Effects of Training Method and Learning Style on Cross-Cultural Training Outcomes

The effects of traning method and learning style on cross-cultural training outcomes were examined. MBA students (N = 123) completed a learning style inventory and were randomly assigned to receive either didactic or experiential training. In the didactic training condition, cross-cultural concepts and issues were presented through lectures, discussions, and video clips. In the experiential training condition, participants role played a cross-cultural simulation game. Results indicated that cross-cultural attitude and trainee reaction were more positive when the training method matched trainees ’ learning styles than when it did not. This effect was mediated by perceived control. Implications of the findings and suggestions for future research are discussed. Given the continuing trend toward globalization, there is a growing need for managers with cross-cultural understanding. A lack of such an understanding among managers can result in increased time to get a job done, increased travel time and costs, decreased revenues, poor work relationships, and lost opportunities (Goodman, 1994). A significant challenge for business schools is to improve cross-cultural understanding among students through cross-cultural training programs. In the workplace, cross-cultural training can provide managers o