Motivating Employees from Other Cultures

Motivating Employees from Other CulturesMotivating Employees from Other CulturesMotivating Employees from Other CulturesDifferences in cultural values require extra skill when attempting to motivate changes in behavior. Managers need to accurately interpret the situation and design a strategy that fits an individuals values and needs. This process is fairly straightforward when working with people of similar backgrounds, but is much more difficult when attempting to understand and motivate employees whose values and backgrounds may be different from your own.The three steps listed below will help you design motivation strategies that are culturally aware and, therefore, useful in your efforts to maintain a harmonious and productive multicultural workplace. InterpretationsEffective behavior change begins with accurately interpreting why an individual is involved in undesired behavior. Understanding why a person behaves in a particular way makes it easier to modify that behavior. For e xample, it is common for managers to misinterpret the speaking of a foreign language in the workplace as a sign of laziness, rudeness and disrespect. In fact, fruchtwein often, using aelendher language is an effort to communicate a job-related message accurately, a sign of extreme stress or fatigue or an effort to speed up the communication process.You might be wondering, How can I possibly know enough about cultural differences to accurately interpret all the different behaviors I may encounter? The answer is simple Ask. Ask the employee why he is late for work or why he failed to get the job done on time. If you do so with respect, you gather valuable and accurate information that will help you motivate the change you desire.ExpectationsExplain your expectations in a way that can be understood by someone who was not raised in US culture. You would be surprised how often employers and managers fail to explain what they want and why they want it. Immigrant workers are rarely formall y instructed in the values of US culture and even less often in the desires of US management.Explaining what we want from others is not easy. Often, the most familiar procedures, policies and expectations are the most difficult to articulate. One example is the need for team members to voice their problems and complaints. A noncomplaining staff could be a hindrance, because you do not have the information you need to solve problems.Many immigrants have a great deal of respect for their managers and feel it is inappropriate or a sign of disloyalty to complain. Your employees will never know what is expected of them until you take the time to spell out that you need to know about problems to do your job well and that a good employee brings difficulties to the managers attention.Positive ReinforcementReinforce desired behavior. Most of the time, this is simple. Notice that workers are doing what you want and praise them for it. When it comes to motivation across cultural boundaries, ho wever, this step becomes a bit tricky.Behaviors such as expressing problems or admitting lack of understanding can be difficult to reinforce because there is the temptation to shoot the messenger. It is understandably difficult for managers to praise the worker who arrives bearing news of a missed deadline or a broken piece of equipment. Even though it isnt easy, try to distance yourself from the problem long enough to praise the staff member for keeping you informed and to encourage him to continue to do so.Another problem with reinforcement is the danger of taking certain behaviors for granted. US managers, for example, may not realize how difficult it is for non-English speakers to consistently speak English in the workplace and will, therefore, fail to compliment them on that effort. Try to be aware of behaviors that are easy for you but may be difficult for others. People are different, but they all respond to kind words and thoughtful praise.

