Communication Across Cultures in Business

Introduction

The chosen topic for this report will solely focus on communication across cultures, which was part of skill development as a global manager. This peaks my personal interest because communication does not only focus on interaction with others of different cultures but also establish a deeper understanding of individuals in order to meet the same expectation, as well as to encourage employees to push themselves in order to reach the company’s goals. Aspects that embody communication bounds together essential approach to both human interaction and implication to appropriate behaviours in response to that form of interaction. Simply learning a language does not mean one’s ability to assimilate to another culture, it must also come from one’s behaviours towards acceptance of that culture. As Hofstede defines, culture encompasses how a group of people is distinguish themselves from another and affects how things are perceived (Hofstede 2004). In business perspective, a person’s knowledge in customs and etiquette of a culture can highly affect the outcome of important organisational decisions. Setting a goal in becoming an aspiring future global manager, it is vital to further develop intercultural communication skills to achieve effectiveness in an organisation. A leader in an organisation should be able to not only play a supportive role for the management to succeed in the competitive global business, but also to be able to communicate his or her strategies to the employees so that as a unit, they can achieve the same goals. For instance, Australia as one of the most multicultural countries in the world, has developed a culture for its residence with divergent cultural backgrounds so that they could assist the nation to achieve a better future. Apart from other factors, daily encounters with diverse group of people could influence one’s perspective of an individual in the working industry. Hence, I believe that a multicultural environment will change an individual’s perspective that will result in the awareness and importance of having a culturally diverse environment.

The following report will cover the extended definition of intercultural communication, conflicting ideas and discussion to the topic, and with the basis of my personal experience, on how this topic could complement my future a global manager in a multicultural environment.

Definition

Intercultural communication increasingly has become such an important aspect for many people in the multicultural society today. The modern-day businesses are becoming much more integrated with the world, where exchange of goods and services of one country to another helps the economy to grow. Cross cultural communication falls under the category of acquiring management skills, after one understand the challenges of a manager and the context it delivers to (Deng 2019). Fundamentals of great intercultural communication is the ability to gain understanding as well as having compassion for different cultures. Companies, nowadays, need to become more competent in proceeding within intercultural environment as it can benefit them in gaining international market exposure and greater profitability in the future (Pikhart 2014).  When discussing about the culture, one should consider about the socio-culture of the certain country or the employees of the company. As per theory, it is important to discuss about values and attitudes, religion, social structure, aesthetics and personal communication. With the increase influx of migration and mobility of businesses, language itself is not an only component, rather it helps a person to have better understanding of a country’s politics, economics, and etc (Sison 2017). Numbers of companies ventures to other countries in search of access of international market, however, not all may succeed due to lack of knowledge of socio-economic culture of the country. As an example, if a multinational company is planning to go build a project in Sri Lanka it is important to identify that Sri Lanka is modern cultural facts with traditional facts. In 2015, James Parker, who is the leading business man in Australia and the owner of Crown Casinos offered to invest 1 Billion USD in Sri Lanka but the deal was an unsuccessful because it was against the Buddhist values. (Doherty 2015). This had proven, that money itself could not accomplish given tasks, rather it upholds companies from expanding and gain profitability.

Rapid changes in many business industries plays major role in acquiring staff (and graduates) does not solemnly focus on competency in technical skills, it also focuses on communication skills for better delivery of business goals (Rourke et al. 2019). Companies tends to excel when employees have advantage skills that can be directed to improving quality of work as well as building strong management networks. Conducting thorough research on country may highly expand deeper knowledge on how everyday things are run, accessing potential new market. Part of cultural competence is to be able to observe, understand, and act appropriately in context of the culture that it may hinder from anyone getting offended.

Moreover, as a global business manager, it is important to consider about Hofstede’s Cultural Dimensions. One of the features of this dimension focuses on the idea of individualism and collectivism, where different societies sustain on interdependence. Masculinity, part of the dimension, implies the idea that society needs to be more competitive (Hofstede Insights, 2019). Conveying messages to consumers to choose certain products and (or) services dependant on the cultural values that people can relate to on their daily lives (Laufer 2010). Advertisements can be perceived differently from various cultures; thus, it is appropriate to understand how to present marketable products with appropriate manner towards that culture. That can be seen in US and Russian marketing style, where utilisation of image can have different perception due to the how popular the brand is as well as the popular media culture (Mikhailitchenko 2009). Hofstede’s Cultural Dimensions also highlights the point of power distance, where it discusses the inequality in power (hierarchy) distribution. Power distance is defined as the extent to which the less powerful members of institutions and organization within a country expect and accept that power is distributed unequally (Hofstede Insights 2019). This can be observed from situations where intercultural negotiations occur, as individuals or group of people from different cultures tends to clash subsequently ignoring the outcome of emotions from the hierarchal emphasis (Liu et al 2016). In some Asian countries, where negotiations had to be done only directors and manage, indicating that there is distance between management and workers. These are some of type of indicators that set guide for differences in approaching communications across cultures for managers to establish confidence in business operations.

