Discuss about the Intercultural Communications Analysing.
The scope for analysing cultures of different countries especially their differences can be best found in the organisations. The revelation of culture comes to surface where there is a chance of much stake. As the business is an activity which is collaborative, communication becomes fundamental. Elorza & Carbonell said that, as the number of companies employing candidates from all over the world is increasing day by day the scope for competitiveness among the companies is growing which encourages the companies to handle larger tasks in comparison to the earlier times. An organisation or company has to handle unfamiliar and new challenges when launching operation in a new country (Elorza & Carbonell, 2015).
The challenges that a company or an employer had never faced before occur and are faced regularly when working abroad. One of these barriers includes culture which can influence the whole cooperation. An organisation or company can be affected by culture in various ways. Difficulties in pricing, problems in language and collisions regarding culture are commonly noticed, mostly in the initial phase. As per Bruni, the management must prepare itself so as to handle these obstacles efficiently. Any error regarding culture can be too difficult to rectify and disrespecting culture of any foreign country can mar the reputation, even the existence and operation of the entire company. The objective of the report is to state and analyse the cultural dimensions and barriers of communication while working in a USA (Bruni, 2016).
This paper reports the aftereffects of a cultural difference between Thai and US American understudies. The review utilizes the idea of explanatory affectability as a potential device for the examination of intercultural difference between these two countries. Logical affectability underscores social over down to earth objective chasing, a possibly helpful component for concentrate high-setting, aggregate societies. Since the most elevated Thai social qualities are those connected with social concordance, The Kingdom of Thailand gives an interesting research facility to the inquiry of practices connected with compelling intercultural correspondence. In light of an investigation of Thai and US American social values, a few theories were tried. As opposed to the expectation, US Americans showed altogether more elevated amounts of expository affectability than the Thais. Predictable with the speculations, the Thais displayed essentially more elevated amounts of explanatory reflection than did the US Americans, and the US Americans exhibited altogether more elevated amounts of honourable self than the Thais. Different methodological enhancements to address all the more unequivocally varieties in correspondence conduct inferable from social esteem contrasts are recommended. The review finishes up with a broad talk of the discoveries and their suggestions for the examination and advancement of viable intercultural correspondence practices.
The diversity of culture challenges the possibilities of having an effective communication with different people belonging to various cultural backgrounds. Every culture has rules and regulations of its own regarding the proper behaviour that influence both verbal as well as nonverbal communication. As per Harcourt & Garza, difference in cultures an also be seen by the way one makes an eye contact, the manner of speaking being frank or going away from the issue, the closeness while standing beside each other while talking and many more. In our case, the manager who belonging to Thailand has come down to the United States to work in the foreign branch of a company has to face many differences regarding culture (Harcourt & Garza, 2014).
The culture difference between USA and Thailand can affect his works and pose hindrances in the completion of projects. In this report the description of highly relevant, well accepted and known theories of differences of culture is been given along with the instances of project management in international level. As per Ismail, the conduction of studies regarding the intercultural management by Fons Trompenaars and Geert Hofstede has been done (Ismail, 2014). A set of dimensions related to culture has been proposed by both the theories based on which the systems of dominant value can be controlled. As per Wu, these systems of value can influence the thought process of individual, actions and feelings, the organisational behaviour and other institutions in many calculable ways. The basic issues of adjusting with any society or culture is reflected which have different solutions in these two dimensions (Wu, 2016).
It is a inter culture structure for communication which was developed by Geert Hofstede which describes the influences of culture on value of an individual and a society as a whole and how behaviour and these values are related by using a framework which has been derived from analysis of factors (ZHANG et al, 2015). The six cultural dimensions that Hofstede theory includes are:-
Power distance: – The extent of acceptance as well as expectation of the members of society who are less powerful regarding the power distribution is placed unequally.
Companies globally deal with a broad range of cultures. Cultural differences will enhance clarity in comprehension of reality in accordance of Fons Trompenaars’ theory of cultural dimensions which is as follows: – There are seven dimensions of culture such as:-
Universalism versus Particularise: –
In the former culture which is follow by USA, the application of ideas is universal and can happen anywhere. The determination of the difference between wrong and left is always defined. As per LEI & SUN, the values and standards are crucial and can departure can only happen after consulting. In general situations, there is same salary for people belonging to different origins but in the same situations (LEI & SUN, 2015).
On the other hand in the culture of particularistic basically follow by Thai people. There is a belief of the members that the determination of the application of the ideas in practice is depended on the circumstances. While taking ethical decisions obligations and personal relationships play a crucial role. An important factor in this is status due to which salary, origin and reputation are linked (LIAN & WANG, 2014).
Mostly USA people follow Universalism. They apply ideas and practices without modification. But Thai people follow culture of particularistic in which they apply ideas and practices as per the situation. So it will little bit problem for Thai people to work in USA.
Individualism versus communitarianism: –
Human beings are characterized by individualism as human beings whereas communitarians see humanity as a part of a team or group. Trompenaars conveys that the culture of individualist is related to the concepts of the western world (INTERCULTURE, 2013). On the other hand the culture of communitarian is associated with countries that are non-western. The change in culture happens continuously, sometimes the change happens very fast that people do not realize. USA people used to live there live in their own way. For example if they want to go for lunch then they can go alone but Thai people will find friends and go for lunch with them. Thai people usually don’t do most of the things alone.
