Cross Cultural Communication in Global businessName of the Student Name of the University Author Note Importance of cross cultural communication

Cross Cultural Communication in Global businessName of the Student
Name of the University
Author Note

Importance of cross cultural communication.

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Cross cultural communication is a process that studies different communication among different cultures and varieties of social groups. Its studies analyses the effects of different cultures on communication. Intercultural communication is another term used commonly in place of cross cultural communication. It basically studies the arising problems within an organization or a group and its effects. Intercultural communication is a necessary need to a global leader in order to take effective and efficient decisions to lead competitive in the market. Countries all over the world are being independent and play an important role in the growth of business globally (Martin & Nakayama, 2015). In addition, it makes it very important to be aware of different cultures. Culture is an attribute which features out one’s language, religion, cuisine, social habits and its arts A global business utilizes several approaches which will be taken on the basis of global standards (Miska, Stahl ; Mendenhall, 2013), local or on the basis of transnational to manage business deals. In today’s world, effective communication is a critical ability needed. Many organization choose to train their employees on cross cultural to differentiate from their competitors. For example companies like Coca Cola, IBM and Accenture give training to their employee that helps them to conduct meetings, give presentation among different cultures.

Cross cultural communication an Ethical issue
Ethics can be defined as a set of moral principles. Variety of cultural customs and principles can affect the communication style and the ethics of a global workplace. Even when the languages spoke between two parties may be same, still misunderstandings can arise as because of different ethics and values. There is an emergence of communicating across the cultural differences with the employees and customers as well to achieve business goals and to maintain value with stakeholders (Chen, 2017).  There are varieties of cultures present and with each culture come different ethics, values, and norms (Casmir, 2013). Ethical differences can be followed by all but might be rejected by many. In order to overcome ethical issues on a global workplace the golden rule is to give equal respect to other cultures and ethics. Accordingly, provide the platform to each individual from different culture to express its ethical nature. An organization has to overcome and handle cultural and ethical differences to make its team stand united and able to cope with external threats.

The need for organizations to develop the internal communication capacity necessary to control
Recent economic challenges can be considered as language differences, behavioral and emotional differences (Imachukwu, 2014) which can obstruct the working of an organization internally and externally. With business growing at a faster pace the organizations need to improve internally in order to evaluate and solve the upcoming threats. Various angles of viewpoints would be analyzed to survive the problem. Threats can be rising from a firm’s competitors, consumers, suppliers, changing trends and political economical factors of a location. Similarly, internal communication can be hampered as by difference in staff behavior and management style. At work place employees may find it difficult to communicate because of their cultural and language differences (Imachukwu, 2014). Language is a multiplex thing. And even for a translator it is not easy to convey all emotions and terms leading to misunderstanding. Thus proper communication will help to increase mutual understandings between the employees and with the subordinates, which will gradually result into strong workforce. It is natural that the workforce of an organization is its internal strength and it will help to cope with the threats arising from the organizations external environment.
‘Cultural proficiency doesn’t mean memorizing every cultural nuance of every market; it’s knowing when to listen, when to ask for help, and when—finally—to speak’
The author with this above lines tries to state that for an effective business in the global level, a leader or an employee does not need to study thoroughly the various segments of different culture. It is not possible to memorize each and every small thing of every culture as those are less considerable while in business. In addition, there is no need to do such because it only leads to a mess. In order to earn success it is important to have idea about when to pay attention where to ask help for and finally at which point to speak. This tactic to utilize ones knowledge about others culture in the right place can show a huge effort to achieve in a business. For example, in Pakistan exchanging business card after initial introduction is done with right hand or with both the hands but instead if a foreign business person starts to have conversation before exchanging cards it may not be liked by the business people in Pakistan. Therefore, following the practice one country usually does is better.

Focus should be placed on using individual differences
The author argues on the approach that organization should focus on using individual differences. This approach might be more effective than promoting cultural adaptation because the adaptation of culture can prove to be a time consuming and a difficult challenge among the employees. Adapting to a completely different culture after spending whole childhood or most of the life in a culture he or she has been living around. Communicating cross-culturally will bring out different innovative ideas from within the organization. Employees from different cultural backgrounds will have different perspective of thinking, assuming situations and appropriately unique way of handling any situation (Guilherme ; Dietz, 2015). In place if the company uses its individual employees of different cultural background as its resources, it would lead to better results. Ideas from discrete background will give several ways to allocate the resources and find much superior mode of success.

‘Companies that are successful in communicating cross-culturally have a competitive advantage’
Cross cultural communication in an organization results into team work. Team work in an organization is the major strength a company can have to achieve its goals in an efficient and effective way. For example, sharing of information and fluency among the organization will give no space of misunderstanding and in contrast will lead to a productive team. A workforce consisting of cross-cultural communication will help a company to expand its business worldwide (Caganova et al., 2015). Ability to communicate in regional languages and proper knowledge of cultural values and norms will benefit the organization to control and implement proper business relationship in different countries. Competitive advantage comes when there is something unique in the organization from others. Accordingly the companies that are successful in cross cultural communication have already accessed competitive advantage in the market.

Compare and contrast Hometown and Australia
The communication styles in the two countries are not pretty much different. In Pakistan the official language is Urdu. Urdu is somewhat similar to Hindi when we here but looks like Arabic when written. While in Australia the official language is English (Gomes, 2015). Australia is a multicultural country most of the people are immigrants there and English is commonly spoken there among people. English is also used in Pakistan in assembly, parliament and in government ministries. The companies in Pakistan also use English and people there are not uncommon from English language (Waseem ; Jibeen, 2013). The people in Australia easily believe in humors even at work place which can affect the relationships. In Pakistan the people believe to do business in person. People are hospitable in nature and will to help others. Australians are direct and open in their communication style, on the other hand people in Pakistan are indirect and not open to all and they do not trust people and prefer to believe in introductions of third parties in relationship culture. Another communication style same in both the countries are they equally respect people and like to interact with people and many times prefer asking questions to know more.

