Executive Summary Essay Example For Students

Official Summary Essay Shoes4U.com is being sorted out as a worldwide Internet shoe store thatis concentrated on lessening the general value structure, notwithstanding enablingcustomers to settle on educated choices about footwearpurchased.Shoes4U.com will likewise accomplish a serious edge by offeringservices, for example, site advancement and web based business, which have becomeessential for any business nearness. Shoes4U.com means to build up andoperate an Internet shoe store with administrations costing fundamentally lessthan the costs of its rivals, while providing predominant quality. Eight equivalent accomplices will oversee Shoes4U.com, and will each supervisedifferent zones of the business. The accomplices will make an environmentand structure that will empower efficiency and regard for customersand individual representatives. All wages and pay rates depend on the position andfull time/low maintenance status. Shoes4U.com is focusing on people somewhere in the range of 18 and 40 years old. The association is anticipating focusing on these people through variousmarketing apparatuses, with the fundamental instrument being immediate email advancements thatoffer significant investment funds on items bought. The significant subjects behindour various attempts to close the deal to our latent capacity and existing clients will bethe noteworthy cost reserve funds, comfort, smoothed out satisfaction process,broad scope of administrations and items, and thorough client servicethat Shoes4U.com gives. Shoes4U.com has four significant contenders on the web. Shoes4u.com realizesthat it should likewise contend with physical markdown retail locations. All together toremain serious Shoes4U.com has dissected their favorable circumstances and takensteps to utilize those preferences to augment their chances in the shoeindustry. Shoes4U.com offers numerous administrations and items. A portion of the servicesthat Shoes4U.com offers incorporates request following and audit 24 hrs every day, 72hr conveyance, and a 100% fulfillment ensure program. Some of theproducts that the business offers are shoes, boots, shoes, casualwear, corporate easygoing wear, and dress shoes. Shoes4U.com plans to constantly extend its business through manyways. Some of theories ways incorporate making new administrations, building brandrecognition, obtaining vital partnerships with significant shoe organizations anddistributors, and so on. Shoes4U.com will likewise grow by utilizing andextending innovation and starting a few deals programs. While expandingthe business will all the while be fighting the accompanying challenges:intensive client association, adaptable estimating, smart orderrouting, and re-orders. Organization Mission Statement and DescriptionShoes4U.com will build up a special site that gives clients variousways to purchase architect shoes and boots of assorted types and sizes. The companyplans to enroll a partnership under the name of Shoes4U.com and operateunder a similar name. Strategic at Shoes4U.com give creator shoes. Through our on-line retailoperation we ensure the best costs, the most excellent, the widestselection and the speediest conveyance using the intensity of the Internet tobecome the market head in giving comfort and choice tocustomers. DescriptionOur objective is to turn into the #1 on-line shoe retailer. By giving aconvenient approach to clients to buy the originator shoes that they love,need, and need, we offer low costs with high assortment. What makesShoes4U.com one of a kind is the capacity to catch the requirements of clients. Clients will have the option to sign on to the site, type the brand, size, andcolor of the shoe they like and a 3D picture will show up. Elements forgrowth are cutting back in enormous retail organizations, a developing pattern towards on-line buying, and society is moving towards an all the more in fact orientedtrend where each home has a PC with Internet get to. ManagementThe companys the board theory will be founded on duty andmutual regard. Shoes4U.com will keep up a situation and structure thatwill energize efficiency and regard for clients and individual workers. Moreover, the earth will urge representatives to have a fabulous time byallowing innovative autonomy and giving difficulties that are realisticand fulfilling. Shoes4U.com is a private organization with eight accomplices of equalliability. Each accomplice has various obligations and duties. Organization Director Racquel Richards Overseas the general activity andinterrelation of every division. Organization Administrators Gabrielle Mitchell, Danielle Smiley Overseasoperations inside the corporate home office, including answeringtelephones, following requests, and general client support. Inventive Consultant Deidre Melton Overseas publicizing and advancements. Chief of Supply Chain Thomas Duncan II Overseas gracefully relationshipsand obtains monetary assets. Chief of Marketing Errol Allen II Overseas client relations andmarketing procedures. Chief of Information Technology Marvin Cole Maintains site andresearches new advances relevant to Shoes4U.com. Chief of Research and Development Natasha Martin Researches trendsand future markets and territories of development. Client assistance Representatives Answers approaching client calls andresponds to client concerns. Appropriation Specialists Package orders for client deliveryRecruitment of EmployeesIn the occasion that representatives should be recruited administrations will bepurchased from a nearby work organization. Pay rates and BenefitsAll client care agents will be paid the lowest pay permitted by law and willonly get health advantages in the event that they work a normal of 40 hours per week. All accomplices will be paid an equivalent compensation dictated by how much benefit isretained from tasks after the sum total of what expenses have been rendered and liabilitieshave been secured. All laborers will be secured by Workers Compensation. All full time representatives are qualified for one weeks paid excursion after oneyear of business. The organization extends that between July 1, 2002 and December 31, 2002 itwill produce incomes of $250,000. Anticipated incomes for 2003 and 2004are $2.91 million and $5.82 million, individually. Shoes4U.com is seeking$5 million in investment to be utilized for: 1. Building up an association and office nearness in Florida. 