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5 transitions for 6-Stage Theory of “Turning Differences into Value”

There are 5 transitions between 6 stages.

【1】Adaptation of Cross-cultural employees
(from “Understanding” to “Trust”)

Cross-cultural employees learn the organization (company) systems and rules. They adapt to the workplace environment and processes of operation.

【2】Adaptability of line management
(from “Trust” to “Suggestions”)

As line managers and cross-cultural employees carry out work together, the necessary relationship of trust is developed. This leads to a relationship where they can make suggestions to each other through discussion and dialogue.

【3】Transference of knowledge
(from “Suggestions” to “Development”)

A relationship in which line managers and cross-cultural employees can make suggestions to each other through discussion and dialogue is developed throughout the company based on the personnel and in-house information system. This promotes the transfer of knowledge.

【4】Adaptability of system
(from “Development” to “Deepening”)

As transference of knowledge is facilitated by personnel and in-house system, the more it becomes adaptable. National origin becomes a non-issue from a company process point of view.

【5】Organization innovation
(from “Deepening” to “Enculturation”)

The workplace becomes more adaptable. A new organizational culture is developed when internal and external influences are handled appropriately. National origin becomes a non-issue from organization culture point of view.

The overview and characteristics of 6-Stage Theory of “Turning Differences into Value

※Cultures are patterns of thinking, feeling, and acting, which are collectively shared with people who are within the same social environment. There are layers of cultural level like national, regional, ethnic, religious, linguistic, gender, generation and social class. In Six-Stage Theory employees whose cultural levels are different from the organization are defined as “cross-cultural employees”.

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