Conflict in literature in relation to topic

Multinational corporations will continue to face different challenges that prevents them from fully procuring advantage at the global market. Miscommunication are often one of the leading factors that create series of problems, which simply could disrupt an intercultural relationship. English, where it is often used as a standardised language across the globe, may still be difficult to be perceived for those who have a different primary language. Thus, it is easy to create a cultural stereotype because lacking in cultural awareness and knowledge, consequently, may result in disruption in intercultural relationships. Although verbal language across culture is important, one should consider all aspects of that culture which include nonverbal communication such as gestures, personal space, tone, and etc (Chang, 2015). In the case of multinational corporations, where English was used as the main language, may hinder non-native speakers who have high technical skill but seen as unqualified due to the language barrier (Wang et al. 2018). One of the greatest assets of a well- endowed organisation lies on the productivity of both managers and employees. If satisfactory level of a workplace is not met, it is difficult to motivate employees in pursuing them to procuring maximum input. Additionally, it can lead them to work insufficiently, stealing, and postponing completion of tasks which disrupts businesses to proceed forward (Jiang et al. 2016).  Discouraged employees will never be able to be fully committed to their work, causing dysfunctional work environment and unfinished tasks. Potential business deals may end up disrupted due to lack of cultural sensitivity, harming the reputation of an organisation in long term. Local firms, at times, failed to acknowledge the strength of establishment of multinational corporations is that they succeed in acquiring both home market and cultural competence (Rupidara & Darby 2016).

Moreover, as a global manager, customs and business etiquette need to be considered. First impression of a manager is the most important fact that need to be considered during meetings and greetings. This continues to be a conflict, especially dealing with a more intricate culture where it can affect with the relationship of the business. As an example, if you are in Japan it is important to greet them first by bending 45-degree angle showing them the respect. Japanese put a lot of emphasis on politeness, their actions are governed by concept of honouring others through both their language and gestures (Dunn 2011). Moreover, in countries like Sri Lanka and India, it is important to say Äyubovan or Namaste as a term of welcome (Deng 2019). Another conflict that deals with intercultural communication is the appropriate topics that are discussed during meetings. With the right motivation to approach someone with rich cultural heritage, there is a good chance that you are gaining impeccable trust between each other.

Why Topic Important to me if I want to Pursue a career as manager across cultures

Collectively, a great manager would always look for a way to not only develop him or herself but also the wellbeing of the team. As a manager, I feel obligated to pass necessary skills for others to follow in becoming a successful individual both in and outside of work. Essence of every reputable organisations should be precepted not because of their global establishments but rather on the strong quality of its leaders. Provision of to workers is necessary so that they have the same perspective as other employees have in a work place. Comprehensive analysis on organisational situation might be the greatest impact in finding a viable solution for long term success of the business. Being able to speak two different languages and living abroad from Indonesia have taught me deeper understanding in applying solutions to different organisational situations. Work culture in different countries varies from one another, where adjustments are necessary to better connect with the people around. Well executed firm strategies would not be successful without good communication skills amongst board of directors, managers, and employees. Creating a good impression of the organisation is another advantageous component especially when dealing with potential clients and partners. Whether the job entails in different sectors, people should be able to understand the same level of literacy to be able to make decisions and avoid misunderstanding (Patel 2015). Exchange of information have become so critical that a single mistake might disorganise the business process.

In Indonesia, it is common to work with people of different religions and cultural appropriation needs to take effect whether that is in form of work activities or dress code. When working with a person who is Muslim, I must acknowledge most of the Islamic people pray 5 times a day and this will include at least 3 times during the work hour.  Presenting a business card is one of the important starts to cultivating relationship with different types of organisations. In some countries, managers tend to present business cards after shake hand with one another and accepting it with politeness by reading it before keeping it in the card holder. In pursuing career as manager across culture, one should always be aware of situations involving religious practice so that others can pay the same amount of respect as individuals. Equality is achieved through collaborative participation in cultural awareness, to welcome diversity and reach organisational vision.