2. Finishing improvement of the Internet shoe store. 3. Promoting the site and its administrations and items. The Market and CustomerTarget MarketShoes4U.com is concentrating on people 18 years old and more established. Duringthe ages of 18 to 40, these people are the pioneers for societyand the #1 clients of the Internet (Appendix 1). Additionally, the normal householdincome for this gathering is somewhere in the range of $50,000 and $74,000 every year (Appendix 2). CustomersShoes4U.com plans to forcefully seek after and gain clients throughpromotions and convert them into continue paying clients. Direct emailpromotions are the most significant vehicle that the organization will utilize toacquire clients. These advancements may incorporate charging the client onlyfor the item however no postage, so as to acquaint thatcustomer with our items and administrations. Shoes4U.com plans to extend itsbusiness and client base by offering advancements on a persistent premise. Shoes4U.com will constantly endeavor to furnish shoppers with more practical roads, offering considerable reserve funds instead of only a fewcents. Client Buying CriteriaThe conventional procedure of buying footwear can be long and tiring. Accordingly Shoes4U.com accepts that shoppers will pick items andservices dependent on the accompanying models: . Noteworthy cost reserve funds. The shoe store will work on the web and willbe profoundly mechanized, empowering Shoes4U.com to wipe out the expenses ofboth building/dealing with a physical shoe store andmanufacturing/conveying lists. We will have the option to give thesesavings to our clients, offering products for up to half lessthan customary shoe shops. Moreover, it is accepted that ourprices will be serious and might undermine mail-ordercatalog costs, yet have a prevalent contribution of modified items. Customarily, the essential expense of retailing has been compensations andwages just as stock. By just keeping a crisis stash ofinventory all alone and redistributing transportation to FedEx, we cut downthe stock expense just as dispense with the overhead related witheither list or physical selling. . Comfort. Shoes4U.com will build up its online shoe store andspecialized administrations to be easy to understand, utilizing a self-serviceapproach to requesting items. Items will be sent to thelocation the client chooses, empowering the whole procedure to bemanaged from the solace of the clients office or home. . Smoothed out satisfaction process. After a request is put, Shoes4U.comwill electronically send a prepared to-realistic document. Where appropriate,a work ticket record, which is an information document containing all of theattributes of a request, will be sent, first to the organization database,then to one of the companys circulation accomplices and FedEx. . Expansive scope of administrations items. Shoes4U.com will give a one-stopshop to a wide scope of items and administrations, with a shoe selectionthat the organization accepts is better than most conventional shoe storesand shoe indexes. Clients will have the option to view and analyze productsand either quickly put in their request or spare their work-in-progress to arrange sometime in the not too distant future. . Far reaching client care. Shoes4U.com will offer a wide rangeof client administrations during all periods of the requesting and fulfillmentprocess. After each request is put, an email message will beautomatically produced to the client that orders the request, thetotal cost, and repeats the evaluated conveyance time. The companywill electronically get request affirmation, and deliveryinformation from its accomplice wholesalers and make this informationaccessible to clients through a secret word ensured mechanism,enabling the client to effectively check a requests status on the web or evencancel the orde

A Book Review of Philip Dicks Blade Runner

This paper dissects the novel Blade Runner, through the creators goal and history. This paper looks at the novel, 'Edge Runner,' through two significant inquiries, what is the creators message and what is the recorded significance of this novel? The paper gives a foundation to the sci-fi plot and the focal subject of the book, human personality. It further spotlights on the focal character, Rick Deckard, and his job vital to that topic. The work revolves around the subject of being human. San Francisco Police abundance tracker Rick Deckard finds maverick androids who have gotten away from province universes and resigns them. The catch is that these androids are so human-like in appearance that nobody can tell from taking a gander at them whether they are genuine (for example human) or not thus that Deckard needs to figure out what they are before he can know whether to slaughter them. He has, as it were, to have the option to investigate their spirits, into their souls.

