Analysis of Theories Relating to Cross-Cultural Communication - Essay Example

Cross-Cultural Communication Name Institution Introduction In the modern society, workplaces are rapidly becoming vast in the midst of business environment expansion to incorporate various geographic locations, as well as span numerous cultures. What might be a challenge, nonetheless, is the understanding of how to interact or communicate effectively with individuals who speak another language or tend to rely on different mechanisms in pursuit of the common goal. Evidently, internet and modern technology have been critical in opening up new marketplaces, which allow people to promote businesses to diverse locations and cultures, thus, the essence of globalization. It is now easier to work with people remotely as it is to work face-to-face. From this perspective, cross-cultural communication is increasingly the new feature or norm. One of the critical aspects in pursuit of effective and efficient cross-cultural communication is knowledge. Categorically, it is ideal for practitioners to understand the potential issues regarding cross-cultural communication, thus, the platform to make conscious efforts towards overcoming the problems. The purpose of this research paper is to evaluate the concept of cross-cultural communication. In the achievement of this goal, the research will focus on the exploration of two cross-cultural theories and their principles or illustrations. On the other hand, the research will evaluate barriers, as well as how to overcome such issues relating to cross-cultural communication. Finally, the paper will document implications of the findings or insights for the cross-cultural communication in the international businesses. Theoretical Perspectives Cross-cultural communication is one of the strategically significant issues to business entities and corporations because of the growth of the global business, internet, and technology. Understanding cross-cultural communication is critical to any organization or business entity with diverse workforce or planning to exploit globalization in the maximization of profits and revenues at the end of each fiscal period. Cross-cultural communication relates to how people from diverse cultures speak, communicate, and conceptualize the world around them (Krishna, Sahay, & Walsham, 2004). Researchers and scholars have focused on the integration of diverse theoretical perspectives in the course of understanding cross-cultural communication. In this section, the research paper will identify and explore two critical theories relating to cross-cultural communication. Bennett’s Developmental Model of Intercultural Sensitivity (DMIS) According to this theoretical perspective, there are six critical stages in the development of intercultural competence. The theorist sought to characterize each stage by certain perceptions and behaviors towards the ‘own’ and the ‘other’ culture. The theory is vital in understanding the transition along intercultural competence from ethnocentrism to ethnorelativism (Hammer, 2015). Alternatively, the theory relates to the transition from an understanding on one’s culture as being superior to the understanding of one’s culture as equal in the value, as well as complexity to any other culture across the world. In the course of understanding this theoretical perspective, it is ideal to elaborate on the six phases of cross-cultural interaction. Stage 1: Denial During the first stage, people tend to refuse all interaction with other cultures, thus, the lack of platform to show any interest in the course of discovering any cultural differences. Moreover, such individuals might adopt aggressive actions or behaviors in the midst of cross cultural situations (Bennett, 2014). The individual in question highlights the fact that his or her culture is more superior in comparison to other cultures across the world. Stage 2: Defense In this phase, the individuals tend to consider other cultural attributes across the universe as inferior against their culture. In this context, such individuals will engage in constant and consistent criticism of the behaviors, as well as thoughts by someone from the outside culture. Stage 3: Minimization Upon the achievement of this stage, individuals have the tendency to show substantive belief on the potentiality of different cultures to share common values. Additionally, these individuals focus on the minimization of the potential cultural differences through correcting people with the intention of matching their expectations (Bennett, 2014). Stage 4: Acceptance In the fourth stage, individuals have the tendency to engage in judging other cultures from a negative perspective. Nevertheless, in such instances, the people will focus on recognizing that cultures are different. This raises substantive curiosity about the cultural differences among different entities across the world. The individuals in question have the opportunity to accept the differences in cultures across the world. Stage 5: Adaptation In the course of this stage, people have the tendency to gain the expertise, skill, and ability to adapt or adjust their behavior easily, as well as effectively. This is through intentional change of behavior and communication style with the intention of addressing expectations of the cultural diversity. The approach is critical in enabling practitioners to bridge existing gaps in the communication platforms in the global context. Stage 6: Integration