What I learned about topic and how will I use that knowledge in future

This topic helps me to further analyse what style of communication I can use to better strategically negotiate with others of different cultural background. Business practices and culture don’t generally work as an inseparable unit, that is the reason it is of most extreme significance that businesses reach out to other countries to establish presence. To work as a global manager, we should also come to understand intercultural communication to address unequal access to economic, political, and other opportunities involved. Experience with working across culture is another important component, simply because by learning theories itself is not enough without facing challenges or problems that arise. As a non-native English speaker, my experience studying at a culturally diverse universities helped me to grow as a person and expand my point of view as a global citizen. Whether that involves working in group projects or taken an international study tours, these opportunities unconsciously changed point of view towards variety of cultures. For come cultures, your position or wealth status in another country might be significant or insignificant for some culture. My personal experience with working people across culture in Indonesia have also taught me that certain behaviours and actions affects heavily other’s perception towards me. Hierarchy was something that always have been emphasized in Indonesian work etiquette, however, people of other nationality are not used to which creates tensions amongst management and workers. Perception of being privileged or having a higher management status may affect how we communicate with people, that is why in Indonesia is important to acknowledge both organisational mission and core of its management strategy (Rupidara & Darby 2017).   Effective communication, I believe can reduce division especially between workers or partners of different cultural background. Ultimately, this knowledge can help guide me in expanding my business venture outside of my home country of Indonesia. This will allow myself to be distinguished amongst my competitors as I continue my journey to improve on communication skills across culture.  Acknowledging the different cultural experiences was valuable for me because human interaction should come in a form of not only acceptance but also responding in a respectful manner.

Reference List

• Chang, Yanrong. 2015 “Cultural Norms and Nonverbal Communication: An Illustration.” Communication Teacher, vol. 29, no. 4, pp. 191–195.
• Clyne, M. 2006. Some thoughts on pragmatics, sociolinguistic variations, and intercultural communication. Intercultural Pragmatics, 3(1), 95-105.
• Deng, L 2019, ‘Managing Across Cultures’, lecture notes,  RMIT University, viewed May 4 2019, <https://rmit.instructure.com/courses/49218/pages/week-6-learning-materials?module_item_id=1525867 >.
• Doherty, B 2015, James Packer’s crown loses gloss as he’s dealt out of the casino game in Sri Lanka, <www.theguardian.com/business/2015/feb/02/james-packers-crown-loses-gloss-as-hes-dealt-out-of-the-casino-game-in-sri-lanka.html>
• Dunn, Cynthia Dickel. 2011 “Formal Forms or Verbal Strategies? Politeness Theory and Japanese Business Etiquette Training.” Journal of Pragmatics, vol. 43, no.15, pp. 3643–3654.
• Hofstede Insights. 2019. Cross-Cultural Communication – Hofstede Insights. Viewed May 5 2019 <https://www.hofstede-insights.com/product/cross-cultural-communication/> 
• Jackson, J. 2014. The Routledge handbook of language and intercultural communication. London: Routledge, pp.20-26.
• Jiang, Shanhe, et al. 2016 “Effects of Work Environment Variables on Job Satisfaction Among Community Correctional Staff in China.” Criminal Justice and Behavior, vol. 43, no. 10, pp. 1450–1471.
• Laufer, Daniel, et al. 2010, European Journal of Marketing, vol. 44, no. 9/10, pp. 1322–1333.
• Liu, M., et al. 2016 “What Makes Some Intercultural Negotiations More Difficult Than Others? Power Distance and Culture-Role Combinations.” Communication Research, pp. Communication Research, 02/24/2016.
• Mikhailitchenko, et al. 2009. ‘Cross-cultural advertising communication: Visual imagery, brand familiarity, and brand recall. ‘ Journal of Business Research, vol 62, no. 10, pp.931-938.
• Patel, Bhavini. 2015 “Communicating across Cultures: Proceedings of a Workshop to Assess Health Literacy and Cross‐Cultural Communication Skills.” Journal of Pharmacy Practice and Research, vol. 45, no. 1, pp. 49–56.
• Rourke, Kerry E., et al. 2019 “Strategic Business Communications for Graduate Accounting Students: A Fully Integrated Learning Experience.” Journal of Education for Business, vol. 94, no. 2, pp. 71–80.
• Rupidara, Neil Semuel S, and Roger Darby. 2017 “Institutional Influences on HRM in the Asian Business Environment: the Case of Indonesia.” Journal of Asia Business Studies, vol. 11, no. 3, pp. 262–277.
• Sison, Marianne D. 2017 “Communicating across, within and between, Cultures: Toward Inclusion and Social Change.” Public Relations Review, vol. 43, no. 1, pp. 130–132.
• Wang, et al. 2018 “The Role of Emotions in Intercultural Business Communication: Language Standardization in the Context of International Knowledge Transfer.” Journal of World Business, pp. Journal of World Business.