Using Resume Buzzwords to Get an Interview

Using Resume Buzzwords to Get an InterviewUsing Resume Buzzwords to Get an InterviewTheres one thing we can guarantee a recruiter will notice in the time they take to review your resume. Not your resume header, or the length of your resume. Its not even your name or personal website. What recruiters notice no matter what when they look at your resume is simple language. mora specifically, your use of language.Recruiters are looking to see key competencies on your resume. The way you package these will influence both the recruiters perception of you as a worker (which inevitably will affect whether or not youre called for an interview) and how you fair in comparison to others. So how can you use buzzwords to your advantage? See below. Buzzwords to avoidEveryone optimises the buzzwords they include on their resume unfortunately, this has led to many words being misused and overused. More than 2,000 hiring managers indicated that overused buzzwords make them disengage with an applicant s resume. Looking at them, the reason behind their negative impact is clear theyre fluff, they have no actionable meaning. Examples of the worst-offenders include Best of breedGo-getterThink outside of the boxGo-to personResults-drivenDetail-orientedTeam playerBottom-lineHard workerStrategic thinkerThese descriptors are frivolous without evidence to back them up. And if you have the evidence, you probably dont need to say youre a gruppe player as the evidence should speak for itself.You might be a go-getter, but what does that mean for the business? What have you done that shows thats who you are? Merely describing oneself without any proof is the fastest way to leave a poor impression on your recruiter. Believe me, recruiters have said it time and time again be specific. Detail-oriented Weve all seen detail-oriented at some point in our career. Whether thats been in your career guidance textbook in school or on your resume in the past, its up there with the most common phrases incl uded on a resume. The logic is technically sound. Recruiters are looking for people who pay attention to the details, right?While youre not necessarily wrong, lets consider the old saying The proof is in the pudding.In this case, the proof of being detail-oriented should be apparent in your experience (your career pudding, shall we say). Rather than tell the hiring manager youre detail-oriented, show them thats what you are. When it comes down to comparing someone who evidenced this characteristic versus someone who merely stated it, the former will get you called for an interview. So, be detail-oriented and showcase work that reflects that.Tip Instead of describing yourself as detail-oriented, use mora impactful language. Youre attentive to business needs and have reflected this by reducing costs by X %, for example. In his program manager resume, Tobias describes pitching revolutionary health technology to the Clintons.Theres no need to state that hes detail-oriented in his resume in light of this. We clearly see hes meticulous in his work.Team player Without collaboration, businesses quickly become ineffective and fall short of their goals. Recruiters look for people who will add to the dynamic of their employee environment and mesh well with others work styles. While this is true, the hiring manager isnt looking for a team player. Lets start off with what impression being a team player leaves on the recruiter. Team players generally avoid confrontation, they concede when faced with any opposing opinion, they make sure everyone is happy (on the surface), and rarely disrupt the status quo. Does that sound like an employee youd like to hire? The reality is, team players are followers not growers. Recruiters are more interested in those that will make positive changes in their organisation. After all, if they needed nothing to change, there wouldnt need to be someone new hired. Again, the proof is in the pudding argument is relevant here too. Rather than descr ibe yourself as a team player, include examples of where you have worked well in a team. Perhaps you have experience working on a project team or something similar. This is where that experience will shine. In Aarons real estate resume, he describes collaborating with trustees to Gordon-Conwell Theological Seminary.With prior experience working on a team that went on to exceed goals as shown, there was no need for Aaron to describe himself as a team player. Not only is it evident to the recruiter, but they see how this trait can benefit their organisation.Hard Worker I dont think theres a company in the world that is looking for lazy workers. Describing yourself as a hard worker is up there with writing resume on your resume header or closing your resume with references upon request. Youre stating the obvious. Not only does this take up valuable space, its adding white noise. The recruiter hopes youre a hard worker thats a given. What they dont know, and what your resume should be showing them, is how youre a hard worker. What is your impact?On his account manager resume, Maximillian describes his work with AIESEC where he implemented a digital ausverkauf system that increased sales by 100% for the organisation.With this, recruiters at Amazon got to see his dedication to volunteering projects and their success. This easily translates into hard-worker without having to use those words directly. Alternative ways to use common buzzwords Sometimes, you may find yourself in a circumstance that you need to include a (common) buzzword on your resume. This is most likely to occur when applying to organisations that use ATS (automated tracking systems). Some organisations configure these systems to scan for buzzwords when compiling a list of applicants. The best strategy for this is to use buzzwords that are included in the job description and turn them into subsections on your resume. For example, Paula included being independent as one of her strengths as this was s omething potential employers were looking for on her ecommerce resume. Using action words on your resume Action words are used to describe your impact in previous roles. The typical action words people think of when putting their resume together are increased and decreased. While these are everyones bread-and-butter, there are alternatives you can choose from too. Alternatives to increased Augmented Boosted Improved Strengthened Doubled Widened (profit margins) Raised Cultivated (new sales) Alternatives to decreased Reduced Slashed Cut Shrunk Minimized Curbed Halved Using buzz and action words effectively Your buzzwords and action words should add value rather than be the value on your resume. Rather than throwing down flashy words in an attempt to titel up a lack of experience or some other shortcoming, buzzwords and action words should enhance what you already have. Buzzwords are most relevant in your personal summary whereas action words come into play when describing your previo us experience. Personal summary These are used to introduce who you are to an employer especially when making a career change or entering your first job. You can use the following formula to craft your personal summaryDescription of current status with an interest in Industry / Role youre applying to hoping to improve skills of hard soft skills. A personal attribute worker motivated by aspect of company culture.Buzzwords come in when describing your personal attribute. See a comparison of a well-used buzzword personal summary versus a poorly executed personal summary below.Effective use High-school student with an interest in computer applications hoping to improve my skill in Python, JavaScript, and A/B Testing. A dedicated worker motivated by independent work and personal freedom (with guidance) in tasks. Ineffective use High-school student with an interest in computer applications hoping to improve my skill in Python, JavaScript, and A/B Testing. A worker motivated by independe nt work and personal freedom (with guidance) in tasks. As seen in the above example, buzzwords are best when used to enhance your description rather than pad it out. Previous Experience Action words should be used to describe the manner in which you carried out your duties and to enhance the achievement youre mentioning. Its important to quantify your past-achievements in conjunction with your action words too. Previous experience without action words Involved in 5-person team responsible for quality assurance of sold products each day. Previous experience using action wordsSpearheaded a 5-person team involved in quality assurance of sold products each day. Using resume buzzwords and actions words on your resume Recruiters come across many of the same buzzwords on applicants resumes. Sticking to the norm in this case will likely cause them to disengage and overlook your resume for someone else. The best way to enhance your resume is to use buzzwords sparingly and match them to the j ob description when mentioned. Using action words, recruiters can get a better sense of your previous experience and you can show your initiative. To see how others have applied these tactics, check out successful resumes from people who have gotten hired at Spotify, Amazon, Verizon, and more. Dean OReilly Psychology student with keen interest in academic research. Currently exploring the world of absatzwirtschaft distribution and content creation with to help people get closer to the job of their dreams. Read more about my journey to on Fast Company or Gay Times.Leave a Reply Cancel replyYour email address will not be published. Required fields are marked *CommentName * Email * Website Subscribe now for moreSee more great content and inspiring examples of resumes done right each month. Subscribe Youre subscribed Latest posts See all posts by Eric D. Halsey The Resumes of Chernobyl by Eric D. Halsey 4 Ways Creativity Can Improve Your Resume by Katherine (Tori) L utzHow to Create a First Year Elementary School Teacher Resume

What Matters Most in a Job Offer

What Matters Most in a Job Offer What Matters Most in a Job Offer WHAT MATTERS MOST IN A JOB OFFER Aside from salary, workers cited the following as the most important factor when considering a job offer:* TOTAL GENDER MALE GENDER FEMALE AGE 18-34 AGE 35-54 AGE 55+ Vacation time/paid time off 26% 24% 27% 22% 27% 29% Corporate culture/work environment 24% 25% 23% 21% 23% 29% Career advancement potential 21% 24% 19% 30% 22% 10% Work-from-home options 11% 9% 12% 10% 12% 10% Professional development/training opportunities 9% 11% 8% 14% 8% 6% Other 9% 8% 10% 4% 8% 16%