The major component of organization and managerial success is to solving the conflict between the workers in the organization. However, it is undeniable that communication can create a hostile environment when there are barriers leads to misunderstanding, threat in trust and lack of communication channel among the level of people in the organization. Conflict is the action between social interaction and situation of participants. There are differences between the individualist and collectives, where the individualist are more comfortable with direct conflict which are independent whereas collectivistic culture is likely to avoid the conflict and good in work
Culturally competent service providers are aware of how their own cultural backgrounds, experiences, attitudes, values, and biases influence psychological processes. Although cultural competence is presented as a progressive and positive force for the challenge racism and discrimination There are a few obstacles that make it difficult to implement and in fact, achieved for the social worker and employers. Critique of cultural competence Critiqued that cultural competence for being unreachable. Critiqued that Could be privileging group characteristics over individuality – opens for stereotyping. Critiqued for implying that a client’s culture can be understood by the social worker who reads about cultures and asks questions, but the reality is more complex.
nternational Education has gained prominence the world over. Many students migrate to different parts of the world in pursuit of further education. This phenomenon comes with its own benefits and challenges. Many tertiary institutions are now promoting “internationalization”, diversity and multiculturalism, therefore encouraging qualified international students to apply for admission into these institutions. This notwithstanding, the international students come with their own beliefs and perceptions.
In this case, one can ask for clarifications so as to reduce chances of misinterpretation. Moreover, there should be an end to prejudice which leads to stereotyping of other cultures. This will allow room for different opinions on how to conduct, for instance, business activities. This will also help to counter check the effects of the ethnocentric perspective, which stands for one way of doing things. As Sethi (2010) argues, “there is no specific and rightful way of doing thing because different cultures have a set of beliefs, behavior and principles in relation to ways of doing things”.
The Body: 1.1 cross cultural communication barriers: The majority of research carried out in the literature review is concerned with cross cultural communication barriers. Our world is growing to be a global village, and communicating with people from different cultures has become a necessity. On one hand communicating with people from different cultures can be an opportunity to benefit our growth and to gain the advantage of cultural diversity. On the other hand, this sort of communication can be the reason behind unpleasant consequences and conflicts between cultures due to the many differences between each culture such as, language, traditions, beliefs and religions. According to Stephan, Gudykunst and Lee (2002), these differences cause conflicts, misunderstanding, and anxiety which lead to miscommunication (p.1).
In today’s market scenario, it has become crucial to understand the importance of culture. Doing business abroad without mapping the culture may ultimately defeat the purpose of the organizations. Today’s managers need to be trained on multi culture perspectives, not only to effectively interact with the cross-border customers and suppliers, but also with their own employees, who will now be in increased numbers from different cultures of origin. Culture plays extremely important role in the
“Public relations is the strategic communication that different types of organisations use for establishing and maintaining symbiotic relationships with relevant publics many of whom are increasingly becoming culturally diverse” (Sriramesh & Verčič, 2009). The essential terms utilized as a part of the definition have been clarified the fact that the important publics are multicultural and situated in multiple regions of the world largely due to globalisation. It is applicable to perceive that globalization is not a 21st century wonder. At different focuses over social history, globalisation has occurred and have traded their qualities and the distant past. For example, concentrating on the late history, one could say that globalization happened when quite a bit of Europe had to be reconstructed after World War II.
Religious people are distributed globally and locally in different patterns at different times … Religious groups occupy social spaces, gatherings in mosques, churches, temples and community centres … Families and individuals practise their religion at home … [The] location of religion in secular spaces is important too … religion and places are mutually influential (Bonnerjee, 37). Religion can be both translocal and be rooted in place. In this sense, it can be understood with ideas of diaspora and transnationalism. It develops connecttions with transcend space but at the same time creates connections in places of origin. Faith and religion are both important in defining diaspora and the concept of transnationalism.
Due to the really different backgrounds and cultures among us, some people may think that they should protect their own cultures so that they do not listen to others’ opinions. This is normal phenomenon because nobody wants their culture being offended. If we cannot properly deal with cultural diversity, it may influence the relationship and trust building among people. Additionally, if we visit to other countries, it is better to respect and follow their cultural norms and rules so that we will not give a bad image or impression to the local people. Otherwise, it may cause conflicts between people which is not good for promoting cultural diversity.
Cultural differences, values, attitudes and behaviours of employees can be very varied and very important for the success of a MNE Multi National Enterprise. It is mostly advisable for MNE to employ local persons to break down the barriers that may exist so that they you have a smooth transition and working relationship between the different cultures that may exist so that there isn’t any misunderstanding between the two cultures in place in the workplace. (Mullins, Mr Laurie, 2010.) National culture can be made up of six variances of: language, legal system, values, education, political system and religion. Any one of these factors can have an impact on national culture in a company.