Which cultural approach is less likely to trust the abilities of local training?

The ethnocentric approach is characterized by a belief in the superiority of one's own culture, usually the culture of the headquarters of the organization. In this approach, management tends to hold the view that the practices, processes, and training methods from their home country are superior and more effective than those that may be available locally in the host country. Therefore, individuals involved in organizations employing an ethnocentric approach may exhibit skepticism towards local training programs, as they may not fully trust their relevance, effectiveness, or the capabilities of local trainers. This can lead to a reliance on expatriates or home-country training methods rather than integrating fully with local practices.

In contrast, the geocentric approach seeks to find the best methods and practices from around the globe, recognizing the worth of both home and local cultural contributions. The polycentric approach, on the other hand, tends to localize practices and management styles, thus displaying greater trust in local training methods. The communal approach is less relevant in this context, as it emphasizes shared values and collective effort rather than a specific stance on training capabilities.