Difference could lead to negative impact on business.

People in Pakistan and Australia are not much different. However, the difference pointed out in the previous answer is that the Australian people are open and direct and the people in Pakistan are opposite that is they are indirect communicators and are not open to those whom they do not know for long. These differences are nothing but human behavior of different people. Therefore it can affect the business place as there will be fewer possibilities of people to interact in case of Pakistani’s which might not be praised by the other employees from different background. In the same way, Australian’s direct communication style can seem to be disliked by other employees. For example, senior executive of a Japanese company may not find direct communication as official practice. Many a times it could lead to misunderstanding as there would be lack of communication among the employees and the supervisors in the workplace (Zhang ; Venkatesh, 2013). Simultaneously, business production can suffer due to this reason.

The obsession to overemphasize the differences between different cultures may result in stereotypes being conceived and such perceived notions may prove to be a hindrance in communicating with people.

Stereotypes are set thoughts or conventional image for someone or about something created in the mind of a particular. Hence, there are varieties of cultures present in the world with distinguished characteristics in each (Bowe, Martin ; Manns, 2014). Accordingly each one will represent his or her positive perspective regarding his culture. This is quiet natural and liberal in any human behavior. However, characteristic wise and in respect to specified feature, all cultures are differently formed with set norms and ethics. Representing against and comparing of the cultures is unfair and can affect work environment globally. It can create certain issues such as negative behavioral staff, communication gap and ineffective decisions taken by the leaders resulting into unproductive outcome (Chuang, 2013). It is better to understand the cultural stereotyping for a leader in order to achieve success and maintain the good working relationship among the organization.

Give examples of how Australians stereotype people from your country, and how people from your country
There are different views of different people about Pakistan. Particularly Australian people stereotype about Pakistani people such as they think that the people living here are not well educated(Iqbal ; Hayat, 2013)., the women of the country are not independent in the sense they are not allowed to go out of their home and make their career. Even most of the Australian people stereotype that the country is the place of terrorist, if they visit Pakistan there is a chance of terrorist attack (Mehmood, 2014). In the similar manner, people from Pakistan do have a stereotypical image about Australians that the people of the country, even the women there consume alcohol (Pereira et al., 2013) which is not accepted as a practice of Pakistan. Then Australians are believed to use lot of slangs and behave rudely with the people of other country. From the above stated stereotypes, it does not seem any of these to be accurate. Firstly, people of Pakistan are educated and even they opt for higher level of education. The women there are independent and work to achieve their dreams (Ali, 2013). Some even choose to go abroad for higher studies and to work. The activity of terrorism is not done by the people their but instead it is so because the activity takes place there due to some people. Similarly people of Australians are not rude and it’s not such that all people residing there in Australia drink alcohol. So in that case the above written stereotypes cannot be considered accurate.

Reference
Ali, F. (2013). A multi-level perspective on equal employment opportunity for women in Pakistan. Equality, Diversity and Inclusion: An International Journal, 32(3), 289-309.

Bowe, H., Martin, K., & Manns, H. (2014). Communication across cultures: Mutual understanding in a global world. Cambridge University Press.

Caganova, D., Bawa, M., Szilva, I., & Sujanova, J. (2015). Innovation in industrial enterprises in relation to inter-cultural management. Readings book, 92.

Casmir, F. L. (Ed.). (2013). Ethics in intercultural and international communication. Routledge.

Chen, L. (Ed.). (2017). Intercultural communication (Vol. 9). Walter de Gruyter GmbH & Co KG.

Chuang, S. F. (2013). Essential skills for leadership effectiveness in diverse workplace development.

Gomes, C. (2015). Negotiating everyday life in Australia: Unpacking the parallel society inhabited by Asian international students through their social networks and entertainment media use. Journal of Youth Studies, 18(4), 515-536.

Guilherme, M., & Dietz, G. (2015). Difference in diversity: multiple perspectives on multicultural, intercultural, and transcultural conceptual complexities. Journal of Multicultural Discourses, 10(1), 1-21.

Imachukwu, O. T. (2014). Exploring perspectives of cultural differences in the workplace (Doctoral dissertation, Walden University).

Martin, J. N., & Nakayama, T. K. (2015). Reconsidering intercultural (communication) competence in the workplace: A dialectical approach. Language and Intercultural Communication, 15(1), 13-28.

Mehmood, S. (2014). Terrorism and the macroeconomy: Evidence from Pakistan. Defence and Peace Economics, 25(5), 509-534.

Miska, C., Stahl, G. K., & Mendenhall, M. E. (2013). Intercultural competencies as antecedents of responsible global leadership. European Journal of International Management, 7(5), 550-569.

Pereira, G., Wood, L., Foster, S., & Haggar, F. (2013). Access to alcohol outlets, alcohol consumption and mental health. PloS one, 8(1), e53461.

Waseem, F., & Jibeen, T. (2013). Anxiety amongst learners of English as a second language: An examination of motivational patterns in the Pakistani context. International Journal of Humanities and Social Science, 3(16), 174-184. Tariq, A. R., Bilal, H. A., Sandhu, M. A., Iqbal, A., & Hayat, U. (2013). Difficulties in learning English as a second language in rural areas of Pakistan. Academic Research International, 4(6), 103.

Zhang, X., & Venkatesh, V. (2013). Explaining employee job performance: The role of online and offline workplace communication networks. Mis Quarterly, 37(3).