Culture Awareness in the Workplace

Culture Awareness in the Workplace With globalization interacting with people from all-over the world has become a factor in the life of more and more people.In the past only a select number of employees would have the task to travel across borders and experience different cultures, behaviors and attitudes.Nowadays more borders are open, travel has become more affordable for businesses and individuals and technological development is allowing everyone to communicate on a global level.Moreover, free mobility of the workforce has made workplaces many times more diverse.While it used to be a science for the ‘enlightened’, today cultural awareness has become a necessity at the workplace.And while Western society aims for equality and openness, it would be silly to neglect to recognize differences in cultures that may bring up misunderstandings, tense or unproductive communication or even legal trouble.This article aims to give a very simple list of factors that tend to be the subject of misconceptions, confusion or ev en conflict.The first part of the article will focus on cultural characteristics you might want to be aware generally in business with your providers, partners or clients. Those might help you communicate better and be perceived as more accepting.The second part of the article will focus on diversity in the workplace and how to be more open towards your colleagues from different background.The third part of the article just aims to give you some practical advice on how to create and preserve cultural awareness.CULTURAL AWARENESS IN INTERNATIONAL BUSINESSNegotiationsNegotiations are hard enough on their own. Throw in different background and expectations on both sides and you might have a disaster.Negotiation can happen between customer and provider for pricing, delivery conditions or service level agreements. It could be between international branches for budgets, conditions and policies.It could happen between employees and employers for compensation, social benefits, working hours or opportunities.In some cultures negotiation is a normal way of business. It could be widely accepted that the customer wants to receive the product at the best price, or that the employee wants the most money for their labor. In other countries, it could be straight up offensive. Do research for the power dynamic on the other end â€" will they expect to have the final say? Approach with humbleness and explain yourself. You do not want to come off greedy or disrespectful.In negotiations nuance is very important. If it is not the case that both sides negotiate in their native language, the language barrier could bring up misunderstandings. Misuse of a single word could give one side the wrong impression. Make sure your claim is stripped off of all assumptions based on nuance. Clean your language, too, make sure your speech is plain and straightforward.In Japan, you will face great difficulty if you try to do a hard sell. Try a humble approach, with lots of facts and arguments suppo rting your claims. Let your work be the proof of your words, not the other way around.Respect of powerIn Western Society equality is an important value and therefore hierarchy of power is… annoying.Flaunting your status or your title would be unbearable to lower level employees who like to think they are your equal. In other places respect towards superiors and seniors is vital.Seating arrangements. In the Western world, seating arrangements are rarely done. The number or position of your chair would have little to no significance and even if you happen to take someone’s seat it is usually taken light-heartedly. That is not the case for businesspeople from China and Japan. You have to be seated by rank â€" the highest in rank from your side will sit the closest to the highest in rank from the other side. Failing to respect the seating arrangement will be quite the embarrassing situation.Businessmen from countries such the UK, the USA and most of Europe would go out of their way to eliminate or minimize the sense of inequality. Freedom and justice are highly valued. Employees expect to be consulted for their opinion and for it to be taken into account whenever the situation allows it. Control is highly avoided. Micromanagement is off-putting and suffocating.Nonverbal communicationApart from differences in language for non-natives, you should be aware of differences in non-verbal communication.Eye contact. In the UK and the United States, keeping eye contact is a sign of confidence in your own position, and trusting the other side. It is a sign of openness towards others. Avoiding eye contact would come to signify concealing something, lying, having difficulty in communication, or straight up disliking the other person. On the contrary, in Japan, prolonged eye contact is considered to be very rude.Normally during negotiations businessmen from the United States, Europe and most of the Asian countries would like to keep their distance. Physical contact is avoi ded even for brief moments. In the Middle East, however, some physical contact is part of building trust in a relationship between business partners. A pat on the shoulder, a light touch on the higher arm it is a sign of getting to know each other and having a more personal approach. Flinching away, showing surprise or any sort of disapproval of this gesture will be considered offensive.Openness towards the unknownBusiness in some countries have a tendency to work by very rigid codes of conduct. The strict behavior comes from different levels of being accepting of the unknown.Some want to avoid ambiguities at all costs and therefore they follow order and traditions that could rule out any sort of uncertainties.On the contrary, workers in other countries find having a lot of rules could be suffocating.In the United States the latter is the most prominent behavior. Americans are generally more happy to feel free, and unburdened by rules even if it means they have to change plans or c ope with things on the go.Similarly, the UK are also generally more accepting of new ideas, however, the British don’t mind having rules for this and that.China and Japan are a good example of a country where rules are honored.RestrainBeing