Analysis of the Current Situation (Literature Review of the Three Presenting Issues)
Communication is considered to be an integral part of business. In an organization which has cultural diversity in terms of workforce, intercultural communication is given more importance in to assure effective business communication. Hence, it is important that employees have adequate knowledge or skills of communication in order to interact with a wide range people belonging from different cultural background. It is often observed that individuals face immense difficulties when they move to a workplace of cultural diversity. Cultural nuances thus create obstacles not only in terms of communication, but also in the entire business process. As a result, the issues of intercultural communication adversely impact on the employee retention of the company (Cooke et al., 2016). Hence, in order to address the issues of communication in a culturally diverse organization effective communication should be assured by the organization. Hence, the study will take a closer look at the intercultural communication issue based on the case. The report will analyze the challenges faced by an Australian multinational company Beautypro. According to the case study, the study will shed light on the three major issues in terms of cultural communication: different cultural values and etiquette, direct versus indirect styles of communication and different cultural norms of decision making. Thus, the paper will critically analyze how these issues impact on the business. Based on the major findings, the study will also give suggestive measures that will be beneficial to the company in order address the above mentioned issue. The whole course of the discussion hence will give a critical analysis of the three challenges by conducting a literature review on the intercultural communication issue. Before giving suggestive measures to resolve the issues, the paper gives a concluding section by summarizing the whole discussion.
Intercultural communication alludes to the capacity of cooperation both verbally and nonverbally among individuals who are from different social foundations. Intercultural communication incorporates dialect and in addition non-verbal communication. Provided there are healthy working environment, one can mitigate the social contrasts effectively. As per Shenkar Luo and Chi, (2014), intercultural communication is not the interaction capability, instead it is the capacity to comprehend social contrasts and troubles with respect to communication. However, Shao et al., (2013) suggests there are obvious difficulties or obstructions exist in regard to intercultural correspondences. The article further states non-verbal communication, dialect contrasts, and negative biases are viewed as the real impediments of intercultural interchanges.
Intercultural Challenge One – Different Cultural Values and Etiquette
The culture and values of China are quite different from Australia. Skeldon,(2014), explores that the cultural beliefs of China differ from the Australian culture to a quiet extent. Many aspects of culture such as language, lifestyle, and human activity between the two cultural completely differ from each other (Mao&Hale, 2015). The cultural celebrations of Chinese people are way more different than that of the Australian people. While Chinese employees enjoy holidays during the traditional Chinese festivals, the Australian employees do not get the opportunity to enjoy holidays at their own festivals. Thus, often a lack of motivation among the individuals due to such cultural disadvantages often creates a gap in terms of communication among the employees. Additionally, Skeldon, (2014), suggest that Chinese business culture is different from all other business culture of other countries. Hence cultural misunderstanding which is generally caused by miscommunication is one of the most challenging factors that foreign employees often face while working in China. In addition Shenkar, Luo and Chi, (2014), suggests another disadvantageous factor is that Employees from Australia generally speak in good English whereas the rate of good English speaking individuals is comparatively less among Chinese people. Often a rigidness among the Chinese people while communication with the people who are from different countries as they prefer speaking in their language rather than any other language (Harzing & Pudelko, 2013). On the other hand, the employees who immigrate from other countries to China face difficulties in communication with their Chinese colleagues and often feel demoralized. As a result, the communication issue adversely impacts the business process of the company (Warner, 2014). As Australian employees are from an English-speaking country, they seem to have a degrading behavior towards the Chinese people which further aggravates the issue of communication in the organization.
Zhu et al.(2013), further explores how Chinese employees understand and develop their intercultural communications while interacting with their colleagues from different cultural background. In addition to this, the study highlights the challenges of intercultural communications they face. The study followed ethnography as a method of research as well as interviewed thirty-two individuals. The interview was conducted in three organization in the Southern region of China. The researcher audio recorded the interviews and then transcribed and conducted translation between English and Chinese. With the help of qualitative data analysis software, AQUAD.6, the author managed and ordered the whole data. As per the findings are drawn after interviewing the individuals, language differences affect the communication between the employees and their customers negatively. Along with language differences, social stereotypes and cultural prejudices have also been highlighted as the barrier to intercultural communication. The study has also given possible solutions to overcome the language challenge by introducing professional interpretations within the organizational premises. Meanwhile, the study emphasized essential literacy as mandatory for employees.