As per Mulyanah & Hum, emotions are controlled in neutral. On the other hand emotions are spontaneously and openly expressed in the emotional culture. In neutral culture it is not appreciable to laugh loudly, get angry or display any other outbursts of emotions (Mulyanah & Hum, 2013). This kind of behaviour is allowed in the emotional culture where people can greet each other, laugh and talk loudly. People belonging to the neutral culture may get deterred while doing business with people from emotional culture due to the former’s behaviour.
USA people don’t show their emotion so easily but Thai people expressed openly and naturally. This thing Thai manager should take care if he is going to work in USA.
Specific versus diffuse: –
Individuals from USA culture share their big public space with others. Associates and good friends also share the private space of certain individuals from certain culture. They are approached informally by people in public as well as private space (Sidhpuria et al, 2014).
The public and private space in Thai culture is interwoven. The people belonging to the diffuse culture will defend their private space as it shall make it easy to access public space. People belonging to the diffuse culture give a lot of importance to formality.
Achievement versus ascription: –
The status achieved i.e. achievement versus the status of ascribed is determined by this section. In USA culture that is achievement oriented, the worth of a person is determined based on the performances and the quality of their performance. According to Singh, Dudwe & Verma, in a status where there is ascribed status, the basic is regarding the person in account. The position of the individual is determined by the gender, age, origin, career or position of a person (Singh, Dudwe & Verma, 2016).
When an individual from Thai culture that is oriented towards achievement has business with an individual belonging to the culture that is ascription oriented, people with more experience and age who are more familiar with the manners and customs that are formal should be deployed who admire established titles. On the other hand, Niedermeyer said that, it is very crucial that individuals belonging to the culture that is oriented towards ascription should utilize the people with better information and knowledge about the skills that are possessed by people belonging to a culture that is oriented towards achievement (Niedermeyer, 2013). There is an amalgamation of the determinants of cultural elements from the cultures of ascription or achievement.
Internal direction versus outer direction:-
Here the focus is on the experience of the environment of the people such as if the environment can poses a threat which is external or whether it is right to mobilise with the determinants which are caused by the society that is internal. From culture to culture the experience of the people regarding their environment differs.
In USA people are directed outwards and they give efforts in controlling their environment to the maximum possible extent (Cunha & Santos, 2014). On the other hand the people belonging to Thai cultures give importance to live in harmony with the environment which is uncontrolled or cannot be influenced. Hence, individuals need to adapt themselves to these kinds of environments if they are from Thai.
The employees from different cultures have behaviours which are constructed with respect to their culture. Events of disputes and conflicts are common in this kind of scenario during communication happening between people. As per Martín, people have their own sets of views and perception regarding their ways to manage that conflict (Martín, 2013).
Conflict is the struggles in between inter dependent groups or parties having no compatible goals or any needs which are not met. In other words, the implicit or explicit struggle of emotions or frustrations between people belonging to different cultures over goals that are not compatible, values, norms, scarce resource, face concerns, and outcomes regarding communication can be stated as conflict. The way of managing conflicts is more important than whether an individual is engaged in it initially (Chauhan, 2015).
A conflict in an organisation having employees from diverse cultures can be resolved by the following approaches: – dispositional, situational and systems. In case of dispositional approach, conflict behaviours that are individualised are emphasized. In this case, individuals adapt behaviours of conflict through the process of socialization in addition with the personality traits if individuals.
These traits can have extensions to the cultural level because some culture members would reflect specific characteristics systematically. In situational approach the conflict topic is given importance along with the relation type, situation, time pressure, goals of communication with conflicts.
Every single of these factors play crucial role in whether engagement in the conflict is taking place or avoidance is taking place completely. The approach of systems is the amalgamation of the above two factors (Koskinen, 2015). In this case the differences are recognised individually and take place due to the personal disposition and socialization, however. The situation as referred as influencing conflict. The conflict, in the case of avoidance, is simply dodged. This determines low self-concern as individual needs are neither addressed nor met. Avoidance cannot actually resolve the conflict.
There are several ways to build formal relationships with people belonging to different cultures in an organisation. Firstly, a conscious decision has to be taken in order to make people from other cultures as friends. As per Koskinen, then one needs to place oneself in situations where meeting with people belongings to other cultures is possible. Then it is required to examine the biases regarding the people from different cultures followed by enquiring about the cultures, customs and views of their culture (Koskinen, 2015).
One can read and study the culture and histories of other people. Listening to the stories of people and noticing their style of communication is also vital during this process. The management can set networks and establish institutions and coalition where people can be committed to form alliances and relationships with people belonging to diverse backgrounds and culture.
Conclusion
The management of an organization having people belonging to different cultural background can be successful if the manager imbibes leadership that is effective by accepting and respecting the culture of the country where he or she goes to work. In this assignment this could analyse the theories of the intercultural communications in organizations. The importance of relationship is described which is vital for healthy survival of any organisation. The process to build healthy relationship with people from Thai culture is mentioned. The emphasis is also on the management of conflict in organizations having people belonging to different cultures. Managers should be sensitive to the cultures of the employees along with motivating and promoting creativity through efficient leadership in the organization.
References
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Cunha, R.R.T.D. and Santos, A.D.O.D., 2014. Aniela Meyer Ginsberg and the studies of race/ethnicity and interculture in Brazil. Psicologia USP, 25(3), pp.317-329.
Elorza, I. and Carbonell, O., 2015. Expressions of Translation in an Interculturally Globalised World: Language, Culture and Interculture in the Spanish context.
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Ismail, A.E., 2014. Growing Jatropha curcas and Jatropha gossypiifolia as a interculture with sunflower for control of Meloidogyne javanica in Egypt. International Journal of Sustainable Agricultural Research, 1(2), pp.39-44.
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