It is only possible to achieve this stage by the long-term expatriates living, as well as working in the global context. In this stage, people have the ability and potentiality to change their behavior and communication styles from an instinctive perspective in the course of interaction with other cultures (Hammer, 2015). Based on the stages of this model, the objective of the theory is to oversee transition from ethnocentrism to ethnorelativism. The model highlights the journey towards intercultural competence or sensitivity through a combination of the firsthand experience with other cultures, as well as participation in the intercultural courses. Cross-Cultural Adaptation Theory The objective of this theory is to facilitate establishment and maintenance of the relatively stable, as well as reciprocal relationship with the host environment through the concept of adaptation. According to the theory, an individual not belonging to a specific place or group is an outsider or stranger. The theory calls for the process of stress-adaptation-growth in pursuit of personal growth, as well as positive relationship between the individual and the host nation signifying cultural diversity (Gebauer, Bleidorn, Gosling, Rentfrow, Lamb, & Potter, 2014). It is essential to note that stress occurs when one in in the context of unknown environment, thus, the platform for the construction or building of certain tension. On the other hand, adaptation comes out as the reaction and solution to the stress. In most cases, the process of adaptation proves to be involuntary. People have the tendency to travel or move to foreign environments for numerous reasons. These activities call for cross-cultural overlapping. The theory integrates three critical assumptions. In the first instance, the theory believes that human beings possess the inherent drive to facilitate growth and adaptation (Peltokorpi & Froese, 2012). Secondly, the theory believes that adaptation to one’s environment occurs through communication. Thirdly, the theoretical perspective tends to believe that adaptation is complex and dynamic in nature. Like the previous theoretical perspective, this theoretical model is essential in understanding the growth of one from cultural insensitivity to cultural competence, thus, platform for addressing cross-cultural communication issues. Barriers to Effective Cross-Cultural Communication In the course of working effectively and efficiently with culturally different people, it is ideal to enhance awareness regarding personal culture and its implications on others. It is ideal for the managers to demonstrate awareness on the cultural basis of own behaviors, perceptions, values, and beliefs, thus, the platform to interact from a cultural perspective. From a definitional perspective, cross-cultural communication refers to the process of exchanging, negotiating, and mediating one’s cultural differences through language, non-verbal gestures, and space relationships (Chiu et al., 2013). In the business context, cross-cultural communication is vital in maximization of the outputs of globalization. When communication is effective and efficient, everyone benefits from institutional knowledge, competitive advantage, and enhanced interaction. On the other hand, ineffective communication can confuse, offend, and misconstrue messages leading to broken relations or interactions with partners, employees, consumers, and vendors. One of the potential barriers to effective cross-cultural communication in the business context is language. English is the common international language of business. Nevertheless, not every business entity across the world utilizes English regularly. Employees tend to have trouble during communication, leading to misunderstanding on diverse issues and concerns. Effective cross-cultural communication tends to suffer from negative stereotypes, as well as prejudices. In this context, it is essential to note that stereotypes and prejudices concerning people from different cultures can generate communication issues, thus, the platform to create offense. The concept of ethnocentrism or the perception of having a superior culture in comparison to others can lead one towards adopting the superior feeling against other people, thus, inability to treat them well (Taylor, Nicolle, & Maguire, 2013). For instance, an educator in an American college might think that students from a certain culture do not have strong English skills or incapable of executing good or quality work. This expression of stereotype might lead to unfair treatment of the students by the educator in question. This relates to the issues of cultural relativism and ethnocentrism. Personal values might also hinder the realization of effective cross-cultural communication. This relates to integration of feelings, as well as emotions in the midst of communication. Additionally, lack of knowledge, as well as understanding of cultures might contribute to negative implications in pursuit of effective cross-cultural communication in the midst of diverse workplaces. How to Overcome Barriers to Effective Cross-Cultural Communication One of the critical aspects towards avoiding or overcoming barriers to effective cross-cultural communication is knowledge. In this context, there is need for people to enhance their understanding of cultures, thus, the platform to facilitate development of empathy and appreciation of diverse cultures. This approach will be critical in avoidance of the