Why is cross cultural communication a
cultural communication is one of the key aspects in a nowadays business. Due to
globalization, companies hire the employees with a different cultural
background and businesses are globally connected across cultures and countries.
Dealing with employees and customers from different cultures are the part of
successful business in these days. Lack of knowledge in intercultural
communication might lead to misunderstanding between employees and clients even
if they speak the same language. Ability
to communicate cross culture might put a negotiator in advantage position
comparing to its competitors. Moreover, companies need to provide trainings on
cross cultural communication for their employees for more efficient organizational
performance inside and outside the business. But the focus shouldn’t be on
trainings, it is more important to use individual differences and uniqueness to
create opportunities and innovations. As
cross cultural communication in a global environment have ability to influence
directly for business internal and external success, it is clear that nowadays
it is a business issue.
Why is CCC an ethics issue? How would an understanding of
ethics assist a professional to communicate effectively with people from other
cultural communication is not just a business issue, it is also might be an
ethical issue. Ethics is about living together within same environment together
harmoniously. Main ethical issues in cross cultural communication are being
sustainable, not causing harm and to be fair regarding all cultures and
genders. In multicultural workplace leaders and managers should consider not
only about equality of all employees, they need to be just regarding to
situation and background of workers. Even if members of company speak same
language there can be misunderstanding and misinterpretation inside workplace.
Understanding cultural background is important point for international
business. Leaders should consider different working style, language barriers, power
distance prevalent and workers expectation in a workplace. Knowledge about
non-verbal code system of cultures and emphasizing individuals’ cultural
variation is extremely important for effective communication between colleges
in a workplace.
What do you think the author meant by “Recent economic
challenges further highlight the need for organizations to develop the internal
communication capacity necessary to control and monitor external threats’?
culture communication is never simple, particularly when employees are not
aware with the receiver of the material. Managerial frontrunners that need to
communicate cross-culturally with employees should use the following steps:
Make sure that workers understand their role within the
Develop a clear and summarizing prospect for how the institute
will achieve its task
Be open to spend time for communication
Communication is always two-side process, listening before
speak is important.
face confusion not just because of mistakes in the usage of expression and lack
of words in communication, but because of poor cultural knowledge in a region
they are operating. Company managers must
evaluate the growth and development of their competitors and be aware of the
costumers needs (Najafbagy and Reza, 2009).
Explain why ‘cultural proficiency doesn’t mean memorizing every
cultural nuance of every market; it’s knowing when to listen, when to ask for
help, and when—finally—to speak’
proficiency is mostly intercultural connection, in addition to verbal and
nonverbal correspondence. Memorizing every cultural nuances and norms is not an
efficient way to communicate with other, as every individual is unique and
there can be significant differences between two peoples of the same culture.
Memorizing cultural norms and relating people between same cultures is nearly
border to stereotyping. Person who receives information first of all need to
listen carefully for the opponent, after ask questions related to theme or
highlight points that are not clear. “Mindfulness
and dialogue can cause a clearer picture of social and cultural variety.
Gratefulness and understanding of social variety implies not simply enduring
contrasts among people or gatherings, but rather supporting and sustaining them
(Smith and Miller, 2002).”
The author argues that ‘Focus should be placed on using
individual differences’. Why do you think this approach might be more effective
than ‘promoting cultural adaptation’?
As every person is a unique and have its own view to deal
with tasks, promoting cultural adaptation it is not as efficient as using
individual differences. However employees should take to account that
organization they are functioning have its own rules, philosophy of the
business and observes. In a multinational company managers are the primary link
accountable for the saddling the ideas of workers from different cultural
background to make a development and innovations. Gathering together employees
with a different view point to the task might lead for the conflict,
nonetheless, it is not always a negative point. The major trial for managers is
to use these conflicts as an advantage or benefit for the company. According to
Gehani and Gehani (2007), conflicts are essentially consequences of ordinary
differences that happen while cooperating between individuals with a different
view point and backgrounds. Different thoughts and mix of view to the same
issue will lead for innovations, new products and services. “Conflict between
diverse groups of people can be used to drive the growth of their
organizations” (Gehani and Gehani, 2007). In a workplace which has no place for
conflict to flash debates, there are no innovations or growth.
Explain why ‘Companies that are successful in communicating
cross-culturally have a competitive advantage’ (Genevieve, 2007).
In a global
environment one of the key challenges is being able to communicate efficiently
within an organisation. There is chance to be misunderstood even if
shareholders speaks same language to communicate, it might be due to
differences in ethnic and cultural background. Misinterpretation may lead to
poor structural performance. Effort to deliberately enhance cross cultural
communication is a guarantee for competitive advantage in a globalized market.
As organizations and people are globally connected, ability to communicate
cross-cultural is gaining increasingly importance. It gives ability for
businesses to be understood, explain and effectively run their services and
products in abroad markets. Organizations that are effective to communicate cross
culturally have a rival advantage since they can contribute additional time and
assets to directing business and less time on both external and internal communication
challenges (Padhi, 2016). Communication that is based on cultural empathetic is
more suitable to avoid errors and misunderstanding caused by personal preconception
and prenotions (Pahdi, 2016).
Compare and contrast the communication styles of your home
country and Australia. How do they differ? Are there similarities?
Communications styles in Australia and Uzbekistan are
differ in few points. Australian people are more open for discussion; ideas are
expressed in a direct way, managers’ highlights all tasks employees should do
and rely on the employees for their proficiency. Communications with manager
about task problems or difficulties are part of workplace here. On the other
hand, in Uzbekistan people do not go straight to the point; all gestures, body
language and intonation plays a big role in understanding and communicating
each other. Giving gifts for business partner in Uzbekistan is a good sign of
cooperation. Management in a workplace
is more authoritative and communication with employees is more in a formal way.
Less influential members of society or organization in Uzbekistan accept that
power is distributed unfairly. These features make me understand that
Australian people belong to group of low context culture, while Uzbekistan is a
country of high context culture. Moreover Australian people are Individualists’
and considered as a Masculine society, where people wanting to be the best.
While in Uzbekistan society is Collectivists and Feminine which is more caring
and is based on building relationships. The unique similarity between
Australian and Uzbekistan culture is uncertainty avoidance. Society is not usually takes control of
future uncertainty issues, people prefer to just wait and see what is going to
Give an example of how one of the differences that you have
identified might lead to misunderstanding. How could this have a negative
effect on business?
cultural nuances exist in gender role, etiquette, in formal and casual content.
As English language is no frill and very factual, there can be a number of
misunderstanding between Uzbek and Australian persons. For example, in Uzbek
language we would never speak and address to elder person in a same way you
talk to peers or those younger ones. It considers very rude regarding to your
interlocutor. Also there are a lot of formatives for speaking to other gender.
The sentence with the same message you need to construct in a different way
when you speaking with male and female, you can even understand the gender of
speaker by the terms and expression used. Even casual blunders can range from
unprofessional to impolite and offensive.
that I highlighted for me and can negatively affect business communication is
about giving a gift. In Uzbekistan it is common that business partners or
managers exchange gifts after or before some deal, this symbolises that person
appreciate the deal or thankful for the other side for cooperation. While
giving a gift for your manager or business partner in Australia might seem as
bribery. A person who knows about gifts of business partners might see it as
trying to get advantage from deal or simply practice of corruption from both
sides. This can lead for misunderstanding at the workplace where person with
Uzbek background trying to show respect and appreciation for Australian person.
It can lead for the worst consequences for both sides, as taking part at court or
simply loosing position at the workplace.