punctual. The famous proverb ‘Time is money’ says it all. Time is valued a lot in Western societies. In the United States and Germany, for example being punctual is almost a religious act. In many cases, the organizational structure and the workflow will literally mean a messy schedule equals losses. Well, time is not as important for every nationality. The Spanish, for example, have a reputation of being more laid back in that respect. Arriving late for a meeting, however, might result in a difficult conversation with the average German businessman.The Japanese have important routines in everyday business, which includes, for example, exchanging small gifts on a first meeting. The way the Japanese handle their business cards is curious. A business card is considered to be an extension of the businessman’s identity. The rule is, make sure you give your business card with the side printed on Japanese towards the person, holding it with both your hands. When you receive a card back, never put it in your back pocket or your wallet. Never fold or play with the card. Read it briefly and put it away. It should go in your business card holder. And if you are already seated, it should stay on the table in front of you for the entirety of your meeting.While Asian countries such as China and India tend to score low on the Index of Indulgence vs. Restraint, countries such as the USA, the UK and Sweden score higher. That means they respect personal goals and needs more than discipline and restrain. They tend to be more optimistic and feel more justified when they cater to their personal needs, when they spend more time on their hobbies, when they give in to their impulses.IndividualismJapan is an example of a culture that is al ways oriented towards the group and rarely towards the individual. The Japanese believe acting as a group brings strength and stability. The individual, on the other hand, is vulnerable. This belief manifests itself in differences in business practices for example, giving credit. An individual will never be singled out for an appraisal, unless someone would want to embarrass them. Appreciation is usually shown for the entire team.Americans are often seen as example of ultimate individualism. The States are a popular example of the notion of free-wheeling capitalism. They believe ultimately individualism leads to a higher level of personal responsibility, where no one wants to have their efforts lost in a group and no one group wants to drag the dead weight of a slacker. They believe this culture creates a sense of healthy competition in the business environment and with that comes benefit on a microlevel. Every employee is expected to be able to show proof of their contributions an d talents. And results â€" personal accomplishments. It is supposed to boost personal creativity and ingenuity and, on a larger level, encourage entrepreneurship. CULTURAL AWARENESS IN THE WORKPLACEHolidays traditionsA big and popular crime against cultural awareness is organizing a Christmas party, instead of a Holiday party. There is nothing bad in celebrating Christmas, unless you exclude all other religions. So, make sure you do not sneak in Santa, reindeer and a tree without adding symbolism for other holidays. How to achieve that? The easiest way is to make sure you have diversity in the party committee,Another example of a holiday that is often disrespected is Ramadan. The holiday is supposed to be a cleanse of the soul and body. Muslims are to abstain from eating, drinking, alcohol, any sort of drugs and sex to put a stop to their giving into temptation. For one month during the early summer, be respectful of this tradition. Do not organize luncheons or invite your Muslim c olleagues to lavish events they cannot attend to.Some countries are more accepting of immigrant holidays than other. However, try not to get too excited for someone else’s holiday. You can have an appreciation for their culture, but don’t steal their thunder.When in doubt, ask. People will not expect you to know all of their traditions, beliefs and honored rituals. Feel free to express some healthy curiosity and go as far as they want to take you. Do not meddle in their business more than you have to, but show that you embrace them.Dress codeIn the USA and Europe dress code is a way of self-expression. Even in the corporate environment boundaries are being broken in the name of comfort and personal freedom. Millennials by now account for about 30% of the workforce and they drive a movement for a more relaxed, laid back culture. Gender equality is another factor. Commenting on the length of a woman’s skirt could be considered offensive.The Japanese typically tend to be quite co nservative when it comes to dress code. Business suits are key. Neutral colors are used that would blend in a crowd. Women wear plain clothing with minimum jewelry and simple accessories.In the UAE modesty is not just the widely accepted style, it is protected by law. While exceptions are being done for tourists and businessmen and -women, it is considered really disrespectful if a lady’s shoulders and knees are not covered.More often than not, the dress code of an immigrant to a culture should be respected. That is, unless it represents an issue for their personal safety or is an undue hardship for the employer.For example, a lady wearing a hijab could be harmful for her if she works in a factory where she would lean over machines with fast moving parts â€" it becomes a safety issue.Gender-based conductWestern countries strive for gender equality. As a matter of fact, as The Guardian reports: ‘Emotional intelligence, people skills and flexibility, attributes that have tradition ally been seen as more feminine qualities, will be particularly highly valued’ in the future â€" one of the results of a study predicting the values of future leaders. On the contrary, in some countries a man and a woman cannot even shake hands. A woman’s significance will be underestimated even if she is the only decision maker in the room.The first thing to be cautious of is personal space. Most pregnant women do not like being touched or asked too many questions, but the more restrained the culture is, the more that behavior would become