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How do boundary-spanning organizations use their choices for leadership positions? How could hybrid organizations and leaders improve the effectiveness of those organizations in order to increase the chances of success for their business organizations in East Asia? How can we observe the best practices that could guide foreign managers to adjust in host business environment in East Asia? To answer these questions, the author presents a theoretical framework and investigates the preferences and networkability in the corporate, market and living environment of expatriated managers in China and Japan.

Paper from former director of children's services highlights lack of progress in developing leadership skills of black, Asian and minority ethnic professionals, and provides tools to help create culturally competent organisations

Dependency attorneys who represent children in child abuse and neglect proceedings engage in cross‐cultural lawyering. Beyond the inevitable cultural differences between lawyer and child client in terms of education, development, and age, there are often differences in race, sexual orientation, language, neighborhood of residence, and countless other cultural dimensions. Cultural differences can lead to miscommunications and misunderstandings between attorney and client, which in turn hurt the quality of representation. Increasing the cultural competence of an attorney can improve the attorney's ability to work effectively with children from different cultures. Unfortunately, very few states currently require cultural competence training for attorneys who represent children. This article calls for making cultural competence training mandatory for all dependency attorneys to improve the quality of representation for children involved in the dependency system.

For HR directors, corporate trainers, college administrators, diversity trainers and study abroad educators, this book provides a cutting-edge framework and an innovative collection of ready-to-use tools and activities to help build cultural competence-from the basics of understanding core concepts of culture to the complex work of negotiating identity and resolving cultural differences. Building Cultural Competence presents the latest work in the intercultural field and provides step-by-step instructions for how to effectively work with the new models, frameworks, and exercises for building learners' cultural competence. Featuring fresh activities and tools from experienced coaches, trainers, and facilitators from around the globe, this collection of over 50 easy-to-use activities and models has been used successfully worldwide in settings that range from Fortune 500 corporations to the World Bank, non-profits, and universities. Learn updates on classic models like the DIE (Description, Interpretation, Evaluation) framework and the U-Curve model of adjustment. Engage in new exercises to help build intercultural competence, using the practical step-by-step guidance on how to effectively facilitate these activities. Stay relevant and have positive impact with clients, organizations, and students with these well-organized, easy-to-implement, and high impact collection of frameworks, models, and activities. The new, research-based models work for developing cultural competence in any environment, and for designing effective cultural competence courses. Education abroad administrators will be able to use these activities in their pre- departure orientations for students going abroad. Corporate human resource professionals will find these activities invaluable in cultural competence building programs.