issues of ethnocentrism, as well as cultural relativism. Secondly, there is need for the business entities to coach employees on the cultural issues. The approach of this educational approach is to enhance cultural competence of the employees with the intention of improving their ability to adapt to different situations regarding cross-cultural communication. Furthermore, the issue relates to multiculturalism, which associates with enhanced knowledge concerning cross-cultural communication. Multiculturalism is also critical in facilitating effective and efficient interpretation of the various non-verbal communication and gestures, which might create misunderstanding. It is also vital to facilitate effective training or coaching of the employees to mediate conflicts resulting from cultural misunderstandings (Asante, Miike, & Yin, 2013). This will enable employees to have the opportunities to respond to the situations from diverse point of views. There is also need to promote the utilization of common language of communication at the workplace such as utilization of English. The approach will play critical role in the minimization of the language barriers and implications in pursuit of effective cross-cultural communication. Barriers Global Companies Face In the modern society, one of the critical issues faced by business entities in the global context is cultural barriers. Globalization provides the platform for business entities to execute business strategies and transactions across cultural borders and geographic limitations. In the course of achieving this, business entities have to deal with the cultural barriers based on the diversity of cultures across the world. For instance, there are cultures, which demonstrate masculinity while others depict femininity, thus, potentiality of cultural diversity and barrier in the execution of the business activities in these contexts. Additionally, there are cultures, which have high power distance while others have low power distance. These diversities tend to create uncertainties in the global or international business actions and activities (Kinloch & Metge, 2014). Different nations have diverse cultures, which might hinder the achievement of the goals and targets of the business entities in the midst of increased globalization. For instance, Chinese culture might prove to be a challenge to an American firm seeking to expand its operations to the Chinese market. In this context, it would be ideal for the American firm to adapt its operations and transactions with the intention of addressing the demands and expectations of the Chinese market. Multiculturalism or cultural competence would be ideal in enabling such entities to overcome cultural barrier in the course of addressing their goals and targets in the international context. Reflection of the Insights on Cross-Cultural Communication in the International Business In the recent years, cross-cultural communication has been one of the critical elements for the business entities and companies seeking to expand their operations, as well as transactions in the presence of internet and technological development. This research paper was critical in addressing the concept of cross-cultural communication. The insights in its documentation are critical in enhancing the awareness of the practitioners and business entities on the issue of cross-cultural communication (Gudykunst, 2003). This is because of the increased diversity of the workforce in the contemporary society, thus, the need for the business entities and management to adopt and implement appropriate mechanisms to overcome potential barriers to effective communication. Evidently, communication is one of the critical elements in enabling business entities to achieve its goals and targets at the end of each fiscal period. Additionally, findings of the research paper are vital in enhancing understanding of the causes of ineffective cross-cultural communication. These insights are critical in enhancing the awareness of the relevant practitioners and management on the influences and importance of cross-cultural communication in the international business. Moreover, the insights are critical in enhancing the awareness of the managers or other practitioners on the theoretical perspectives towards understanding cross-cultural communication in the midst of globalization. Conclusion Conclusively, the research paper sought to evaluate the concept of cross-cultural communication. In pursuit of this goal, the paper did focus on the utilization of the Developmental Model of Intercultural Sensitivity and cross-cultural adaptation theory in understanding conceptualization of cross-cultural communication and interaction. Evidently, the paper did highlight diverse causes of ineffective cross-cultural communication such as cultural relativism, language barrier, prejudice, stereotypes, personal values, and ethnocentrism. In the course of overcoming these issues, it is ideal to acquire knowledge, thus, the concepts of multiculturalism and cultural competence to enhance understanding and appreciation of the cultural diversity at workplaces in the digital era. References Asante, M. K., Miike, Y., & Yin, J. (2013). The global intercultural communication reader. Routledge. Bennett, J. M. (2014). Intercultural competence: Vital perspectives for diversity and inclusion. Diversity at work: The practice of inclusion, 155-176. Chiu, C. Y., Lonner, W. 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