unacceptable and offensive. Next comes the attitude towards working. In Mexico for example, a mom would be encouraged to take time off work and attend to her needs for rest, food cravings and to take care of her body â€" take long walks to keep herself healthy. In the States, generally pregnancy is a respected feat, as long as the mother-to-be is not too demanding of help or exceptions. Leaving work to take care of her children would be frown ed upon â€" she would be considered to settle for less.HOW TO CREATE AND PRESERVE CULTURAL AWARENESS IN THE WORKPLACEHigher cultural awareness leads to better productivity, more highly appreciated company culture, attracting and retaining top talent regardless of background, and higher employee job satisfaction.Having a comprehensive, no-nonsense diversity and cultural awareness policy is a must. It will save you money, efforts and, in some cases, even legal trouble.Cultural awareness and cultural diversity policiesDirectionYour policy must have two main branches. Cultural awareness towards customers and partners and cultural awareness towards employees.The first branch would aim to educate your employees for cultural differences so that they atone their communication efforts, expectations and forecasts when dealing with international providers, partners and customers.Coming off as more educated, accepting and respectful will improve relationships, your company’s image and, most i mportantly, results.The second branch would aim for employment diversity in your teams, a culture of support and acceptance. It will include the measures you will take towards the specific diversity of the people you work with and want to work with.Clarity in communicationAdopt a way of speaking in your company that would eliminate the risk of any misunderstandings because of non-native language, non-verbal communications, nuances or assumptions.Teach your employees to use simple language when talking business. However, do not stop at how-to-say-it. Continue with what-to-say.Business communication must be stripped off of all assumptions and ambiguities. For example, every time a task or a project is described or delegated it must contain all possible criteria and only the criteria that will make it a success. The budget, the scope, the time, etc.SensitivityWhen dealing with foreign markets research is key. Make sure you introduce specific requirements and guidelines for how, when an d how long this research should occur for. Provide resources. The minimum is time and money. Introduce follow-up mechanisms to ensure research has taken place.Sensitivity inside the company should be encouraged via trainings, discussions, and organized themed events. Create a diverse team who will be in charge to organize regular trainings and casual events. Make sure you screen new employees for the traits for cultural sensitivity and train new hires.Last but not least, introduce guidelines for best practices on the one hand â€" cooperation between colleagues, participation in events, etc; and on the other â€" red lines that must not be crossed.Self-awarenessDo not stop at educating your employees about the differences you find with other cultures. Tell them what other cultures find peculiar about yours.It is sometimes difficult to discover that actions and traditions you perceive as normal are perceived as strange by others. But it helps the ultimate goal of better understanding a nd more productive communication.FlexibilityEncourage flexibility. Each company has a code of conduct. Assure your employees breaking the code is acceptable if it would make your partners, providers or customers more comfortable in your partnership.For example, you may have the practice to organize informal meetings. Your employees feel more comfortable discussing business matters over dinner instead of in the conference room. There are countries in which that would be unacceptable and offensive. It will be taken as a sign you are not taking them seriously.Teach your employees sensitivity toward unwillingness and the sense of compromise. Ask them to watch out for non-verbal cues when someone is uncomfortable.Give them the power to take out-of-the-box decisions and when it is a good time to break the rules. Work with examples â€" your business history would definitely be the best source to illustrate the possible benefit from such a brave management policy.Diversity Make sure you int roduce rules for diversity â€" strive towards equality of gender, race, ethnicity, and sexual orientation. Your team should look like a representative sample of your community.Your diversity efforts must not and cannot only affect the representation only on lower levels in your organization. Representation must be diverse in management, too.Diversity in representation must be accompanied with equality in compensation. The remuneration best be equal between men and women, between races and ethnicities of employees taking the same position.Achieving a truly diverse workplace is the best way to ensure you work in a culturally rich and aware environment.ReinforcementIf your policies would stand any chance of being taken seriously, you must introduce a form of reinforcement.Your employees must be aware that it is unacceptable to bully, judge or make in any way uncomfortable people who are different.Lay out the consequences. Start simple. Make the measures easy to follow through with. Mak e the penalties proportionate to the crime.Do not stop at negative reinforcement. Introduce mechanisms to encourage cooperation and sensitivity. Bonuses, titles or benefits would do. Make recognition of those efforts a regular occurrence.CONCLUSIONAwareness of cultural differences does not come naturally. What comes naturally is the culture you know from your own family, your own country and the companies where you build your career. That is what you consider normal.Sensitivity must be taught, accepted, and preserved. It requires time, effort and an open mind.Working with people from all over the world, with different backgrounds, religious beliefs, codes of conduct, tradition, rituals and convictions is becoming the new normal.And with that maybe one day cultural awareness will be just common sense.But for now, it is a way to get ahead.

