Communication is my enemy. I was born Deaf and struggled to have effective communication with hearing people. American Sign Language is my primary language so, English is my second language. It is not easy to communicate with someone who doesn’t know Deaf or different cultures. “When the receiver understands what the sender means, successful communication has occured.” (Abramson & Moran, 2018). 

 

Communication is effective if the receiver understands what the senders are saying. “There is no “one-size-fits-all” approach to communication, nor is there a “typical” deaf person.” (Communicating With Deaf Individuals, 2019). There is no perfect way to communicate with a Deaf person or someone who speaks a different language. There are many ways to effectively communicate with a Deaf person, write and pen, gestures, texting, technology, and American Sign Language interpreter if available. 

 

“Effective visual communication relies on a user-friendly setting.” (Communicating With Deaf Individuals, 2019). Therefore, the best effective communication in the background is to have fewer people around. Also, as for a hearing person, it is essential to have a proper appearance like neutral color clothes, nails, hair, etc. So, Deaf people won’t be distracted by noise background. For example, when I had my road test to get my ’driver’s license, I requested an American Sign Language interpreter. Unfortunately, they didn’t provide one but referred me to a location where one of the workers is fluent in sign language. Unfortunately, she wasn’t fluent or certified to be an interpreter, she had long and neon nails, so there were distractions during the test. “For instance, if we are being even mildly egocentric when encoding our message to someone who isn’t fluent in the language we are communicating in, the risk for misinterpretation is multiplied because that person already has some trouble with general message interpretation simply because that person is not as familiar with a language different than their original one.” (Challenges of Communication in a Global Context, 2021). 

 

Again, communication is my enemy, but it is essential for my future career as a therapist. It would be easy if you were open-minded and effort to communicate with someone in a different language or culture. It would be great if you know more than one language and understand other cultures, but please don’t be afraid to tell the truth, if you’re not fluent in their language. It will be appreciated if you’re honest. 

 

References: 

Abramson, N. R., & Moran, R. T. (2018). Managing Cultural Differences: Global Leadership for the 21st Century (10th ed.). Routledge.

 

Challenges of Communication in a Global Context. (2021). Penn State. https://psu.instructure.com/courses/2146712/modules/items/32847668

 

Communicating With Deaf Individuals. (2019). National Deaf Center. https://www.nationaldeafcenter.org/sites/default/files/Communicating%20with%20Deaf%20Individuals.pdf

 

Defining Communication. (2021). Penn State. https://psu.instructure.com/courses/2146712/modules/items/32847666

 

“At its most basic level, communication is about the exchange of information between individuals” (PSU, 2021, p.1, para 2). This exchange of information in the workplace can come in a variety of forms. This includes verbal which can be written or oral, as well as non-verbal which would include gestures, facial expressions, body language etc. (PSU, 2020). “For our purposes, we will define communication as interpersonal acts that exchange meaning and information” (PSU, 2021, p. 1, para 2).

The process of communication is fairly basic idea, essentially you have a message, and it is conveyed by the sender, and interpreted by the receiver. This process is understood as encoding and decoding. With the sender being the encoder, and the receiver being the decoder. This process is extremely important because the message can easily be misunderstood because of noise and bias (PSU, 2021, p. 2, para 2). This noise is critical because it can consist of a variety elements that can distort the message. They can be a multitude of factors such as values, beliefs, vocabulary, interests, goals, mood etc. (PSU, 2020). With these factors in mind, a person can begin to understand how and why it is essential to be clear and concise when attempting to send messages.

When we communicate we are trying to create a shared reality. A situation where the encoder and decoder are able to understand a message, and have created a mutual understanding (PSU, 2020). Unfortunately this is not always easily done. More often than not egocentrism plays a huge role, in a lack of understanding during the communication process. Egocentrism is basically “an inability to take on other people’s perspective” (PSU, 2021, p. 3, para 1). Because of this messages are too often muddled, and not easily understood. And generally can create scenarios where colleagues are not able to understand each other, which leads to breakdowns in communication, and at times animosity within the workplace.

A recent example of the importance of communication, and how it relates to the workplace was on full display at my place of employment. I work in sales, but am more involved in the overall process because I am a department lead. Typically our sales people turn in a job, and then are hands off as it relates to the rest of the process. In my position since I oversee the sales team, I follow the process as it relates to scheduling, execution, report submittal, and then billing.

