Bicultural Resourcefulness in Global Management: From Education to Corporate Collaboration

Q3 Social Sciences
L. Clausen, M. Keita
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引用次数: 2

Abstract

Biculturals are increasingly viewed as a resource in global business. They are effective in multicultural teams, they are great boundary spanners between corporate headquarters and their subsidiaries, and their abilities are acknowl-edged in cross-cultural leadership. This article aims to generate typologies that will help global businesses gain a clearer understanding of the competences that biculturals can offer them. This study explores biculturalism in two set-tings: business education and global corporations. What unique skills and abilities allow biculturals to take advantage of knowledge from two or more cultures? Do they perceive their skills as resources? And how does corporate experience harness bicultural competences? Surprisingly, this study showed that the bicultural students were not aware of their strengths and advantages. In contrast, the corporate study provided ample evidence of how bicultural abilities were acknowledged and leveraged in international business, once bilculturals were established in the workplace. This article presents a theoreti-cal matrix of bicultural competences, based on the concepts of frame switch-ing and meta-cognition. The matrix categories are: 1) bicultural dissonance, 2) bicultural thinking, 3) bicultural action and 4) bicultural competence.
全球管理中的双文化智谋:从教育到企业合作
双文化人士越来越被视为全球商业中的一种资源。他们在多元文化的团队中是有效的,他们是公司总部和子公司之间伟大的边界跨越者,他们的能力在跨文化领导中得到认可。本文旨在生成类型,以帮助全球企业更清楚地了解双文化人士可以为他们提供的能力。本研究探讨了两种背景下的双文化主义:商业教育和全球企业。哪些独特的技能和能力使双文化人士能够利用来自两种或两种以上文化的知识?他们是否将自己的技能视为资源?企业经验如何驾驭双文化能力?令人惊讶的是,这项研究表明,双文化学生并没有意识到自己的优势和优势。相比之下,公司研究提供了充分的证据,证明一旦双文化在工作场所确立,双文化能力如何在国际商业中得到承认和利用。本文在框架转换和元认知概念的基础上,提出了一个双文化能力的理论矩阵。矩阵分类为:1)双文化失调,2)双文化思维,3)双文化行为,4)双文化能力。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
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来源期刊
Copenhagen Journal of Asian Studies
Copenhagen Journal of Asian Studies Social Sciences-Political Science and International Relations
CiteScore
1.80
自引率
0.00%
发文量
6
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