Culture Awareness in the Workplace

Culture Awareness in the Workplace With globalization interacting with people from all-over the world has become a factor in the life of more and more people.In the past only a select number of employees would have the task to travel across borders and experience different cultures, behaviors and attitudes.Nowadays more borders are open, travel has become more affordable for businesses and individuals and technological development is allowing everyone to communicate on a global level.Moreover, free mobility of the workforce has made workplaces many times more diverse.While it used to be a science for the ‘enlightened’, today cultural awareness has become a necessity at the workplace.And while Western society aims for equality and openness, it would be silly to neglect to recognize differences in cultures that may bring up misunderstandings, tense or unproductive communication or even legal trouble.This article aims to give a very simple list of factors that tend to be the subject of misconceptions, confusion or ev en conflict.The first part of the article will focus on cultural characteristics you might want to be aware generally in business with your providers, partners or clients. Those might help you communicate better and be perceived as more accepting.The second part of the article will focus on diversity in the workplace and how to be more open towards your colleagues from different background.The third part of the article just aims to give you some practical advice on how to create and preserve cultural awareness.CULTURAL AWARENESS IN INTERNATIONAL BUSINESSNegotiationsNegotiations are hard enough on their own. Throw in different background and expectations on both sides and you might have a disaster.Negotiation can happen between customer and provider for pricing, delivery conditions or service level agreements. It could be between international branches for budgets, conditions and policies.It could happen between employees and employers for compensation, social benefits, working hours or opportunities.In some cultures negotiation is a normal way of business. It could be widely accepted that the customer wants to receive the product at the best price, or that the employee wants the most money for their labor. In other countries, it could be straight up offensive. Do research for the power dynamic on the other end â€" will they expect to have the final say? Approach with humbleness and explain yourself. You do not want to come off greedy or disrespectful.In negotiations nuance is very important. If it is not the case that both sides negotiate in their native language, the language barrier could bring up misunderstandings. Misuse of a single word could give one side the wrong impression. Make sure your claim is stripped off of all assumptions based on nuance. Clean your language, too, make sure your speech is plain and straightforward.In Japan, you will face great difficulty if you try to do a hard sell. Try a humble approach, with lots of facts and arguments suppo rting your claims. Let your work be the proof of your words, not the other way around.Respect of powerIn Western Society equality is an important value and therefore hierarchy of power is… annoying.Flaunting your status or your title would be unbearable to lower level employees who like to think they are your equal. In other places respect towards superiors and seniors is vital.Seating arrangements. In the Western world, seating arrangements are rarely done. The number or position of your chair would have little to no significance and even if you happen to take someone’s seat it is usually taken light-heartedly. That is not the case for businesspeople from China and Japan. You have to be seated by rank â€" the highest in rank from your side will sit the closest to the highest in rank from the other side. Failing to respect the seating arrangement will be quite the embarrassing situation.Businessmen from countries such the UK, the USA and most of Europe would go out of their way to eliminate or minimize the sense of inequality. Freedom and justice are highly valued. Employees expect to be consulted for their opinion and for it to be taken into account whenever the situation allows it. Control is highly avoided. Micromanagement is off-putting and suffocating.Nonverbal communicationApart from differences in language for non-natives, you should be aware of differences in non-verbal communication.Eye contact. In the UK and the United States, keeping eye contact is a sign of confidence in your own position, and trusting the other side. It is a sign of openness towards others. Avoiding eye contact would come to signify concealing something, lying, having difficulty in communication, or straight up disliking the other person. On the contrary, in Japan, prolonged eye contact is considered to be very rude.Normally during negotiations businessmen from the United States, Europe and most of the Asian countries would like to keep their distance. Physical contact is avoi ded even for brief moments. In the Middle East, however, some physical contact is part of building trust in a relationship between business partners. A pat on the shoulder, a light touch on the higher arm it is a sign of getting to know each other and having a more personal approach. Flinching away, showing surprise or any sort of disapproval of this gesture will be considered offensive.Openness towards the unknownBusiness in some countries have a tendency to work by very rigid codes of conduct. The strict behavior comes from different levels of being accepting of the unknown.Some want to avoid ambiguities at all costs and therefore they follow order and traditions that could rule out any sort of uncertainties.On the contrary, workers in other countries find having a lot of rules could be suffocating.In the United States the latter is the most prominent behavior. Americans are generally more happy to feel free, and unburdened by rules even if it means they have to change plans or c ope with things on the go.Similarly, the UK are also generally more accepting of new ideas, however, the British don’t mind having rules for this and that.China and Japan are a good example of a country where rules are honored.RestrainBeing