Cross culture communication

Setting the stage The easy is a critical examination of my account about cross-cultural communication. Globalization is thought of as various mechanisms or processes that aim at creating and consolidating a unified world in terms of economy and culture characterized by a complex link of information sharing that is world wide (Adler Gundersen, 2008).Advertising We will write a custom essay sample on Cross culture communication specifically for you for only $16.05 $11/page Learn More According to Tayeb, 1994 culture has been thought as the way things are done within a given setting and refers to norms, beliefs, values and attitudes which play a part in determining how individuals or a group in an organization behaves. Culture include such factors as the relationship between the organization and its customers, suppliers, type and level of collaborative decision making, the pace and steps followed in making decisions, level of controls and formality, risk t olerance, rewarding performance to mention but a few (Ohame, 1990) People are travelling across the globe more than ever in history. For that matter, one’s next-door neighbour is more likely to be from a different cultural background. Similarly, ones next business trip can be anywhere from Kenya to Finland. Sharing information across cultures usually starts with a basic comprehension that one size does not fit all. However, the issue of cultural difference hinders effective communication between and among individuals from distinct cultural backgrounds. Cultural differences have seen to it that a number of business deals have hit a snag since communication impeded with differences in cultures. A number of communication challenges in the UAE include language barrier; it is worth noting that the region is Islamic dealing with partners from the west is a times challenging. However, majority of the organization have strived to incorporate English. On the same note, meetings may or may not start at the exact time this might make westerners uncomfortable. The behavioural constraint such as non-verbal communication, personal distance as well as the manner with which individual express themselves verbally has proved to be a communication challenge since there is bound to be misinterpretations.Advertising Looking for essay on communication strategies? Let's see if we can help you! Get your first paper with 15% OFF Learn More In the United Arabs Emirates culture, personal space should be maintained between the two genders even in business meeting, while for other cultures it may consider not important. Men stand closer to women it could be unacceptable concept in this country. On the other hand, Handshaking is the best way for greeting in the business meeting. In the UAE being from an Arabic background, women do not shake hands. Additionally, the manner with which we dress might look unofficial to people in the western countries. I consider majority of the region’s business organization to have a culture of high-context in which we use less explicit and more indirect language (Moran, Harris Moran, 2009). In my work place and in most of the business deals we heavily rely on body language, the manner with which we greet, seat as well as interpersonal relationship (Heather Kylie, 2007). Case description Being a woman with a strong Asian background, I felt uneasy in my first business meeting with our American partners. The negotiation took place in the UAE. One of the first challenges I noted was that time was of essences to Americans. To them business is business but in the UAE business talks takes more of a social setting in which entertainment plays an important role. I felt it was a ssign of disrespect to the way we tackled the issue of time as most of them openly expressed their displeasure. I was unable to effectively communicate since the men were dominating the meeting. I was embarrassed by the manner with which ou r partners expressed their emotions. Being from an Eastern culture, I exhibited high-context verbal communication while the American counterparts exhibited low context verbal communication accompanied by ‘strange’ expression of emotions. The Americans wanted a deeper explanation of every word said, this made me feel that the Americans are not taking the responsibility in keeping up their knowledge base and remain plugged into informal network. To me it looked childish to give in-depth information about an ‘obvious’ point.Advertising We will write a custom essay sample on Cross culture communication specifically for you for only $16.05 $11/page Learn More I was taken aback by the way in which the Americans exhibited their anger, frustration, fear and feeling. For instance one of the members yelled ‘damn, that is fucking good’ this surprised me and I took it as lack of respect. Another area of concern especially havi ng in mind that I come from an Islamic nation and that am a woman, is the association or behaviour constraint. I found it strange when the Americans wanted to shake my hands; as if this was not enough it was evident that they could not mind a hug. However, based on my religious culture, I feel embarrassed in the meeting as several men extended their hands to me; I was forced to apologize to them that I couldn’t shake their hands. I saw expression of surprises from their faces while some took it personal and could not associate with me in a friendly manner. There was an instance that my views were harshly