Communication Skills in a Cross-Culturally Diverse Workplace - Research Paper Example

Communication skills in a cross culturally diverse worksplace. Introduction. Communication is core for the success of many businesses. The practice of communication has grown as globalization has set distinct world cultures. Growing economies have been forced to infuse the business culture of conventional powerhouse into their companies. The effects of cultural diversity on corporate communication have broad implications. Organization boardrooms and smaller companies can gain from acknowledging the necessities of different cultures to which they come across, David (2010). Languages are greatly influenced by the distinct global opinions of their native cultures. It means languages and gestures alone can have effects on people from various cultures. In today’s business environment employees ought to be cautious to make sure that their intended information are comprehended plainly. Forbidden topics of discussion, impartiality in political, spiritual and social topics vary across cultures thus creating a challenge for workmates to find a level ground when conversing. Not long ago it was a common practice for business practitioners to create their distinct communication methods in handling suppliers, customers and partners. However presently corporate mangers must take the initiative to learn the cultural differences among their organizations before trying to build a relationship with individuals from other nations. For example a Texan oil baron has to recognize that grabbing his Chinese suppliers arm in a solid grasp is a bad gesture however a slight smile and bow are the suitable mode of greeting. David (2010) notes that body language and verbal communication are more crucial today than before in handling global business because innocent mannerisms, handshakes, and posture can lead to conflict between employees from different cultures of business associates. When change is taking place in an organization communication is further more necessary to carry out that change efficiently. Yet one major issue for present businesses is that transformation is not always relayed effectively. Poor communication during business transformation is said to have a negative impact in the manner in which organizations operate Zaremba (2003). For instance poor communication can lead to opposition to transformation also act as wider harmful influence on business culture? The objective of this research paper is to examine effective transformation communication in the work environment. Regardless of the significance of communication to prosperous business change, how practitioners and experts visualize effective transformation communication has received limited literature focus. In addition since the communication process affects most aspects of transformation. These aspects vary from the idea that is passed to the communication practices linked with new positions; past efforts to deal with efficient change are likely to concentrate on some elements of communication. For instance transformational communication has been explained based on invasiveness upon business culture, themes, expectations and capability, how to handle transformation process and facet of the process. Others would dispute that efficient communication happens when employees successfully take up the proposed transformation change. Some would lean towards evaluating efficient transformation communication as the amount of preparedness employees feel based on change. Communication in a diverse work environment needs understanding how varied workforce populations recognize business communication, David (2010). Some view frequent memos and meetings as waste of time therefore might generally assume the message and the messenger. While others desire to be notified of any changes a company makes, if they perceive that clarity is missing from the message they start to feel unappreciated and undervalued. Communication in a diverse business environment is important in upholding employer employee rapport. The variety of culturally unique business managers has been joining gradually as globalization and westernization offer managers vast experience in various cultures. Literature review. Since the introduction of civil rights and gender equality in the late 60s, diversity was viewed as employee variations in terms of color, sex race, religion and national origin. Over the period of 50 years employee variations and employee aspects became part of the understanding and definition of diversity. From globalization of business and the rising diverse local work environment, cultural competency is certainly the most significant element for effective employee performance in the 21st century. Culture can be defined as the norms, traditions and values that influence the manner, in which a group of people interact, behave make judgments and perceive things Robson & Tourish (2005). Culture also controls a society’s view on time management which can affect everyday managing time and meeting deadlines. Cultural competency in general is the capacity of an individual to associate freely with people from across cultures. Unavoidable changes take place within the work environment everyday. Diversity in business is primarily due to two elements, first the ever growing population and second, globalization in business. Research indicates that rising diversity is a global development that goes beyond many countries. Global populations are increasing as a result of growing high birth rates among minority groups as well as rural urban migration effected within the workforce Robson & Tourish (2005). For instance the number of minority groups in the US is expected to grow by 20 percent in the new millennium. Presently every business small and large is faced with stiff competition locally and abroad as a result of globalization. Also companies are faced with the need to be cutthroat locally and internationally. In order to remain relevant, business ought to create new methods of operating, with caution towards the needs across cultures. They must fight for the best abilities and find means to tap the best talent of their employees. These employees are posted to different locations across the world as many businesses presently operate globally. Part of the increasing development is as a result of overdependence on virtual teams. Managing virtual teams has been facilitated due to innovation of information. Operating culturally diverse employees in current business is thus of immense significance. Diversity as explained by “virtually all ways in which people differ, not just the more obvious ones of gender, ethnicity and disability. This paper will examine one of the most vital aspects of diversity that must be tackled by organizations; communication skills that can be used for effectively in dealing with diverse employees. The research aims to explain the implications of effective communication skills and methods of approach in the business environment. Ruth (2000) observes that diversity is sometimes viewed as a problem however it is essential to note that cultural diversity can also offer competitive benefit to any organization operating in globalization period. It is a major challenge to modify communication techniques in a business environment of various communication inclinations. Nonetheless organizations should reflect on preparing their company’s communication in various ways to suit the needs of the employees. For instance they should give workers the choice of attending one on one meeting on the affairs of the company or registering for a broadcast of the business head message. Communication in a diverse business environment likewise, employers who aim at improving their communication approaches and improve the media applied should be supple in receiving information from their work force. Some