Limitations and Weaknesses of the Previous Studies
The research paper successfully analyzed one of the major problems of intercultural communications, language differences. Moreover, the paper has chosen the customer service sector where mismanagement of communications is mostly observed. At the same time, the researcher conducted the research in a small area where employees of only three companies were interviewed which can be considered as the limitations of paper. Not only employees face the issue of language barrier, but the supervisors also face the difficulties of intercultural communications. However, the paper did not conduct the survey over the supervisors, and hence, it can be regarded as the weakness of the study.
del Pino, Soriano and Higginbottom, (2013), intends to determine how Chinese nurses comprehend and build up their intercultural interchanges while communicating with the foreign patients. Also, the examination features the difficulties of intercultural correspondences they confront. The investigation took after ethnology as a technique to look into and in addition interacted with several medical attendants. The interview was led in four health centers areas of China. The author recorded the audio of the whole interview session and after that interpreted and directed interpretation in the English language.The major challenge is the issue of different cultural values and etiquette between Chinese and Australian people. The cultural beliefs of China differ from the Australian culture to a quiet extent, for which medical attendants face immense challenges in terms of intercultural communication.
The author interpreted and ordered the entire information. According to the discoveries drawn after the interview session with the medical attendants and nurses, dialect contrasts influences the process of communication between the medical attendants or nurses and their patients adversely. Alongside dialect contrasts, social generalizations and social partialities have additionally been featured as the hindrance of intercultural communication. The examination has given conceivable answers for mitigation of the dialect challenge by presenting the method of proficient translators inside the clinic premises. In the interim, the examination underscored on basic proficiency as required for the medical caretakers. As per Skeldon, (2014), often a lack of motivation among the individuals due to such cultural disadvantages creates a gap in terms of communication among the employees as it is seen that Chinese culture and etiquette is different from all other cultures of other countries.
The paper Warner, (2014), on the other hand, effectively dissected one of the real issues of intercultural correspondences, etiquette and value contrast. In addition, the paper has selected the Chinese business sphere where issue of communication is largely seen. In the meantime, the author directed the examination over a little region where attendants of just three medical centers were interacted which can be considered as the restrictions of paper. Not just medical caretakers confront the issue of dialect hindrance yet doctors additionally confront the challenges of intercultural interchanges. However, the paper did not conduct research over the doctors, and subsequently, it can be easily viewed as the shortcoming of the investigation.
Intercultural Challenge Two – Direct versus Indirect Styles of Communication
The purpose of the study Wise and Velayutham, (2014), is to understand and determine the factors related to the aspect of multiculturalism while conducting a close comparison between the employees of Sydney and Singapore. The paper figures out those cultural differences among the employees affect the intercultural competence. The study aims to distinguish the differences between the employees who work abroad and the employees who do not work abroad. The research was performed among the one thousand five hundred ninety-three participants. The study used a covariate adjustment method and propensity score matching method to analyze the data collected. The research is of crucial importance for the scholars of intercultural relations to understand the advantages and disadvantages of working in abroad. It is also of considerable importance to determine the strategies to address many other intercultural issues.
The study by Huang and Rundle-Thiele, (2014), has addressed the major issue of intercultural communication in the sector of employment. It was able to point out the challenges and barriers that the employees who work in a foreign country are to face. In addition to that, the author made differentiation of the challenges between the employees who work in Australia and the employees who work in Taiwan. The study has clearly stated suggestive measures that can be taken to overcome those challenges. However, the study has also some limitations. The major issue of the study is that the employees were paid to take participation in the study. Therefore, the risk of influencing those employees exists which can make the paper unworthy of further references.
