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Essay / Research Paper Abstract
This 10 page paper discusses intercultural communication whether that is the result of the ever-increasing diversity in the workforce or as a result of the firm moving into the multinational company ranks. Sections include: an introduction; theories and research; enhancing intercultural communication; exercises to enhance such communication and a conclusion. Bibliography lists 8 sources.
Page Count:
10 pages (~225 words per page)
File: MM12_PGintercult.rtf
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Unformatted sample text from the term paper:
fact that most people tend to think they communicate well, the fact is that relatively few people are really effective communicators. The reasons for this are many and include the
very simple fact that each and every person has their own idea about what words, phrases and nonverbal cues mean. Misunderstandings are prevalent among people who speak the same language
and have basically the same culture. When people come from different cultures, effective communication interactions become a challenge, to say the least. This is even true when people from different
English-speaking countries communicate. For example, the word fanny refers to a persons derriere in the U.S. but in Australia, the word refers to a more intimate part of the anatomy.
Still, researchers and practitioners know that to be successful, one must have good communication skills (Bergstrom, 1994). Gancel and Hills pointed out that the increasing globalization of business makes
it imperative that cultural factors be considered in communication processes as well as in business practices. Too often, companies pay attention to the actual practice of business but ignore the
communication processes. This is true whether there is a great deal of diversity in the home office in the United States or the employees are working in the plant or
office located in another country. Management teams as well as employees need to be able to act as a team and not as individuals separated by inefficient and ineffective communication.
When they do so, they will be far less likely to blame problems on others who are from different cultures because this kind of behavior leads only to resentment and
lowered productivity (1997). Cross-cultural researchers repeatedly conclude that there are value dimensions that differ across cultures. There are also fundamental differences in cultural value orientations and these have a direct
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