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Essay / Research Paper Abstract
4 pages in length. Faarooq, a third generation Muslim whose family has worked at ABC Merchandising, Inc. for the past twenty years, experienced unexpected culture shock when the company was sold and the CEO - a person with whom Faarooq and his family had become friends over the years - was ousted from his position. It was obvious the tremendous changes this new company head had intended to pursue, but one in particular left Faarooq and his family personally impacted due to its intercultural insensitivity. The Muslim religious holiday of Ramadan was in two weeks and as in every other year previous, Faarooq, his brother, sister, cousin and father submitted for the time off for observance. Within thirty minutes, each submission was declined without explanation; when Faarooq inquired directly with the new boss, he was told that only American holidays are recognized within an American company. Faarooq and his family immediately contacted HR to file a cultural discrimination action. Bibliography lists 2 sources.
Page Count:
4 pages (~225 words per page)
File: LM1_TLCIntCulComWP.rtf
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Unformatted sample text from the term paper:
whom Faarooq and his family had become friends over the years - was ousted from his position. It was obvious the tremendous changes this new company head had intended
to pursue, but one in particular left Faarooq and his family personally impacted due to its intercultural insensitivity. The Muslim religious holiday of Ramadan was in two weeks and
as in every other year previous, Faarooq, his brother, sister, cousin and father submitted the time off for observance. Within thirty minutes, each submission was declined without explanation; when
Faarooq inquired directly with the new boss, he was told that only American holidays are recognized within an American company. Faarooq and his family immediately contacted HR to file
a cultural discrimination action. The collaborative and problem solving approach to conflict management is reflective of a popular method called Rogerian counseling, which
seeks to obtain the most amicable type of communication between the parties and attempts to draw upon likenesses rather than differences. By focusing upon the positive, Rogerian counseling starts
at square one chipping away at the defense mechanism typically associated with intercultural discord, seeking "not to highlight differences but to find common ground" (Wilbers, 1996, p. 02D). "The
goal is not for one party to vanquish a second party (in the judgment of a third party), but for one party to try to change the thinking of a
second party...This less aggressive strategy offers some obvious benefits. You might change your opponents mind. Your opponent might change your mind. More important, if your opponent had
used Rogerian persuasion on you to enlist your support in the first place, a classical conflict might have been avoided" (Wilbers, 1996, 02D). Embracing the collaborative and problem solving
...