The study by Raina and Roebuck, (2016), explores the issue of different cultural norms of decision making in terms of intercultural communications. The paper also analyzed the essential skills for the professionals to improve communication skills so that they can effectively communicate despite diverse cultural environment. The paper Fitzsimmons, (2013), explains cultural norms in respect to intercultural communication. It is seen that cultural norms impact the employees while making decisions. For example, while it is required to think from the Chinese cultural perspective since the business center of the company targets the Chinese customer but the issue occurs as the Australian employees think of the Australian culture. Moreover, the study stated the importance of interpersonal skills program through which cultural barriers can be avoided in terms of decision making.
Few groups were created to survey in order to conduct the research and the interviewers questioned the participants about the cultural barriers they face while making important decisions. The participants were asked about how they overcome the issues by implementing the strategies learned and about the learning materials. The participants include a limited range of employees. The researcher audio-recorded the interviews and then transcribed. Lastly, the coding was done using Miles & Huberman, 1994, analysis approach.
Intercultural Challenge Three – Different Cultural Norms of Decision Making
The Ferraro & Briody, (2013), pointed out the right approach to improving intercultural communication in order to make the professionals learn about mandatory intercultural skills. While analyzing the primary data, the paper stated advantages of the learning program along with the existing challenges of cross-cultural communication. The study explained that training development programs could help to a greater extent the working professionals to become efficient professional leaders while addressing the cross-cultural issues. The limitation that the paper has is the failure to include the leaders, who had successfully addressed the issues, in the research are essential while giving suggestive measures. Sharma, Kong and Kingshott, (2016), also centers on distinguishing the communication issues experienced by the students who go abroad for the purpose of job. The aim behind the investigation is to comprehend and decide the elements identified with staying in abroad, which influence the intercultural ability.
The investigation expects to recognize the contrasts between the graduates who study in abroad and the graduates who do not study in abroad. The exploration was performed among a large number of members of the Wabash National Study on Liberal Arts Education. The exploration utilized covariate change strategy and affinity score coordination technique to investigate the information gathered. The paper is of vital significance for the researchers of intercultural relations to comprehend the focal points and weaknesses of concentrate abroad. It is additionally of significant significance to decide advanced education approach.
Salisbury, An and Pascarella, (2013), investigates the significance of instructing programs in enhancing intercultural communication. The paper likewise investigated the basic abilities of the employees to enhance communication abilities with the aim that they can effectively convey regardless of differing social condition. The paper clarifies training skill in regard to intercultural correspondence. In addition, the examination expressed the significance of communication training program. Hardly any attempt was made to direct the examination and the questioners scrutinized the members about the inspiration driving them in enlisting for the training development program and how these members execute the methodologies effectively and the learning materials. The members incorporate twelve female and twelve male. The questioners sound recorded the meetings and after that translated.
The paper by Shao et al., (2013), indicated out the correct approach enhances the encouraging procedure with a specific end purpose to influence the employees to find out about the obligatory intercultural aptitudes. While breaking down the essential information, the paper expressed points of interest of the learning program alongside the current difficulties of culturally diverse communication.
Suggestive Measures to Address the Intercultural Communication Issues
The paper Belias and Koustelios, (2014), also suggests that training development programs cause the employees to become a proficient expert while communicating. The constraint that the paper has is that it did not incorporate the leaders in the examination who effectively ad while addressed the issue of cultural differences and at the same time incorporated effective communication in their organization.
Conclusion
To conclude, it is justified to say that the literature review covered the major approaches to address the limitations of intercultural communication. The journal addressed the challenges faced by the nurses while communicating with their patients of different culture and suggested possible measures to overcome the challenges. The other article mentioned the issues faced by the intercultural communication issues faced by the employees who work in work in abroad and its limitation while providing suggestive measures. While one article sheds light on the challenges faced by the employees while communicating with their customers of different culture and suggested possible measures to overcome the challenges, the other one mentioned the Sydney-Singapore employees’ intercultural communication and the suggestive measures to address the issue. The other article in the bibliography has elaborated the importance and need of development of intercultural competence among the employees. The analysis tried to address the major limitation of intercultural communications and cited additional references of the articles to maintain the credibility of study.