punctual. The famous proverb ‘Time is money’ says it all. Time is valued a lot in Western societies. In the United States and Germany, for example being punctual is almost a religious act. In many cases, the organizational structure and the workflow will literally mean a messy schedule equals losses. Well, time is not as important for every nationality. The Spanish, for example, have a reputation of being more laid back in that respect. Arriving late for a meeting, however, might result in a difficult conversation with the average German businessman.The Japanese have important routines in everyday business, which includes, for example, exchanging small gifts on a first meeting. The way the Japanese handle their business cards is curious. A business card is considered to be an extension of the businessman’s identity. The rule is, make sure you give your business card with the side printed on Japanese towards the person, holding it with both your hands. When you receive a card back, never put it in your back pocket or your wallet. Never fold or play with the card. Read it briefly and put it away. It should go in your business card holder. And if you are already seated, it should stay on the table in front of you for the entirety of your meeting.While Asian countries such as China and India tend to score low on the Index of Indulgence vs. Restraint, countries such as the USA, the UK and Sweden score higher. That means they respect personal goals and needs more than discipline and restrain. They tend to be more optimistic and feel more justified when they cater to their personal needs, when they spend more time on their hobbies, when they give in to their impulses.IndividualismJapan is an example of a culture that is al ways oriented towards the group and rarely towards the individual. The Japanese believe acting as a group brings strength and stability. The individual, on the other hand, is vulnerable. This belief manifests itself in differences in business practices for example, giving credit. An individual will never be singled out for an appraisal, unless someone would want to embarrass them. Appreciation is usually shown for the entire team.Americans are often seen as example of ultimate individualism. The States are a popular example of the notion of free-wheeling capitalism. They believe ultimately individualism leads to a higher level of personal responsibility, where no one wants to have their efforts lost in a group and no one group wants to drag the dead weight of a slacker. They believe this culture creates a sense of healthy competition in the business environment and with that comes benefit on a microlevel. Every employee is expected to be able to show proof of their contributions an d talents. And results â€" personal accomplishments. It is supposed to boost personal creativity and ingenuity and, on a larger level, encourage entrepreneurship. CULTURAL AWARENESS IN THE WORKPLACEHolidays traditionsA big and popular crime against cultural awareness is organizing a Christmas party, instead of a Holiday party. There is nothing bad in celebrating Christmas, unless you exclude all other religions. So, make sure you do not sneak in Santa, reindeer and a tree without adding symbolism for other holidays. How to achieve that? The easiest way is to make sure you have diversity in the party committee,Another example of a holiday that is often disrespected is Ramadan. The holiday is supposed to be a cleanse of the soul and body. Muslims are to abstain from eating, drinking, alcohol, any sort of drugs and sex to put a stop to their giving into temptation. For one month during the early summer, be respectful of this tradition. Do not organize luncheons or invite your Muslim c olleagues to lavish events they cannot attend to.Some countries are more accepting of immigrant holidays than other. However, try not to get too excited for someone else’s holiday. You can have an appreciation for their culture, but don’t steal their thunder.When in doubt, ask. People will not expect you to know all of their traditions, beliefs and honored rituals. Feel free to express some healthy curiosity and go as far as they want to take you. Do not meddle in their business more than you have to, but show that you embrace them.Dress codeIn the USA and Europe dress code is a way of self-expression. Even in the corporate environment boundaries are being broken in the name of comfort and personal freedom. Millennials by now account for about 30% of the workforce and they drive a movement for a more relaxed, laid back culture. Gender equality is another factor. Commenting on the length of a woman’s skirt could be considered offensive.The Japanese typically tend to be quite co nservative when it comes to dress code. Business suits are key. Neutral colors are used that would blend in a crowd. Women wear plain clothing with minimum jewelry and simple accessories.In the UAE modesty is not just the widely accepted style, it is protected by law. While exceptions are being done for tourists and businessmen and -women, it is considered really disrespectful if a lady’s shoulders and knees are not covered.More often than not, the dress code of an immigrant to a culture should be respected. That is, unless it represents an issue for their personal safety or is an undue hardship for the employer.For example, a lady wearing a hijab could be harmful for her if she works in a factory where she would lean over machines with fast moving parts â€" it becomes a safety issue.Gender-based conductWestern countries strive for gender equality. As a matter of fact, as The Guardian reports: ‘Emotional intelligence, people skills and flexibility, attributes that have tradition ally been seen as more feminine qualities, will be particularly highly valued’ in the future â€" one of the results of a study predicting the values of future leaders. On the contrary, in some countries a man and a woman cannot even shake hands. A woman’s significance will be underestimated even if she is the only decision maker in the room.The first thing to be cautious of is personal space. Most pregnant women do not like being touched or asked too many questions, but the more restrained the culture is, the more that behavior would become