Last week when my colleagues were in the scheduling aspect of the process, I witnessed firsthand how important communication is at relates to the workplace. A colleague of mine sent an e-mail (verbal- written) to another colleague asking for her to update the the tracker with the correct scheduling contact. The tracker is simply a database where we house contact info, manpower for the job, cost etc. She stated that the scheduling contact was incorrect, and asked for it to be updated because she got an earful from the person she tried to contact. At the basic level a relatively harmless e-mail, just trying to get an update.

Unfortunately because of a lack of shared reality and bias, the person who received the message (decoder) responded in a negative fashion, and the entire communication process had a breakdown. My colleague who was the receiver was defensive, and responded in a manner that was inappropriate. What she perceived was a slight, was truly nothing more than a question. Her response was snarky, and even involved bringing the sales person into the issue as well. This highlights the importance of how you address someone in e-mail, the tone that can be perceived, and how this can hurt a team’s camaraderie, and a person’s feelings. Unfortunately a few more e-mails were sent back and forth before I got involved in the process. This transpired on Friday towards the back half of the day, and for my part led to me having to sit down with both of my colleagues, and discuss what happened.

Today my morning will be spent on follow up between my colleagues, and trying to continue to soothe a situation that got out of hand rather quickly. What started once again as a harmless question, turned into an employee getting defensive and escalating the situation from there. This example without boring everyone and getting into more details, highlights the importance of communication, and it’s importance in the workplace. What one person may perceive as harmless, another person may perceive as a slight towards them. In my opinion this ties directly back to egocentrism, and how it relates to taking on other’s perspective!

References

The Pennsylvania State University, (2020). Lesson 2: Communications in Organizations. Retrieved from https://psu.instructure.com/courses/2085495/pages/l02-overview?module_item_id=29870127

The Pennsylvania State University, (2021). Lesson 3: Diversity. Retrieved from https://psu.instructure.com/courses/2146712/modules/items/32847665

We experience a lack of women leadership in the workplace or filling those roles that are traditionally filled by males only. This issue is described as the Glass Ceiling and according to the book titled, Managing Cultural Differences by authors, Neil Abramson and Robert Moran, “The “glass ceiling” refers to barriers to reaching the upper echelons of organizations. These barriers to the advancement of women and minorities are often very subtle.” (Abramson & Moran, 2018, p. 165) Not only do I believe that a woman is unable to break these old mindsets and stereotypes, but organizations fail to meet and assist a working mother with the right work life balance and parental leave that is needed to become successful in the workplace. The U.S. work life balance is not viewed or handled the same as other international countries.

Some policies and labor laws are set in place that leave European workers with more of a work life balance compared to the U.S. but according to author Abramson et. al., “Most companies have put into place specific programs to assist in breaking down barriers impeding a woman’s progression. Many include a combination of flexible work arrangements, mentoring, women’s support groups, and leadership development.” (Abramson & Moran, 2018, p. 166) I am going to compare the work-life balance and policies in Sweden compared to the United States. After viewing the examples, you will clearly be able to see how work life family balance is stronger in other European countries.

The Author of the article, Ariel Kramer lived in Sweden for 5 years and explains her 5 ways that Americans have it all wrong about work-life balance. (Kramer, 2019)

1. Sweden mandates generous parental leave for all parents, regardless of gender

Sweden’s parental leave will continue to change to meet today’s needs, as parents are able to take more than 480 hours and transfer time to each other as needed. Compared to the United States, parental leave is only 480 days, and the entire time is unpaid, unless they’re able to use their own sick or personal time. In addition, parental leave is mostly only an option for mothers. This is a burden for many parents as they are unable to afford unpaid time off, so many will just quit or not take advantage of this benefit.

2. Everyone Gets a minimum of five weeks of paid vacation.

In the United States, many employers rarely provide two weeks of vacation or even sick time to employees. It’s highly rare that a part-time worker is given benefit eligible incentives as vacation, sick or health insurance. Without this generous benefit, it creates such a burden for working families to care for their newborn, childcare or family needs and give the employee the time to recharge and rest.

