1. HANDBOOK and BUSINESS CASES
Global Corporate
Volunteering
A strategic tool to involve companies and employees
in the fight against poverty
Co-funded by: Partners:

2. PART 2. GLOBAL CV IN PRACTICE
CHAPTER 2. Human Resources Management
LARS MAYDELL | EGON ZEHNDER INTERNATIONAL
Global Corporate
Volunteering
Lars Maydell -
-
-
-
-
-
ABSTRACT
-
that current business context demands from its leaders
LARS MAYDELL
Understanding international markets
means understanding different
cultures; managing a culturally diverse
team calls for emotional intelligence
and a finely tuned sensitivity to
differences.
Original text: German
209

3. GLOBAL CORPORATE VOLUNTEERING
Managers and Leaders
-
Against a backdrop of globalization, with many
markets integrating, executives are now expected
- to display a high degree of intercultural sensitivity
of companies face new rules and new demands on their
more extreme the assignment and the further
it takes volunteers from their everyday routine, -
the more likely these volunteers are to face -
experiences that challenge, and transform,
their patterns of behavior and their perceptions -
of their working environment.
they face the challenge of integrating often
unexpected and unconventional experiences
into their everyday working lives. Having to -
do this equips them much better to take on a -
increasingly interlinked business world
-
-
- -
-
- -
-
- -
-
-
-
-
-
210

4. PART 2. GLOBAL CV IN PRACTICE
CHAPTER 2. Human Resources Management
Global competency as a criterion for -
excellence
-
-
-
-
-
-
-
-
-
-
Individuals who have spent some time
confronting their social responsibilities,
- and who have been willing to engage in
unfamiliar experiences, take a different view
of entrepreneurial activity and are more
comfortable with change
these aspects is now the major criterion when it comes to
-
-
-
211

5. GLOBAL CORPORATE VOLUNTEERING
HOURS
MONDAY 02/01/2012 12:37:33
ww w.elmundo.es
intelligence
ility.
in empathy, flexibility and sociab role
91% are more aware of the
Managers who spend a few mon
ths
of enterprises in society and of the
75%
e a two -month per iod in development dards
hum anitaria n projects become mor Kenya and Cam- change their position on stan
the main projects such as social justice and
wea lth
responsible leaders. This is
- .
distribution
Thomas Maa k
-
Madagascar
Eritrea -
with
oundly -
poverty-related issues prof
all of the par ticipants in the
style
more empathet-
tolerant,
chang- ic, more respectf ul, more
parameters to observe the
ona l
ed in es in the persona l and professi learned
emotional intelligence and gain of their own prejudices and
to sus pend judgment
ntitative -
The researchers applied qua
and qua litative met hods to moni-
sses” -
tor all participants in the “Uly
CHA NGE IN ATT ITU DE
project,
-
leader-
for global and responsible
or
ship an increase in knowledge
changes in attitude wer e perceived
-
work
ticipants were involved in team
experiences and were challenged to
gained in knowledge
al situa-
- and awareness of the glob
social, -
- tion on
leaders
part icipation of 70 business
212

6. PART 2. GLOBAL CV IN PRACTICE
CHAPTER 2. Human Resources Management
The cornerstones of competency-based -
Corporate Volunteering programs eas will be better suited than others to helping the
-
-
- -
-
- -
- -
-
-
-
-
-
-
-
-
- -
sical to assign an expert outside his or her area
-
not about unfocussed commitment but about ena-
-
-
businesses assess the extent to which the selected
213

7. GLOBAL CORPORATE VOLUNTEERING
- Conclusion
-
There are enormous rewards for businesses willing to be-
- -
- -
-
-
-
A win-win partnership
-
-
-
-
-
214

8. PART 2. GLOBAL CV IN PRACTICE
CHAPTER 2. Human Resources Management
215