unacceptable and offensive. Next comes the attitude towards working. In Mexico for example, a mom would be encouraged to take time off work and attend to her needs for rest, food cravings and to take care of her body â€" take long walks to keep herself healthy. In the States, generally pregnancy is a respected feat, as long as the mother-to-be is not too demanding of help or exceptions. Leaving work to take care of her children would be frown ed upon â€" she would be considered to settle for less.HOW TO CREATE AND PRESERVE CULTURAL AWARENESS IN THE WORKPLACEHigher cultural awareness leads to better productivity, more highly appreciated company culture, attracting and retaining top talent regardless of background, and higher employee job satisfaction.Having a comprehensive, no-nonsense diversity and cultural awareness policy is a must. It will save you money, efforts and, in some cases, even legal trouble.Cultural awareness and cultural diversity policiesDirectionYour policy must have two main branches. Cultural awareness towards customers and partners and cultural awareness towards employees.The first branch would aim to educate your employees for cultural differences so that they atone their communication efforts, expectations and forecasts when dealing with international providers, partners and customers.Coming off as more educated, accepting and respectful will improve relationships, your company’s image and, most i mportantly, results.The second branch would aim for employment diversity in your teams, a culture of support and acceptance. It will include the measures you will take towards the specific diversity of the people you work with and want to work with.Clarity in communicationAdopt a way of speaking in your company that would eliminate the risk of any misunderstandings because of non-native language, non-verbal communications, nuances or assumptions.Teach your employees to use simple language when talking business. However, do not stop at how-to-say-it. Continue with what-to-say.Business communication must be stripped off of all assumptions and ambiguities. For example, every time a task or a project is described or delegated it must contain all possible criteria and only the criteria that will make it a success. The budget, the scope, the time, etc.SensitivityWhen dealing with foreign markets research is key. Make sure you introduce specific requirements and guidelines for how, when an d how long this research should occur for. Provide resources. The minimum is time and money. Introduce follow-up mechanisms to ensure research has taken place.Sensitivity inside the company should be encouraged via trainings, discussions, and organized themed events. Create a diverse team who will be in charge to organize regular trainings and casual events. Make sure you screen new employees for the traits for cultural sensitivity and train new hires.Last but not least, introduce guidelines for best practices on the one hand â€" cooperation between colleagues, participation in events, etc; and on the other â€" red lines that must not be crossed.Self-awarenessDo not stop at educating your employees about the differences you find with other cultures. Tell them what other cultures find peculiar about yours.It is sometimes difficult to discover that actions and traditions you perceive as normal are perceived as strange by others. But it helps the ultimate goal of better understanding a nd more productive communication.FlexibilityEncourage flexibility. Each company has a code of conduct. Assure your employees breaking the code is acceptable if it would make your partners, providers or customers more comfortable in your partnership.For example, you may have the practice to organize informal meetings. Your employees feel more comfortable discussing business matters over dinner instead of in the conference room. There are countries in which that would be unacceptable and offensive. It will be taken as a sign you are not taking them seriously.Teach your employees sensitivity toward unwillingness and the sense of compromise. Ask them to watch out for non-verbal cues when someone is uncomfortable.Give them the power to take out-of-the-box decisions and when it is a good time to break the rules. Work with examples â€" your business history would definitely be the best source to illustrate the possible benefit from such a brave management policy.Diversity Make sure you int roduce rules for diversity â€" strive towards equality of gender, race, ethnicity, and sexual orientation. Your team should look like a representative sample of your community.Your diversity efforts must not and cannot only affect the representation only on lower levels in your organization. Representation must be diverse in management, too.Diversity in representation must be accompanied with equality in compensation. The remuneration best be equal between men and women, between races and ethnicities of employees taking the same position.Achieving a truly diverse workplace is the best way to ensure you work in a culturally rich and aware environment.ReinforcementIf your policies would stand any chance of being taken seriously, you must introduce a form of reinforcement.Your employees must be aware that it is unacceptable to bully, judge or make in any way uncomfortable people who are different.Lay out the consequences. Start simple. Make the measures easy to follow through with. Mak e the penalties proportionate to the crime.Do not stop at negative reinforcement. Introduce mechanisms to encourage cooperation and sensitivity. Bonuses, titles or benefits would do. Make recognition of those efforts a regular occurrence.CONCLUSIONAwareness of cultural differences does not come naturally. What comes naturally is the culture you know from your own family, your own country and the companies where you build your career. That is what you consider normal.Sensitivity must be taught, accepted, and preserved. It requires time, effort and an open mind.Working with people from all over the world, with different backgrounds, religious beliefs, codes of conduct, tradition, rituals and convictions is becoming the new normal.And with that maybe one day cultural awareness will be just common sense.But for now, it is a way to get ahead.