3. Sweden doesn’t penalize you for getting sick for long periods of time

The United States, many employers don’t provide the generous benefit of sick time or enough sick time days, so many employees will go to work sick because they are in fear of losing their jobs or losing money. Many mothers must take time off for different needs and especially when they have children. In the U.S., without flexible time off is the reason many mothers find themselves leaving the workplace and not appeared as career driven.

4. You even get paid time off when your kids are sick

In the United States, this benefit is compared to the FMLA leave that you can care for a child or an immediate family member. This benefit is unpaid, so many parents will send their child sick to school in fear of losing pay or their job. This benefit in the U.S., would really help a woman to care for their families and stay productive and committed to their organization.

5. There are more boundaries between work and free time than in the U.S.

The United States is part of the world’s most competitive economy, so many employees in the United States are working without work life balance flexibilities, so they don’t have the culture of meeting those boundaries of work and free time. Most Americans fear of losing their job or lack of advancement if they don’t meet each job demands at any time.

Is clear to see that the U.S. is driven by old policies and mindsets and competitive nature in the workplace compared to other international countries. According to author, Abramson et. al., “In the US, for example, there is still a lingering believe that it is the woman’s responsibility to take care of children. Separating work and family into two different domains tends to be found in current Western thinking, and it supports a popular myth that women can choose on or the other, but having both is extremely difficult – when, in reality, women have almost always worked and had families, and only the context has shifted and changed over the years.” (Abramson & Moran, 2018, p. 163) In Sweden compared to the United States, they have a very progressive national policy toward children. They also have an extensive family leave that allows both parents to care for their baby without the financial burden and the respect of work life balance to ensure not only their children’s needs are met, but their own as well. Focusing on work life balance for not only a woman thought, but for both parents and changing their policies, they will be able to recognize a more positive work life engagement to their organization, that will ensure that they are committed and promote the company both professionally and personally. We can clearly see that Sweden promotes work life balance and family care is important to them compared to the U.S. The U.S. is failing to update their policies by helping to assist different woman’s needs by creating a healthy work life balance. These changes will promote workplace motivation by enhancing their mission and values.

 

References:

Abramson, N. R., & Moran, R. T. (2018). Managing Cultural Differences. Global Leadership for the 21st Century. New York: Routledge.

Kramer, A. (2019, August 26). I lived in Sweden for 5 years. Here are 5 things Americans get wrong about work-life balance. Retrieved from Business Insider: https://www.businessinsider.com/sweden-us-work-life-balance-differences-2019-8

 

 

 

 

When we mentally picture the term “communication” our own biases may have us simply envisioning two or more people talking, which is simply just one form of communication. However, when we look at the description of communication, we come to understand that it encompasses many forms but is analogous to the technical details of Email. Whereas a person (sender) sends an encoded message and another person(s) (receiver) receives the message and decodes it into plain text. In more simplistic terms an “idea” is generated by one person, shaped into a message, and sent by the person to another person, who then receives the message, interprets it, and then generates their own idea.” (PSU WC, 2021)

 

Communication errors are common even if communication itself feels like an easy thing to do. In my own organization we are multicultural across several time zones so communication can come with complications. In this way I believe some organizational communication issues that I’ve experienced in the workplace are an interesting combination of egocentrism and differences in culture. Egocentrism is described as the “inability to take on other’s perspectives”. (PSU WC, 2021) This inability can be exacerbated by differing cultural views that are outside of the internal organizational structure. This is why it is increasingly important to have a diverse workforce so that we can exchange those cultural social cues that may impact communication and work to resolve them.

 

Another communication error experienced on my own day to day is the use of jargon or words that mean specific things to a specific set of things to a specific set of people. The use of unfamiliar acronyms or jargon to those outside of my organization can become incredibly confusing especially (which is often) if those acronyms or jargon is used to mean something else entirely in other organizations within  my company. This means that the decoder of the message sent can easily misinterpret the message. “Too much of this can make content or messaging incomprehensible.” (Duncan, 2017)

 

In order to reduce these communication errors in my day to day, I try to always hold space for multiple perspectives. This is important as a Product Manager because my entire job relies on me communicating regularly to several different teams. I also shy away from jargon or acronyms in speech or written communication because it allows me to have to explain myself less. Keeping things as clear and concise as possible helps me to send a message that has a higher probability of the receiver being able to decode that message properly.