workers view one on one meeting more practical while other employees are contented with simple email notifications, Seeley & Hargreaves (2003). Proper communication is described as the approach that evidently passes the intended information. Handling communication for diverse cultural employees requires knowledge of variations and flexibility in relaying and receiving messages. Companies operating in the 21st century are developing to include employees from different countries and cultures across the globe. It requires unique skills to relay information across the various cultures. An employers respect and courtesy will help create a great foundation for efficient communication. Individuals respond to respect and feel at ease when they are aware they command value. Respect enables them to be flexible and ready make enquiries whenever they don’t know something. By making employees feel contented, they become great listeners. Managers should avoid using intricate words that need to be looked up from the dictionary. Infuse messages with words that every employee identifies with. Also slow down when relaying information because there maybe foreign employees who have no quick grasp of the official language as there is no room for an interpreter. Make sure that words spoken are concise and clear, maintaining eye contact with the audience and explain plainly. Avoid using dual meaning or vague words. One of the major difficulties non-native speakers have with English language is often misinterpreting the meaning of dual words Zaremba (2003). Making everything simple with the audience is important, to enable better understanding. Avoid making long speeches that loose meaning. Pausing in between speeches enables the audience to grasps messages well by their feedback to your speech. Body language is also vital when communicating. Body language portrays your respect or non acceptance. Gestures are a form of unspoken communication. Do not use your hands while addressing an audience. This may be interpreted as intimidation; others may misinterpret your intention. Avoid humor, what is comical in one culture may be deduced as bad humor. While fun is a great monotony breaker it can fail when the cross cultural crowd misses the point in the humor. Whenever uncertain shun using comics when addressing employees from different cultures. Recommendations. Find out how the source culture best relays and receives messages. Business should take time in critically analyzing there workforce. Analysis enables managers to find the best means of relaying information. Various cultures like to receive messages and trust messages relayed from different channels in different means. People from across cultures under estimate communication that comes directly from organization heads. For example ignoring messages relayed by team heads or supervisors. Some employees feel uncomfortable being picked out for applause or praise in the presence of other employees; a normal way to applause employees in the US. For such employees, silent commendation in a private room is highly preferred. Business should invest in training global employees in time and regularly. Many of the challenges of cultural confusion can be avoided through timely and frequent training. It is very critical that incoming workers be guided in orientation gatherings and in continuing training what the business expectations are. Employees can be trained to the manner in which the organization handles itself. Several perceptions regarding conduct in the business place can be evaded by making sure the regulations are explained and followed even during interview sessions. Additionally it is vital to state without vagueness the policies and systems adhered to by the organization. Addressing this problem before hiring new recruits will avoid conflict between employer and employee. Tolerating some cultural nuisance is crucial, but managers ought to be careful not to unfavorably affect the existing culture by modifying what is appropriate or allowed behavior by employees. Set out training programs targeting the non foreign recruits. Training will ensure that employees not only recognize the organizations mission but the importance of diversity among workmates and customers as well. Training of non foreigners enables business to gauge the mindset and perception of the trainees. There exist major and minor cultural variations; businesses cannot operate efficiently without embracing and studying them. Managers need to be prepared on acculturation process and ought to recognize how they might influence recruits. Business administrators must comprehend that immigrant employees must undergoes phases of culture shock. They must know that culture shock is a genuine issue and understanding it will clearly help during communication. Employers can be flexible with leave periods and be ready to offer newly recruited foreigners local contacts. Consequently this will foster a good correlation with the employee. Also help reducing the pressure they undergo in the work place. Allocate counselors and look after their partners. Business managers ought to identify the significant part they play in assisting new recruits become key contributors no matter where they originate from. Except the problem is particularly important for foreign employees with various cultural beliefs. Business consultants recommend that organizations assign counselors in the company operation if possible a well honored employee from every department who can help in solving issues of integration. Second, if a partner is involved in the transfer in allowing feeling calm with the transformation. Companies should implement formal communication methods until a relationship is created with a group. Informal communication methods can be annoying to employees from various cultures especially after initial days of acquaintance. Managers are encouraged to apply courteous and official mode of communication until they have created a bond with the cross culture crowd. Summary. Cultural diversity is a reality in the present business environment. Business managers generally see diversity as a problem in the workforce. Cultural diversity has been influenced largely by the growing world populations. Migration of people from one continent to the other to search of work to improve their living standards. With many businesses expanding territories across borders they are forced to source for foreign nationals to manage their business. A culturally variant work force can be an advantage to a business operation if managed accordingly. Such advantages could be improving customer care, company’s growth, improving employee capability and overall business potential. These advantages can only be achieved through effective communication within the business work force. Managers ought to acknowledge the importance of communication in a culturally diverse work force. Doing prior research of cultural backgrounds of employees can help business managers understand better ways of communicating within the work environment. Also cross culture research enables business to come up with training and mentoring guidelines. The more frequent various cultures work, the more cultural capability training is significant to evading employer conflicts at work. References. David, I. (2010).The Impact of Cultural Diversity on Business Communication. Academy of Management Journal, 34. Robson, P., & Tourish, D. (2005). Managing Internal Communication: An organizational case Study. Corporate Communications: An International Journal, 10. Ruth, M. (2000). Communication & Diversity in the Workplace. Journal of Business Communication, 18. Seeley, M. E., & Hargreaves, G. N. (2003). Managing in the email office. Oxford: Butterworth Heinemann. Zaremba, A. J. (2003). Organizational communication: Foundations of Business and Management. Mason, OH: Thomson South-Western. Read More