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L'apprentissage organisationnel de la compétence interculturelle

Author

Listed:
  • Anne Bartel-Radic

    (IREGE - Institut de Recherche en Gestion et en Economie - USMB [Université de Savoie] [Université de Chambéry] - Université Savoie Mont Blanc)

  • Robert Paturel

    (ERMMES - Laboratoire d'Etudes et de Recherche Méditerranéennes en Management des Entreprises - UTLN - Université de Toulon)

Abstract

Quels sont les processus par lesquels une organisation acquiert une compétence interculturelle (apprend à comprendre et à s'adapter à la spécificité des situations interculturelles auxquelles elle est confrontée dans ses activités internationales) ? Une démarche inductive basée sur sept mini-cas et une étude de cas approfondie montre que l'acquisition d'une compétence interculturelle organisationnelle passe par la diversité culturelle interne à l'organisation, et ce à travers deux processus distincts. Si la diversité est ancrée dans une structure polycentrique, la compétence relationnelle des équipes locales sur leur marché confère à l'organisation dans son ensemble une compétence interculturelle. La mise en place de cette structure correspond à un apprentissage organisationnel en simple boucle. Si les groupes culturels dans l'organisation sont en interaction, la diversité culturelle permet la réalisation d'apprentissages interculturels par les membres de l'organisation. Ce processus correspond à un apprentissage organisationnel en double boucle, car les valeurs et les représentations des salariés de l'entreprise ont été modifiés.

Suggested Citation

  • Anne Bartel-Radic & Robert Paturel, 2006. "L'apprentissage organisationnel de la compétence interculturelle," Post-Print hal-03566048, HAL.
    • Handle: RePEc:hal:journl:hal-03566048
    Note: View the original document on HAL open archive server: https://hal.univ-grenoble-alpes.fr/hal-03566048
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