 

References :

 

OLEAD 410, Lesson 04: Global CommunicationErrors in Communication. (n.d.). Retrieved from https://psu.instructure.com/courses/2146712/modules/items/32847667

 

Duncan, C. (n.d.). 8 common Workplace communication mistakes. Retrieved from https://www.alert-software.com/blog/8-common-workplace-communication-mistakes

OLEAD 410: Lesson 04: Global CommunicationDefining Communication. (n.d.). Retrieved September 20, 2021, from https://psu.instructure.com/courses/2146712/modules/items/32847666

 

As we learned from lesson 3, diversity is a huge part of the professional setting. This includes diversity in a number of different facets including race, age, gender, heritage, and more. In a professional setting, having an inclusive and diverse workplace is the key to overall success. Having different sets of opinions is really what we look for when it comes to innovation and new ideas in general. When building a team or joining a group you certainly want to be aware of both the surface-level diversity (essentially demographics and easily distinguishable traits) and the deep-level diversity (core beliefs, attitudes, etc).

Looking back at one of my most recent work experiences at the summer camp as a mid-level manager (2 steps up from the bottom and 3 steps down from the top), the diversity of my leadership team played a major part in our overall success throughout the summer. Most of our surface-level distinguishers were pretty much the same, we were all early 20’s white students that mostly came from the same background but we all had different life experiences when it came to school, family, friends, and more. Our core belief systems were inherently different and this is what helped us work so well together and allowed the summer to run extremely smooth.

Having the ability to add differing opinions to a group setting is not something that should ever be overlooked. Too often, corporations are stuck in a rut of stale ideas and it usually stems from a lack of diversity within the team. Looking back at another one of my former jobs in the game development industry as a community manager, the one primary development team I worked with got stuck about 6 months into the project because everyone on the team (3 members) were burnt out and had very similar life experiences, beliefs, and just overall outlooks on life. These three folks all grew up together and had known each other for multiple years. We decided to bring another member on the team as sort of a project manager. Compared to the other team members, this person was from an entirely different location, a different phase of life, and gave the project a breath of fresh air.

But diversity is not only important for new ideas. Having a good, diverse leadership team shows your employees that effort is being made to be inclusive. Strongly pushing job applications for the LGBTQ+ community is one of the main things I have seen nowadays with one company I follow proudly touting that over 80% of their staff is part of the queer community and I personally think that this is a great push. Lots of changes are happening in a number of industries and a lot of it is revolving around diversity and inclusivity. This is a wonderful move towards a more welcoming and better overall working environment for everyone.

 

 

Penn State University World Campus. OLEAD 410: Leadership in a Global Context. Lesson 3: Diversity. Retrieved from: https://psu.instructure.com/courses/2146712/modules/items/32847666 

Overcoming challenges in communication requires many tools such as empathy, active listening, and cultural awareness to name a few, but consistently missing from lists about communication is effort. Without effort focused on the goal of empathy, a person cannot pierce deeply enough into the experiences and emotions of the target of their communication to successfully leverage anything to be gained from it. Without effort, someone amazing at active listening will still flag eventually and cease to demonstrate an overt interest in the target of their communication. Without effort, cultural awareness or the search for pertinent cultural information will stop at surface-level insights one could simply gain from a cheap guidebook. It can be exhausting, but few things in life offer more immediate results from concerted effort than successful communication with another person, despite its difficulty to appreciate.

For an example from my own experience, my time in Iraq immediately comes to mind. The culture clash between US Soldiers and Iraqi citizens was always at the forefront of our minds in our encounters with Iraqis, and was an oft-discussed subject between us Soldiers following any significant interaction between us and the Iraqis. Iraqis were commonly very jovial, gracious hosts, with little regard for American concepts of “personal space”, firm handshakes, and “getting down to the point”. In my early days in Iraq, I could not find a way to perceive this in a comprehensive manner and so it was simply an assault on my sensibilities and what I would later realize, a source of stress as my brain tried to decipher this wildly different cultural interaction equation. Add to this the language barrier and having to pipe all our communications through an interpreter, who may or may not have been translating our nuance correctly in any given conversation, and it was a uniquely frustrating period of time. However, once I came to terms with the concepts of their culture and its priorities, and recognizing, as Abramson and Moran (2018) state, that “Cordiality is at the core of this culture” (p. 377), it increased the gains of our encounters many times over. Instead of the first things out of our mouths being direct questions about the intelligence we sought, we allowed the natural flow of the encounters to proceed through the “hospitality phases”, as we named them. Drawn out greetings were no longer unnecessary delays before getting to the crux of the visit, but were a necessary preamble and also a good opportunity to get a feel for the mood of those we were meeting with and the chief concerns that they had about their neighborhoods, or muhallahs. The prerequisite serving and drinking of chai was no longer a distraction but the chance to tease out more personal updates from the people we met, family news (both ours and theirs), and the sharing of new pictures from home. All of this led to a better understanding of each other, and that understanding added the much-needed spice of nonverbal cues and emphasis to the translator’s messages as they passed them back and forth, and an intrinsic desire from both parties to better understand a message when miscommunications occurred. None of this would have been possible though if we had taken the easy road and refused to try and understand each other despite the very different features of our unique cultures. It took an effort to overcome the discomfort of these initial encounters and our own biases, and a disregard of our instinctive dislike of the position it put us in but was ultimately enormously worthwhile.

