Cross-Cultural Communication Matrix Research Paper

Cross-Cultural Communication Matrix - Research Paper Example ess treats people in another country and from a different culture, in the same way as he does people in his own country and from his own culture, he may not be as effective as he would like to be. In order to become cross-culturally competent one needs to be aware of the different layers of culture, both visible and intrinsic, of the country they are visiting and have the skills to adapt their own behavior to be a better communicator and a culturally sensitive and competent person. Direct: Americans prefer a direct, open, unambiguous approach to communication. Circuitous or elaborate language is usually seen as a waste of time or as suspicious behavior. An impasse is usually confronted directly and the consequent debate is â€Å"seen positively and as a sign of definite progress.† (â€Å"American Communication Styles†, n.d.). Low-Context Culture: According to Edward Hall’s definition a Low-Context (LC) culture is one where â€Å"the mass of information is vested in the implicit code.† (Hofstede, 2001, p.30). This essentially means that instructions, directions and other such information are likely to available in direct written or oral forms (like bulletins, billboards) without dependence on non-verbal indicators. Short-Term: Goal orientation is usually short-term. Task-oriented planning. Deadlines are important. Automated situations are not threatening. Most Americans are more comfortable with written instructions. Time: It is important to remember that the adage â€Å"Time is Money† is believed quite literally in the USA. Relationship building is done through basic, perfunctory gestures and does not need elaborate or long-term rituals. Rhetorical: The truth of the statements is often a little obscured by the use of rhetoric. Also the number of people who speak fluent English and Japanese are very few. It’s usually one language or the other that they can speak. Collectivist: Decision making is a group activity. Interdependence is high. Being frank and

A Report on a Research to Identify the Best Practice to Implement in Essay

A Report on a Research to Identify the Best Practice to Implement in the Field at Electrocom Ltd - Essay Example The paper defines the concept of organisational learning and its applicability to Electrocom Ltd. Three areas have been explored and they include a review of the use of strategy by an organisation as a process of learning, the structure and systems in use at Electrocom Ltd, and teamwork and leadership roles are discussed in relation to organisational learning. According to Senge (1992), a learning organisation is â€Å"...a place where people continually expand their capacity to create results they truly desire, where new and expansive patterns of thinking are nurtured, where collective aspiration is set free and where people are continually learning how to learn† (p. 1). Furthermore, he developed an organisational learning framework based on five disciplines namely personal mastery, mental models, shared vision, team learning, and systems thinking. These disciplines, which served as a representation of the long term learning practice for both the individual and the organisati on, are discussed below (Senge, 1992): Personal Mastery – this is where individual employees develop their own capabilities in delivery of desired results. In addition, employees create a society in which all colleagues are encouraged to improve themselves in accordance with the organisational goals and objectives. Mental Models – through reflection, individuals continually clarify, rectify, and improve their personal view of the world as well as see how they model decisions and individual actions. Shared Vision – individuals establish workgroups within which they build a committed spirit to develop a shared image of universal desires and guiding principles and practices which will support the vision. Team Learning – this is where relevant thinking skills of different groups of people enable them develop intelligence and an ability greater than the talent of each individual member put together. Systems Thinking – this is the language used to unders tand and describe the relationships and forces that shape the system’s behaviour. This discipline helps employees and managers at the same level to develop a way to effectively change the systems and act in accordance with economic and natural processes of the world. Organisational learning is the ideal concept of coping with change in an organisation as it engages the minds and hearts of all participating staff in a continuous and harmonious change that is productive and designed to achieve genuine results wanted by the stakeholders of the organisation (Covey, 1992). This process enables individuals to be creative and learn collectively to develop and encourage innovation and ability to respond to global competition rapidly. In short, organisational learning encompasses constant smartness as the learning process is planned, systematic and in accordance with the strategic goals of the organisation. Electrocom Ltd is working towards establishing competencies that are consisten t with attributes of organisational learning. During this period of transformation, Electrocom Ltd is expected to undergo organisational change that is directed towards flexibility of the organisation in terms of responding to the competitive market changes. Emphasis has been placed on cross-functional teaming and establishment of programs to enable people to contribute greatly to the development of the organisation. Electrocom Ltd is an electronics company based in North West, employing around 700 employees. It