BUSINESS COMMUNICATION IMPACTED BY CROSS-CULTURAL FACTORS

Communication difficulties, for example, are likely to happen in a diverse workplace, making it difficult to reach optimum output (Padhi, 2016, p.22). One technique management should follow to ensure successful intercultural contact is the organization of communication workshops. For employee training on oral and non Verbal communications signs, workshops are important to minimize language barriers. The workshops will teach workers the language of industry, sentences and other essential communication elements to ensure productive communication in their workplaces. After training, the staff will practice their new literacy skills under the direct supervision of the instructor. The goal is that by the end of the workshop, the staff would have improved their language and communication skills.
Non-verbal communication is one element that plays a vital role in intercultural communication since they may have a different meaning from one culture to another (Padhi, 2016, p.22). In the workshop, the workforce will be exposed to different cues, for instance, tone, gestures, proxemics, body language, and expression. Simulation exercises will then be organized such that the employees practice the nonverbal cues in groups consisting of participants from different cultures. On that note, through the communication workshops, the diverse workforce will acquire knowledge on the different forms of communication, thereby overcoming the language barriers experienced in the workplace.

4.2 Cross Culture Knowledge Training

A number of studies have emphasized that executives should receive training in interactive relationships as well as group communication ability, and have cross-cultural mediation capabilities that match international business etiquette. To apply this solution, organizations can adopt internal linguistic and culture training classes and sessions for all employees on international business etiquette in a bid to address the issue of cultural etiquette (Okoro, 2012, p.131). During these meetings, personnel should be trained on diverse skills, for instance, how to be aware of other people's culture. Employees can also be engaged in sensitivity sessions that equip them for a mutually beneficial relationship with workers from other places (Okoro, 2012, p.131). Organizations can also seek services from consultants who are experts in international business etiquette and communication to ensure that executives and other personnel are trained on how to manage their affairs in the global context. During the training sessions, it is important for trainers to highlight individual variation, including the dynamic nature of cultural etiquette (Padhi, 2016, p.22). In this way, business executives interacting with colleagues from a different culture will be able to communicate without unintentionally offending them.
Organizational learning is also a strategic tool that has been used in the field of management as a way of eliminating cross cultural issues that impact business communication, for instance, company culture (Scott, 2012, p.3). The approach can be adopted by developing training programs where all members of the organization acquire cultural knowledge through studying other cultures. The organizational learning process could involve studying other country’s history, religion, politics, and ideologies. At the same time, through the training programs, the organization can learn about other region’s cultures, more so with regard to protocol and business subcultures. The cultural training could also entail studying and comprehending the role behaviors of different cultures as well as how to open up to new ideas (Scott, 2012, p.3). In doing so, it would ascertain how the differences impact communication and business decision-making. The aim of the process will be to retain cross-cultural knowledge within the organization.

4.3 Adaptability

With the increase in cross-cultural businesses, it is essential that leaders and team members learn to adapt to new cultures (Okoro, 2013, p.4). The management can ensure that the workforce adapts to the diverse working environment by developing diversity training and awareness programs (Okoro, 2013, p.6). In this manner, the staff will be sensitive and mindful of other cultures, thereby gradually adapting to the new organizational culture. For example, to ensure effective cross-cultural business practices, the workforce will be required to adapt to different international communication etiquette, processes, and acculturations. A workforce that acknowledges their diversities and adapts their behaviors to suit the patterns of a different culture is more likely to experience corporate success (Okoro, 2013, p.2).

References

Okoro, E. 2012, ‘Cross-Cultural etiquette and communication in global business: toward a strategic framework for managing corporate expansion’, International Journal of Business and Management, vol. 7, no. 16, pp.130-138.
Okoro, E. 2013, ‘International organizations and operations: an analysis of cross-cultural communication effectiveness and management orientation’, Journal of Business & Management, vol. 1, no. 1, pp. 1-13, viewed 11 September 2017, <http://centreofexcellence.net/J/JBM/Vol1/No1/1.pdf>.
Padhi, P. 2016, ‘The rising importance of cross cultural communication in global business scenario’, Journal of Research in Humanities and Social Science, vol. 4, no.1, pp.20-26, viewed 11 September 2017, <http://www.questjournals.org/jrhss/papers/vol4-issue1/E412026.pdf>.
Scott, B. 2012, ‘Organizational learning: a literature review’, Discussion Paper 2011-02: IRC Research Program, pp.1-26, viewed 11 September 2017, <http://irc.queensu.ca/sites/default/files/articles/organizational-learning-a-literature-review.pdf >.