Alternately, when one looks at culturally identical parties that ignore the threats posed by bland communication mediums such as email and text, coupled with a lack of critical appraisal of changing situations, despite the difficulties that they offer, you can see similar problems arising in communication. To this point, I offer the scenario of a growing organization with multiple mid and senior-level personnel changeovers as the growth takes place. This organization suffers from long-standing disagreements and bad blood between the existing departments, which is complicated by the geographically diverse locations of its workforce. As new leadership steps into some of these positions with troubled pasts, using email and text as its primary means of communication with those other departments with negative assessments of those positions, they might be confused by the lack of teamwork and support they receive from these other departments. Add to this the email medium by which the bulk of their communications takes place, and the misunderstandings between the parties only grow greater.  Now at this point, they have a choice: presume foul play and commit to a defensive, or worse, offensive means by which to overcome pushback they detect throughout the organization as they try to accomplish their mission, which is technically understandable, but philosophically lazy, or commit a greater effort to deduce the why that might surround the other department’s hostility. “If one isn’t able to take on another perspective, it is difficult to see what they want or need, but also to shape a message that they understand” (Pennsylvania State University, 2021). It would take effort, effort that no one would actually ask them to put forth, for these leaders to reach out to these other departments via other mediums such as video teleconferences or the tried and true personal visit to begin breaking down these barriers. This effort though is the only way to re-establish a solid foundation on which to move forward. By rebuilding this foundation, which may be as simple as clarifying a past email, or as significant as a sincere commitment to the greater good of the organization and a dismissal of the wrongs of the past, these departments can then start seeing eye to eye again and operate with the understanding that the old hostility and rivalry is gone.

All this said, the effort I speak of here can be as dramatic as the situations I detail above, but it can also simply be the effort it takes a normally introverted person to add more eye contact and verbal feedback to a conversation with a co-worker. These efforts, big and small can pay dividends to any relationship, but more often than not we take the easy way out and blame the situation or the other party. The worst part is, in what I feel like is 90% of these situations we know that no one would blame us for not making the effort, because it would be outside the norm, despite the potential gains to be made. This makes it even easier to ignore the potential of making this effort because there would be no concrete blame on us if the worst did happen. It is up to us to recognize our ability to do so much more in attempting to successfully communicate with each other, even if we don’t stand to lose anything by not taking the chance, the reward is absolutely worth the risk.

 

References

Pennsylvania State University. (2021). Lesson 02: Introduction to Leadership in a Global Context. Differences within versus the differences between. https://psu.instructure.com/courses/2146712/modules/items/32847646

Abramson, N., Moran, R., (2018). Managing Cultural Differences. 10th edition. Routledge. New York, NY.

All throughout my time at Penn State no other topic has been covered more than communication. The lesson defined communication as the exchange of information between individuals. That information is then used to make decisions that will affect the present and the future of the people involved. The basic process of communication is rather simple, an idea is generated by one person, shaped into a message, and sent by the person to another person, who then receives the message, interprets it, and then generates their own idea. (PSU WC, 2021)

 

There are several errors in communication that can occur. These errors are often referred to as noise or biases. Some errors in communication include the sender possibly not being able to encode enough meaning into the idea being sent. Another source of error might be that the channel is broken. An example of this is faulty technology. Egocentrism can also occur and is defined as the inability to take on other people’s perspectives to help interpret their message’s meaning. (PSU WC, 2021)