commented on and this left me feeling less confident of myself. As this was my first meeting, all the American business partners were looking directly in my eyes when I was talking; when people maintain eye contact with me especially men makes me feel embarrassed. I expected members in the meeting to identify with and work well in groups, which protect them in exchange for lo yalty and compliance. This was not the case with our partners; they seemed to be individualist in ideas that made me conclude that the business deal we were trying to strike would hit a snag. Based on my understanding personal space opts to be maintained especially between the two sexes even in business settings. However, during the meeting with our American counterparts, I was left without words when during the meeting and breaks some sat or stood too close to me and were even trying to pat my shoulders when we were talking. This made me feel uneasy and concluded that these men do not have respect for women. Similarly I was astonished with the manner with which I was being addressed after the meeting. I was not shown the ‘respect’ I deserved as some of the American members just passed me. On the same note, those who came close to me talked in a very informal manner which showed no distinction in power.Advertising Looking for essay on communication strategies? Let's see if we can help you! Get your first paper with 15% OFF Learn More Based on Hall’s theory of cross cultural communication, I was amazed with the manner with which the American were very much concerned with following laid down procedures are rules during negotiation. This did not give me the environment I am used to where business meeting entails some informal aspect. Similarly, I always believed that the words of a manager were unquestionable and thus were final. I felt agitated when my views were severally put into question. Lessons learnt One important lesson learnt is that we all have distinct cultures that we hold dear to us which might impede communication across cultures. Similarly it is important that communication goals be absolutely linked to companies’ objectives as well as strategies this will help in effective communication. On the same note being aware of ones culture is not enough; one needs to be aware of the others culture tied not only to communication. This is with the understanding that different cultures have envir onments that function in a different way from ours (Tayeb, 1994). Although being fully Knowledgeable about different cultural practices and worldviews can be challenging, I have learn that striving to have some knowledge will help one to be able to effectively communicate with people from diverse cultural background. Similarly developing a positive cultural attitude is of essence as it will offer one an avenue to learn more about a given culture. Additionally, I have noted that when I treat people in a respectful manner they will always remember it just as they remember insults. This came into limelight when I politely told my American counterpart about shaking hands, and the personal distance between the genders. This usually goes an extra mile in cementing the relationship between partners as understanding is attained. Aside from our skin colour and audiences we all belong to one being, the American just like majority of us in the Eastern world care about our families, watch TVs a mong other similar things. Lastly, keeping things simple in business deals is key in striking a good deal (Ohame, 1990). It was from my experience with the Americans that I changed my notion of maintaining eye contact and letting the others from a different culture know my views in the most respectful manner. Solutions and recommendations A major solution to the problem faced in cross culture communication is to have a full understanding of one’s culture. This is then to be closely followed by an understanding of diverse cultures across the globe. This will help individuals to be in harmony with others when dealing with individuals from different cultural background. Since maintaining eye contact has proved an important part of communication, I will strive to ensure that I take the same positively. Another solution to this problem is to listen actively and talk less; this involves a close examination of both verbal and non-verbal communication. This will help in making me sen sitive to a wide range of behaviours in communication. Similarly, adopting an open mind to views of others will go an extra mile in making communication between different cultures more effective. Being able to acknowledge that there is no wrong or right culture; employees will be able to respect others’ culture. Similarly, personal efforts to gain culture awareness are paramount. With the advent of computers and presence of internet, an employee can learn about what American, German, French, among others like or dislike during communication. From the organizations’ point of view, there is need for it to have initiatives that will help employees learn about foreign cultures. One way to do this is to arrange meetings with prospect people teach workers about culture shock, support or offer employees sponsorship to learn in foreign countries among others. Conclusion From the review of cross-cultural communication, we will continue to see more interconnectedness hence conti nuous meeting of people from varied cultural background. There is no single culture that is wrong or right as