The sample paper on Intercultural Communication Paper familiarizes the reader with the topic-related facts, theories and approaches. Scroll down to read the entire paper.
Organizations that are viewed as biased against Hess groups will not attract the competent workforce and can face not only legal troubles also the life span of their business can be greatly reduced. Today, it is vital that organizations prove their ability communicate intercultural in order to be successful in a constantly changing business environment. This is why it is important that we train our management to deal with people from many different places.
Many believe enhanced communication abilities will prove profitable, in which case it’s in the companies’ own interest to support it. Communication is necessary if the organization is to prosper. Intercultural communication in the global business world is accomplished by adding diversity and understanding of the many different cultures that are in the work force. Potential contributors are most often not naturally attracted to an enterprise that they do not perceive as having a culture and micro society that would be comfortable, interesting and supportive.
When we talk about intercultural communication we mean all the differences between people, whether they are gender, religion, race or any other differences that connect with each other and commutate whether verbally or nonverbally. It can also be seen as culture within the workplace, culture relates to gender, age, language, ethnicity, cultural background, sexual orientation, religious belief and family responsibility.
Intercultural communication also explores to the ways we are different in other respects such as educational level, work experience, socio-economic background, personality profile, geographic location, marital status and whether or not one has career responsibilities. As well as the widely recognized ethnicity an’ gender variables of diversity, being able to communicate with all kinds of people regardless of location is important to creating and keep important relationships with companies across the world. Diversity, performance and the competitive advantage we have all heard the old saying, variety is the spice of life.
Intercultural Communication Paper
But are we taking full advantage of that as we look to meet our business goals? More and more businesses are finding a direct connection between a diverse workforce and competitive advantage. A diverse workforce gives companies competitive advantage by enabling them to better meet TFH needs of their customers, successfully compete in the global marketplace an ire from an expanded labor pool. Providing opportunities for people of all backgrounds is the right thing to do from an ethical standpoint. But it is also great for business. So this is why communication within organizations are important.
This allows each person to be able to feel comfortable within thee work environment no matter where they are. For instance, if your company does business in Asia, having Asian Australians on your negotiating team will greatly improve your chances of success. “The best way to do that is by recruiting a diverse workforce that mirrors your customer base. This allows someone from that culture to connect with others in the global business environment that will allow they to be productive and everyone benefits fro it. Hiring those from other cultures can create a competitive advantage for a company.
Training employees to work with people of different cultures is beneficial to every organization no matter how large or small. Intercultural communication in the workplace is achieved by promoting and creating a more inclusive word environment that is leveraged and maximizes the understanding of others and their way of life. The leverage intercultural communication is almost impossible to achieve without effective training. Communication training aid in understanding how the human differences can effect or influence relationships in the workplace between peers, subordinates, supervisors even customers.
The modern workforce is made up of many people who are of different races, genders, sexuality, culture, and ages leading to a vast cultural differences. Many companies have recognized this fact and are beginning to pay close attention to the need for intercultural communication training as a number one priority. Employees should be educated on how to deal with people who have different traits than themselves. They also gain skills necessary to deal with and function in a diverse world.
Intercultural communication in the workforce has been growing steadily over the years. Prior to the sass’s, there was a very different profile in the workforce, in boot demographics and attitudes. It was more harmonious, with a large majority a few visible cultural differences. The individuals who were “different” were either assimilated into the workforce, isolated from the majority Of workers or ignored. The average member of the workforce from past was male, white, approximately twenty-nine years old and had fewer than two years of higher education.
These men were usually married to homemakers and generally worked in the region of their birth. The global workforce of today does not look, act or think like the workforce of the past, nor does it pursue the same needs and desires. The global workforce has changed significantly from many different perspectives such as age, gender, culture, education, disability, and values. A new model of a diversified workforce is needed before the Rockford of the new millennium becomes even more discouraged, potentially creating further declines in productivity.
In these times of slower labor growth, competent, high demand workers are choosing to move to companies that will accommodate and support their lifestyle requirements, and through management practices that enhances their dignity. In order to achieve this ideal place of employment that provides a comfortable and welcoming environment, intercultural communication training is a necessary tool. Training is usually divided into two sections: one or “top-down” employee and the other is middle managers. In most cases, it is only required for targeted groups in the company.
Of the companies who take part in the training, almost half of them reported spending thousands, even millions of dollars on training. A small percentage reported that they really do not have the funds to support the training. The claims are that money spent went to resources, salaries, and consulting fees. Intercultural communication programs have been considered as good investment whose returns have been very beneficial to an organization. Successful professionals are learning to demonstrate the contribution of intercultural communication abilities to the business on many levels.
We have to remember that having diversified workforce is not something a company should have, actually it is something that has happened or is soon going to happen due to the fact that we have a more diversified population. There are so many different people in the world that work in many different places of the world. Diversity in the workplace is becoming more and more prevalent. Corporations in all industries are encouraging minorities, women, men, and people with disabilities as well as foreign workers to join the dominant workforce in the workplace around the world.
Diversity of the workforce is clearly here to stay. Business owners and managers, experts say, will still need to maintain or step up efforts to recruit and advance ethnic minorities so everyone should know how to effective communicate with one another to ensure productivity is not lost. Essentially, because having a diverse work force and managing it effectively will simply be good business for various companies across the oral. During a training session, topics such as valuing diversity, biases, the philosophy Of the company, and action planning are covered.
Employees learn about diversity through films, speakers, and exercises so that they may have a greater impact on any situations that may develop. After receiving the training, many employers have noticed a significant difference in the way the staff behaves and its sensitivity towards each other. People develop a broader definition of intercultural communication after going through the training sessions. The word wide web was used to develop the facts from rebellions in the global business world. Organizational communication in the global workplace can bring up an employment equality issue.
Although, intercultural communication in the workplace can be a benefit in the success of an organization. The understanding of cultural differences goes beyond employment equality, it provides an environment that respects employee differences. Diversity nurtures an environment that values the differences and maximizes the potential of all employees. Intercultural communication IR the workplace is important in many ways. In order to create an organization ultra that supports diversity, you must have management commitment, education with training, and follow up evaluation.
First, you must adequately determine workforce and organizational needs for creating a comfortable workplace for those of all cultures. Find out what employees are concerned about. Management can form focus groups. The needs and expectations Of a global workforce vary by organizational and functional levels. You may determine if the organization has trouble communicating and being sensitive to employees that would add to the diversity. In an organization with cultural preferences, which, if any, areas of the workforce are being treated inappropriately.
Administrative and management of global businesses commitment is crucial for intercultural communication efforts. Senior management must provide leadership through example. To gain support from administration you need to directly link diversity to the business when dealing with people from another culture. Be specific as to where any cultural issues lie. Are they employee or customer issues? Or both? Provide data regarding the opportunities in the global marketplace for diversity.