 

Different organizations will be formed of individuals from different backgrounds and with different experiences. As global competition increases, it is becoming necessary for organizations to establish strong intercultural relationships with a culturally diverse set of employees, interorganizational partners as well as customers. (Harvey & Griffith, 2002) Being able to grow the skills to strongly communicate with different individuals and in different cultural settings can be incredibly beneficial. Effective communication fosters trust with others. Your ability to listen attentively and embrace different points of view helps others trust that you are making optimal decisions for everyone. Furthermore, the ability to communicate effectively plays a large role in resolving conflict and preventing potential conflict from arising. Affective communication also provides clarity and direction, with affective communication you can deliver clear expectations and objectives for everyone. Improved communication also promotes team building. The individuals involved will be better able to rely on each other. (Training, 2019)

 

Effective communication is a huge part of my job. My position deals with assisting about 5,000 clients through many different channels. The things I have learned at Penn State have better prepared me for this and have truly grown my communication skills. It is my responsibility to relay information to clients from all over the United States, from different time zones, and from different cultures. I have already experienced what strong communication can do and how much better working with others is if you are able to develop those skills. Being able to effectively communicate information to my clients has not only made the job easier but also more enjoyable. Although I work remotely, and don’t get to interact with the other employees in person, the skills I have developed have made communication virtually better too. When communication is effective, it leave everyone satisfied and less room for error.

 

References:

 

Harvey, M. G., & Griffith, D. A. (2002). Developing effective intercultural relationships: The Importance of Communication Strategies. Thunderbird International Business Review, 44(4), 455–476. https://doi.org/10.1002/tie.10029

 

Penn State University World Campus. OLEAD 410: Leadership in a Global Context. Lesson 4: Global Communication. Retrieved from: https://psu.instructure.com/courses/2146712/modules/items/32847666

 

Penn State University World Campus. OLEAD/LER 464: Communication Skills for Leaders in Groups and Organizations. Lesson 1: Leadership and Communication. Retrieved from: https://psu.instructure.com/courses/2147159/modules/items/32843591

 

Training, C. L. I. M. B. P. D. and. (2019, July 9). The 7 benefits of effective communication in personal and professional settings. The 7 Benefits of Effective Communication in Personal and Professional Settings. Retrieved from https://climb.pcc.edu/blog/the-7-benefits-of-effective-communication-in-personal-and-professional-settings.

Introduction
Communication is a complex activity that is a constant factor in our daily activities. Dr. Rios (n.d., para. 9), states, “at its most basic level, communication is about the exchange of information between individuals”. As a linear activity, communication begins with a sender encoding – or forming a message, and then communicating the message. Next, a receiver interprets the received communication – or what is called decoding. After the receiver decodes the message, the receiver then becomes the sender to provide feedback. While this high-level explanation seems fairly straightforward, one factor that impacts communication, and information processing is personality.

Extroversion and Introversion
To elaborate, the Jungian Model of Personality is one reference point to further explain how personality and communication are correlated. Abramson and Moran (2018, p. 61) state, ‘the Jungian model of personality types is an information-processing model based on three bipolar scales”. The model first classifies two-character attitudes including introversion and extroversion. Abramson and Moran (2018, p. 61) describe extroversion as being “oriented outward”, and introversion as being “oriented inward”. While individuals are typically dominant in one area, the latter becoming an auxiliary personality, it is crucial effective communicators can function in both extroversion and introversion categories.

To illustrate, at one point or another, we have been labeled or labeled ourselves as an introvert or extrovert. I will be the first to raise my hand and say I am a proud…not so loud…introvert. Although, when I tell others this, they are sometimes taken aback and respond with you are so outgoing and communicate well. When others see my extroverted communication skills when working on a team or large project – they are seeing my auxiliary personality.

Perceivers and Judgers
Diving deeper into personality, another layer Jung identifies is how individuals gather and evaluate information within two functions. Abramson and Moran (2018, p. 62) state “relevant information needed to be perceived, and then its value needed to be assessed before useful communication (extraverted) or problem-solving (introverted) could be initiated”. Within this concept, Jung then identified two categories including perceivers and judgers. Perceivers and judgers then break off into two functions including perceivers as sensing and iNtuiting; and judgers functions as thinking and feeling.

