experiences and

pay attention to the emerging and crucial issues.

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New Insights

The literature identifies the problem to be lack of enough information on the topic of

CCT in the previous researches. There is a recent change made in the international market that

has primarily prompted the interest in the study of CCT. The authors suggest that various firms

in the US have not been very successful in the selection and retention of competent managers

international assignments. They also add that there is a rapid increase in the number of Asian

companies abroad and various Asian countries are emerging as economic superpowers.

Additionally, successful businesses in Asia are active internationally and send their expertise to

other countries. These rapid changes increase the need for a new CCT framework. However, the

companies are not given focus in equal measures when considering CCT research.

CCT researches include conceptual frameworks such as social learning theory, cultural

value framework, social capital theory, sequential adjustment theory, and experimental learning

theory. The Hofstede’s framework of cultural value is among the popular in the research

regarding cross cultures ((Nam, Cho, & Lee, 2014). It helps in the study of individual attitudes

and behavior. The most prominent difference between Western countries and Asia in cultural

studies is found to be individualism versus collectivism. Cultural dimensions help to understand

the national culture variances. However, it also presents the dangers of dimension dogma. It is

essential for human resource managers to understand that these cultural dimensions change in

various contexts and rates across the globe and, therefore, may only give part of the framework

(Jin, Fosh, & Chen, 2012). Kolb’s experiential learning theory is among the commonly used

theories when it comes to managers learning from experiences (Kaynes, 2011). This theory is a

process of knowledge construction in a creative way among the models of thinking, reflecting,

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experiencing, and acting. This approach provides the managers with a means of developing

testable proportions.

According to Jin, Fosh and Chen (2012), the social learning theory is the commonly

used concept that explains the positive effects of CCT. Individuals learn through the flow of

knowledge and information and model the behavior of other people before the occurrence of an

actual event. This modification involves the elements of reproduction, incentives, attention, and

retention. CCT is considered a process of social learning that uses practice and observation to

obtain skills, behavior, knowledge, and abilities.

The authors suggest four phases of the sequential adjustment theory in the adjustment

level. These include conformist phase, adjustment phase, ethnocentric phase, and culture shock

phase. In this approach, the training is not seen as a one-time event but rather a process. CCT has

an impact on every state regarding the psychological reaction of an individual to a given culture.

The social capital theory has significantly grown in importance since the CCT involves the

relationships between cultural contexts. Social capital helps in the understanding of diverse

cultures through the creation of interpersonal interactions. It provides various perspectives

through a mechanism for reconciliation. Adekunle and Jude (2014) state that to ensure the

adaptability of information to cultural differences there is a need for expertise to build a good

relationship with the first in the local market.

Comparison with Other Points of View

When examining the CCT concept from a new perspective, it is essential to use more data

and idea from companies that are not in the West. This data should be used to design and

develop CCT. The primary issue that is addressed in the literature gives practical implications of

this idea. Researchers and practitioners must focus more on the way perspectives regarding

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culturally specific ways move past the distinction between the East and West. Training teams

must identify the areas in which a given concept has equal but different operational definitions

on various cultures (Jin, Fosh, & Chen, 2012). This identification is because of the diversity that

has been translated differently regarding ethnicity, race, and gender differences in the US. These

differences are also defined on other bases in other countries. Overseas selection for an interview

or assignment and intercultural training can be seen as an acknowledgment of an employee that

has a high potential. However, this can also be viewed as a liability due to the lack of

intercultural competence.

Practical Application

There is a need to incorporate alternative perspectives of “East Meets West” into the

CCT research. Development of intercultural competence is more than a recommendation. It is

essential for solving problems that are experienced in globalization. It is necessary that

organizations urgently prepare their expatriates for the international market. It is also essential to

define and conceptualize the challenges to continue to enhance. The primary focus of many

works of literature on CCT is on the Western perspective rather than the whole world

perspective. The current CCT criteria portray a biased cultural view of the cultural aspects of the

West.

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References

Adekunle, A. S., & Jude, A. I. (2014). Cross-cultural management practice: The impact on

Nigerian organization. Cross-Cultural Management, 6(9).

Jin, J., Fosh, P., & Chen, C. (2012). When East meets West: Interaction effects of

Organizational ownership structure, gender and (UN) met expectations on workers

attitudes in China. The International Journal of Human Resource Management, 23(1),

18-34.

Kaynes, C. D. (2011). Internal validity and reliability of Kolb’s learning style inventory. Journal

of Business and Psychology, 20(2), 249-257.

Nam, K. A., Cho, Y., & Lee, M. (2014). West Meets East? Identifying the Gap in Current Cross-

Cultural Training Re-Search. Human Resource Development Review, 13(1), 36-57.

Siamwalla, Y. (2015). Factors Affecting British Expatriates' Adjustment in Thailand.

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