Intercultural communication refers to the ability of interaction both verbally and nonverbally between people across various cultural backgrounds. Intercultural communication includes language as well as body language. As per Zhang, (2013), with the help of intercultural communication skills, one becomes able to handle cultural differences efficiently. Cooke, (2013), further stated that intercultural communications is not the language proficiency but ability to understand cultural differences and difficulties regarding communication. However, there are certain challenges or barriers exist in respect to intercultural communications. As observed by Warner, (2014), body language, language differences, and negative prejudices are regarded as the major limitations of intercultural communications. In order to address the three identified issues, training program can be recommended.
To address the issue of cultural barriers, it can be said that learning programs will help to a greater extent in enhancing intercultural interaction. The basic aptitudes that the employees need to enhance in terms of intercultural communication are the capacity to gain knowledge about new things so that they can productively impart regardless of social barriers. Henceforth, training programs holds a noteworthy significance in respect to intercultural communication. Additionally, it can also be stated that accentuation ought to be on the significance of learning programs. While directing the training program, employees will be divided team wise. Each group will have representatives from a diverse range of cultural background so that they can develop the capacity to learn practices, characteristics and abilities while speaking with each other. Exceptional consideration will be given on the inspiring the employees throughout the entire course of the grooming and training development and advancement so that employees can effectively overcome the training development program. Then again, the employees should be offered scopes in order to develop new aptitudes depending on the circumstances. The most important part of the training program is the supervising. Supervisors ought to be there with respect to how the employees execute the methodologies scholarly and about the learning materials. The each team of the employees should not have in excess of 15 individuals and an exclusive attention should be given in order to assure that each of the employees is valued and the environment of the organization is healthy to work. It must be assured that no employees are bullied during the training and development.
Conclusion
The main purpose of the training program is to enhance the intercultural correspondence keeping the influencing factors in mind. It can influence the employees while figuring out the obligatory intercultural aptitudes. Subsequently it is apt to be said that training improvement programs has every aspect of the conceivable outcomes to assist the employees with becoming productive experts.
In order to address the issue of direct and indirect way of communication, it can be said that learning programs will help to greater extent in improving intercultural communications. In order to address the issue the employees should be encouraged to use direct way of communication so that engagement between the employees will be increased. Hence it can be said that the focus of the training program will be on the direct proactive communication from both the Chinese as well as the Australian people. Before conducting an training program it must be assured that the employees are well informed from the end of the management team. The training must be taken the intercultural challenges into consideration since the culture and values are one of the most important factor and they must be handled with care. Special attention must be on the factor that employees do not take this training program in degrading manner and should not take as humiliation rather the training needs to be conducted in a light manner. Most of the time, it is seen that employees initially feel very hesitant since they are encouraged to communicate with the people who are from different cultural background. Hence, time should be given to the employees in order to assure that they successfully come out from their comfort zone. The other aspect in terms of communication which is also one of the most important factor is to eradicate the cultural barrier among the employees. Thus, major focus should be on creating a healthy environment within the workplace. The management should assure that the employees from Australia do not get bullied or harassed for having been belonged from different cultural background.
In order to address the issue of the influence of cultural norms of during decision making, it can be said that learning programs will help to a wide extent while improving intercultural communications. The essential skills that the employees need to have are the ability to understand the different cultures so that they can efficiently communicate despite diverse cultural environment. Hence training development holds a major importance while mitigating the issues of the influence of cultural norms of during decision making. Moreover, it can be stated that emphasis should be on the importance of interpersonal skills program. On the other hand, the employees will be given opportunity to develop new skills on their own. Monitoring should be there as to how the employees implement the strategies learned and about the learning materials. The right approach is the training program to improve the intercultural communication in order to make the employees learn about mandatory intercultural skills. Hence it can be said that training development programs has all the possibilities to help the professionals to become efficient employees.
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