At this point, the Jungian Model of Personality results in eight personality types. This becomes imperative for business leaders to understand and recognize. The Jungian Model of Personality has been used to identify the character of a nation. For example, I often work one on one with a Sales Manager from Germany. It is important to recognize that it is likely we are both within the Te Personality. We will both view communications as impersonal and likely analytical. What I may need to put more effort into is making sure I understand his space preferences, time preferences, and body language to avoid communication errors.

Final Thoughts
Communication may be simple to define at a surface level. However, in a globally diverse business world, we must recognize and understand communications vary from nation to nation. One way to better communicate nationally is to understand the national character of others. To avoid pitfalls, it is also imperative to know that the national character we have identified through concepts such as the Jungian Model of Personality should not become the stereotype on which we rely. We should use that as a starting point and as we gather and engage with others correct course where needed.

Citations
Abramson, N. R., & Moran, R. T. (2018). Managing Cultural Differences Global Leadership for the 21st Century (10th ed.). Routledge.
The Pennsylvania State University. (2021). Leadership in the Global Context: OLEAD 410 [Online course lesson]. Retrieved from: https://courses.worldcampus.psu.edu/canvas/fa21/22181–16619/content/03_lesson/printlesson.html

It can be easier to communicate with someone from the same background, but what happens when those you are trying to communicate with are from a different culture?  What if you are communicating in writing vs. in person? I am learning the various ways culture shifts our perceptions of ourselves and others and how to communicate with those cultural differences more effectively. “During the imprint stage, an individual’s learning of good and bad from their caregivers would be highly influenced by culture, as the caregivers are part of the culture. That is how culture persists over time. During the modeling period, culture is transmitted from other influential adults who are from another generation. And in the socialization period, ideas from the current culture are passed along.” (PSU 2021) These stages that we go through help shape us into who we are, but we can make changes and we are constantly learning how to grow in society. “if a value gets reinforced through behavior then it persists. If the behavior doesn’t match up with the value, then the cultural value shifts to something new.” (PSU 2021)

If we are exposed to new ideas and cultures we are more atp to usurp some of that understanding and become more open to those ideas which previously we had no experience.  “Worldmindedness” – a global awareness of other cultures and people (in many ways, the opposite of hate and fear)- is a trait that can be taught, just like a language. (Moran & Abramson pg 13) Being accepting of others and their differences is also valuable in the workplace. “Senior managers are trying to ensure that those reporting to them understand the company’s strategic plan, and are effectively organizing their assigned resources to achieve their assigned productivity goals.  All of these kinds of goals require that the receiver not only understand what the sender is trying to communicate, but also, from the sender’s point -of-view; that the receiver is moved to actions intended by the sender.”(Moran & Abramson pg 42)

Learning to avoid egocentrism and personal bias and being open to new experiences is a way to combat conflict. “At its basic level egocentrism is an inability to take on other people’s perspectives. If one isn’t able to take on another perspective, it is difficult to see what they want or need, but also to shape a message that they understand.”(PSU 2021) This helps when trying to communicate with those who may not have the same cultural orientation.“These errors can be exacerbated because of language and cultural differences, as they reduce the efficiency of communication.”(PSU 2021)

Being able to communicate your organization’s values effectively is an important skill.  Learning about the various culture, language, history, and social influences is important especially if you are part of a global community.  “Scholars have also noted that the strategic focus of human resource systems is more effective when aligned with the organization’s mission, purposes, values, and structure.” (Becker and Gerhart, 1996; Becker and Huselid, 2006; Huselid and Becker, 1997).  Being able to communicate those goals will help you work cohesively and with less misunderstandings.  

Resources

Moran, R. T., Abramson, N. R., & Moran, S. V. (2014). Managing Cultural Differences (10th ed.). Oxford: Routledge. ISBN: 9781138223684 ives, 1980: 242–50

Becker, B. E. and M. A. Huselid: 2006, ‘Strategic Human Resource Management: Where do we go from Here?’, Journal of Management 32(6), 898–925.

Huselid, M. A. and B. E. Becker: 1997, The Impact of High Performance Work Systems, Implementation Effectiveness, and Alignment with Strategy on Shareholder Wealth. Academy of Management Proceedings

Pennsylvania State University. (2021). OLEAD 410. Lessons 1 – 4