the same plays role in shaping how individuals communicates. Those in the business world have only one solution, to learn the cultures of others so that they will be in harmony when they engage in negotiations. This must start by individuals being fully aware of their own cultures. Similarly, organizations have a bigger role to have in place initiatives to foster employees’ awareness of other cultures. This will enhance striking of business deals with ease hence a competitive advantage to an organization. References Adler, N. Gundersen, A. 2008. International dimensions of organizational behaviour (5th Ed.). Mason, OH: Thomson South-Western. Heather, J. Kylie, M. 2007. Communication across cultures: Mutual understanding in a global world. Oxford University: Oxford University Press. Moran, R., Harris, P. Moran, S. (2009). Managing global differences: Global leadersh ip strategies for the 21st Century. Oxford: Elsevier Press. Ohame, K. 1990. The borderless world, New York: Fontana. Tayeb, M. 1994. â€Å"Organizations and national culture: Methodology considered†. Organization Studies. 15(3) Pp. 429-446. This essay on Cross culture communication was written and submitted by user Ava Becker to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here. Cross Culture Communication

4 signs that your manager is the problemâ€not you

4 signs that your manager is the problem- not you Are you having problems at work? If so, you’re not alone, and it’s not something you should ignore. Most of us spend a significant portion of our lives at work- way too much time to be constantly unhappy or submerged in an uncomfortable environment. And the truth is, there’s a wide array of possible explanations for why you’re having issues- including many that aren’t really your fault, and might be a problem of poor management. Much like our family members, the vast majority of us don’t get to pick our bosses, which means that we’re often in the passenger seat regarding who we report to on a daily basis. In a perfect world, our managers would be great people and shining examples of professionalism, individuals whom we can aspire to emulate as we learn and grow on the job.Unfortunately, we don’t live in a perfect world, and most of us aren’t lucky enough to work with perfect managers. In fact, some of us find ourselves wo rking alongside problematic managers who really exert a negative energy and adversely impact the ability of others to do their jobs.Does this sound like the situation you’re in? If so- or if you’re finding yourself unhappy at work and are unsure if the problem lies with you or your manger- then keep a lookout for the following 4 signs that just might indicate that your manager is indeed the source of the problem.Everyone is having similar issuesAlthough your knee-jerk reaction to a less than ideal work environment might be that the problem lies in others and not you, you should take a step back and try to gain some perspective on the situation. If you think your manager might be the source of your problem at work, then listen to what others are saying. If you’re the only one who’s having a problem with your manager, then maybe the situation isn’t as black and white as you think, and you may benefit from taking a deeper look at your involvement and role (hopefully in an effort to make improvements). However, if others are also reporting problems (or show dismay at how your manager does business on a daily basis), it’s a good indication that they are the problem- not you.Productivity is downOne of the truly unfortunate side effects of having a problematic manager is that not only are they difficult to work with, but they also tend to negatively impact the workflow and productivity of the department or team they lead. This impact can be profound and quite apparent- everything from decreased efficiency and productivity to poor intradepartmental and interdepartmental communication and collaboration can result from the ill effects of an unchecked managerial bad seed. If your team or department is in chaos and productivity is down- and your manager simply refuses to right the ship or is unable to- then it’s pretty clear that there’s a problem.People are unhappyWhen a team reports to a problematic manager and the situation goes unchecked for too long without a course correction, the end result is often a sharp dip in morale alongside an uptick in stress and anxiety- not a recipe for employee happiness. And when employees are unhappy, it’s hard to imagine anything positive, productive, or innovative resulting. If the people who report to your manager are unhappy, then it doesn’t take an HR professional to deduce that there may be a problem at the top that needs to be addressed.People are leavingAn extreme result of employees being too unhappy for too long is that they tend to jump ship and seek out opportunities on different teams, in other departments- and at other companies. Are you noticing a trend of employees who report to your manager fleeing their positions in droves? If so, then it’s a classic red flag that there’s an unresolved problem with your manager that needs to be addressed.If you’re having a problem at work, the only path to improvement is t o first diagnose the problem, including from where- or who- the issue originates. Use the signs covered here to help you determine if the problem lies in your manager, so you can start the process of working towards a satisfying resolution for you and your career.