It is crucial that global leaders are culturally aware and inclusive, but one thing that can pose a huge roadblock within a culturally diverse organization is communication. Intercultural communication is the process in which individuals from different cultural backgrounds come together to attempt to share meanings (Moran, 2014, pg. 40). Having clear communication between associates can be a challenge when you have members coming from all different types of cultural backgrounds, so being in tune with using effective communication, and avoiding errors in communication should be top priority. One of the errors/bias we touch on in lesson four is egocentrism. This is the inability to take on another person’s perspectives which makes it difficult to see what they need or want (PSU WC, 2021, L. 4, p. 3). Egocentrism is most likely to arise through email as you lose that face-to-face interaction, and are not able to pick up nonverbal cues. This leads to a lot of disconnect in understanding, so it is important to understand that on top of the overall complication of communicating in groups or across languages and cultures, we need to be self-aware to avoid egocentrism.
Along with being aware of other’s perspectives, one must also be in tune with the variables in the communication process that vary across cultures. Samor and Porter note several variables within the text of chapter two, and the ones I think that are important to touch on that really go hand in hand with the idea of possible roadblocks in intercultural communication include: social norms, and language skill. Social norms range over cultures as every culture is different in how they define rules or standards for evaluation of what behavior is considered appropriate and applicable in certain situations (Moran, 2014, pg. 42). For example, some cultures may use expressions of charity in order to become closer with their shareholders, where in other countries; this may be looked at as bribing and unacceptable. Being in tune with different social norms is one of many variables to take into account when avoiding communication error as it could pose a great deal of disagreement.
Language skill is clearly an obvious factor in the communication process, as when working with individuals from other cultures, are likely to have some language barriers. Moran suggests the idea of obtaining a competent interpreter in order to avoid this barrier and provide smoother communication. An interpreter allows for a better understanding of deliberations, accurate translation, and overall a smoother way to communicate with team members if you do not speak their language (Moran, 2014, pg. 42).
Along with being sensitive to values, norms, and attitudinal differences, Moran also suggests how vital it is to not be so focused on the differences; rather, look to and become familiar with cultural similarities in order to improve communications (Moran, 2014, pg. 55). Simply comparing and contrasting yourself with another culture poses the issue of neglecting similarities. Similarities such as personality dimensions and human dynamics are just a few examples in which we can look to similarities between cultures in order to allow for a smoother communication experience. Finding similarities between cultures allows us to form a potential connection with our counterpart who unfortunately may feel as though they are just a cultural stereotype, if we avoid building that cultural bridge.
Molinsky and Jang, do a great job of stressing the importance of finding similarities between cultures in their article “To Connect across Cultures, Find out what you have in Common”. (Molinsky and Jang, 2016). Here, they stress how mentally taxing it can be to strictly just focus on what is different between you and your counterpart, and if you focus less on this, and more so on what you have in common, it takes the stress out of the communication process (Molinsky and Jang, 2016). Whether simply sharing a hobby, musical taste, pictures on that person’s desk, etc. It is the little things that allow you to really create connections and build relationships despite your differences, and also avoid cultural mistakes.
Upon my research this week, I actually decided to look up some fun ways organizations can bridge this difficult gap between cultural differences and allow them to be more focused on getting to know each other and their similarities. Cross-team projects, or even a “no eating at your desk” rule, allow teammates to start communicating more and help them better understand that intercultural communication doesn’t have to be a roadblock, rather, an opportunity to get to know each other, and build a stronger means of communication. Although there are many challenges of communicating in a global context, I think it is important to understand errors that could arise in the communication process, but at the same time look to the opportunities of building this communication pathway between cultures.
References
Molinksy, A., & Jang, S. (2016). To Connect Across Cultures, Find Out What You Have in Common. Retrieved at https://hbr.org/2016/01/to-connect-across-cultures-find-out-what-you-have-in-common
Moran et al. (2014). Managing cultural differences. Abingdon, OX: Routledge.
Pennsylvania State University Work Campus. (2021). Lesson 4: Global communication. OLEAD410. Retrieved at https://psu.instructure.com/courses/2103357/modules/items/30942186
Hi,
You made a very crucial presentation that contains a lot of vital information. It is necessary to know how differences and similarities in culture can impact leadership, especially in a large organization. According to Tim Stobierski (November 12, 2019),‘’cross-communication is the process of recognizing both differences and similarities among cultural groups to effectively engage within a given context’’. We live in a world that is interconnected and sometimes depends on sharing of information. I think it is important for a member of an organization to recognize the fact that the people he or she is working with are not from the same cultural background, and for that matter, you might have differences in views or ways of handling issues. Until that is, realized, there is a probability of work conflict that might hinder organizational growth.
The benefit of cross-cultural communicating in an organization is that ideas and technical-know-how are shared, and organizational objectives are achieved. The ability of employees, customers, investors, etc. willingness to adjust allow for the exchange of information regardless of cultural values, norms, and behaviors that may vary between them. ‘’Developing strong cross-cultural communication skills is the first step in creating a successful work environment that brings out the best in all of an organization’s team members’’. An equal and conducive environment needs to be created to enable the coordination and participation of the members.
To improve cross-cultural communication, we have to embrace agility. If we are no able to adapt to the barrier to cross-cultural communication it might be detrimental to personal and organizational growth. ‘’when an organization becomes too set in its ways, it can halt improvements because they are not open to trying different ways of doing things’’ (Goodman). We have to be open-minded, and we have to avail ourselves for learning other cultures because it helps us understand and relate to others. All avenues need to be exploited in dealing with issues in a cross-cultural organization.
To reiterate your conclusion, it is very important because while there are some challenges associated with cross-cultural communication, we have the positive side too. If it is managed well can be very productive to the overall benefit of all. Great topic research.
Reference:
Tim Stobierski. (November 12, 2019). How to improve cross-cultural communication in the workplace. Retrieved on 11 February 2021 from https://www.northeastern.edu/graduate/blog/cross-cultural-communication/