Intercultural Communication, Networking and Career Management - Essay Example

Reflective Essay: Intercultural communication, networking and career management [Name] [Professor Name] [Course] [Date] Abstract: This essay presents a reflective journal demonstrating engagement with the key ideas covered in the course, such as intercultural communication, networking, and career management. Three entries are integrated into the reflective journal, two of which reflect on guest industry presentations and a conclusion that comments on the effectiveness of the journal as a learning experience. Key Concepts: intercultural communication, networking, career management, cross-cultural association, career planning Intercultural Communication The course was significant in enabling an understanding of the approaches essential for communication with strangers. One of the approaches that proved feasible was the understanding of how particular cultures work. In my view, this particular approach can prove effective specifically because it enables one to understand certain cultures from the perspective of the people who practice it. Hence, an individual is able to become empathetic with certain cultures, an ingredient that precipitates understanding of their communication norms and means. The second approach includes comparing one culture with the next. Although practical, this approach may precipitate certain biases against other cultures, thus inhibiting faster learning of other people’s communication norms. I was able to learn that within this second approach, one makes use of predetermined categories to explore certain cultural aspects. Simply put, the idea is to understand the differences between cultures in relation to certain aspects. Indeed, through further literature search, I was in a position to gather that cultural prejudices have basically originated from the practice where people tend to compare cultures and rate some aspects as superior to that of the other cultures. This hinders effective intercultural communication as it has the capacity to make others feel superior about their cultures and to disregard possible intercultural interactions. In the same manner, it was critical to acknowledge that the varying worldviews contribute to misconceptions and misunderstandings that are more evident in cross-cultural scenarios. In my own understanding therefore, or the two approaches, although significant in enabling one to communicate with strangers, the second one is responsible for problems in communication and misunderstanding. Intercultural Communication in Business Management Intercultural communication is applicable at the industry level, as it enables individuals to work in multicultural settings. For instance, expatriates can use cross-cultural communication skills while working outside their home countries. Indeed having great business skills requires great communication skills. Since culture is a major force in business management, intercultural communication also comes into play in management of an organization. On critical reflection, intercultural communication has problem-solving capabilities. For instance, to solve the issue of inequitable and unfair treatment of the diverse workforce, the executive management has to ensure that policies and practices that advocate for cross-cultural understanding are enabled. However, it would be appropriate that the management gets an insight into the diverse cultures through the two approaches mentioned in the previous section. This means that businesses should restructure their working cultures to enable integration of a wide range of viewpoints, thus enabling employees from diverse cultures to feel regarded. This way, a business can create mutual trust and respect with its workforce. Due to the effects of globalization, the diverse workforce is a reality in the modern-day business world. Intercultural communications underscores the need to develop effective intercultural communication. The effects of cultural diversity range depending on a business’ strategy and the environment it operates. Since more and more businesses shift from using domestic to multinational strategies to operate as global firms, the significance of cross-cultural communication holds. To this end, management of cultural diversity has continued to gain significance in gaining competitive advantages, as firms that tend to appear to have embraced global appeal serve wide and diverse customer base, thus have a competitive edge. Networking A resounding theme throughout the course is the practice of networking. On reflection, I perceive that networking can increase one’s capacity to access of limited information or resources. Janasz and Suzanne (2006, 285) refer to networking as the creation and cultivation of professional and personal relationships in a bid to create a system of contacts or information. In the modern-day business world, I reflect that a major objective of networking would be to create and sustain relationships with individuals who can prove useful to an individual or an organization. From numerous literature reviews, I was able to understand that for networking to be successful, then an individual has to develop a certain state of mind or philosophy where he becomes receptive to information as well as willing to share information and help others gather information rather than expecting information from others (Brian 2005, 53-56). A significant knowledge gathered is that effective networking can indeed exist between two or more individuals who have built a rapport through sharing a common interest – usually enabled by a two-way communication. I learnt that networking can help a business to incorporate ‘best practices.’ It is indeed perceivable that establishing personal networks, as well as having great networking skills has the potential to offer an organization or an individual several benefits. For instance, when a business builds a network of contacts with other business or certain experts, it is able to stay updated on the current trends in the industry by improving its products to meet unique and dynamic consumer demands, enabling to stay ahead of other business organizations, thus more competitive (Janasz and Suzanne 2006, 285-287). Uses of Networking for a Business Industry application of networking can substantially help businesses to locate opportunities and consumers to locate goods and services. Indeed, this view is widely reflected throughout the course of study. Networking can help individuals or business organizations to identify the best business deals or the most practical ways of minimizing costs. The view is in fact practicable in the real world. For instance, in seeking to find a business premise at a strategic place, a network of other businesses can help an individual to streamline his search. Further observations included the idea that networking can help business managers to find the right people to hire, specifically for jobs that require professional skills, such as in the information security firms, where recruiting and retaining the right staff is difficult. However, subsequent recommendations from other managers or individual employees who maintain close contact with qualified persons can suggest the right personnel for a job. This practice is called reverse networking and has proved much beneficial in the industry than tradition methods of employee recruitment (Janasz & Suzanne 2009, 301-306). Small to medium sized enterprises also benefit immensely from networking. Several case studies throughout the course showed how small-scale entrepreneurs such as consultants or real estate agents can find customers and how startup businesses can find venture capitalists to invest in their business. Through maintaining close contact with professional peers, former staff members and contacts met in the conferences, an entrepreneur can increase their contacts exponentially. Networking is a crucial practice for businesses as it enables an organization to break from the old pattern of practices and adapt new and more efficient solutions capable of fulfilling career-related or organizational objectives. Career Management Career management refers to a mix of structured planning and managing an individual’s choice of career. It can also be defined as an attempt by an individual or several individuals to influence the career development of one or other individuals. Several aspects of career management such as professional work, achievement, personal fulfillment and financial security integrate into career management were explored. As reflected from the course of study, career management is subject to an individual’s choice and involves collecting information and plans to solve challenges in career and to make decisions on the choice of careers. In addition, organizations expect that employees should take part in managing their careers, meaning they have to be proactive in career development. For instance, the employees should endeavor to seek out career advice, maintain contact with influential persons as well as make others know of their achievements. From this perspective, I was able to analyse that the responsibility of career management lies with an individual as well as the organization (Sturge et al 2002, 732-734). I was also able to learn that since career management by individuals can serve two purposes, including improving an individual’s career, within the organization and outside, depending on one’s career objectives, various types of activities can be appropriate, which however depend on one’s intention. For instance, networking can prove essential for creating and maintaining contact at work, it may further enable draw attention to one’s career achievements as well as furthering an individual’s career within an organization. It is therefore perceivable that employees who get to manage their careers are likely to be more successful as well as feel motivated to achieve their career goals, compared to those who do not (Orpen 1994, p. 35). Significance of Journal in intercultural communication, networking, career management An underlying assumption throughout the course is that all cultures are unique, and that intercultural communication is a ‘problem solver.” It is within these perspectives that I reflect on the possible outcomes of intercultural communication in networking and career management. Since each culture is unique, intercultural communication appreciates that all employees in an organization have their own identities that enable people to submit to universal set of beliefs, norms or values. This alludes to the idea of covert culture as specified by Kalscheuer (2009, 29) that cultures are hidden codes of behavior that hide “more than they reveal.” While communication is generally facilitated by a set of common beliefs, norms or values, cultural differences are exist within the intercultural field when people from different cultures meet. I learnt that no common set of beliefs, norms or values are in existence to which individuals from different cultures can refer. Indeed this is cited as a major contributor to misunderstandings and problems in communications or interactions. With regard to intercultural communication problems, I noted during the course that contradictions and partialities caused by divergent worldviews poses a major barrier to cross-cultural situations. In fact, a number of journals indicated that problems occurring in intercultural contexts are related to the idea that little is understood about cross-cultural communication. In my personal conviction, I related the idea to the situation where problems arise when people from different cultures meet and fail to understand each other, each side tends to blame the other, thus hindering cultural identities (William 2003). In conclusion, the reflective journal on the key ideas covered in the course, such as intercultural communication, networking and career management represent what I was able to learn about each key idea, and the knowledge, ideas or issues I will take with me as I leave the course (MacLellan 2004,76). First, networking is a crucial practice for businesses as it enables an organization to break from the old pattern of practices and adapt new and more efficient solutions capable of fulfilling career-related or organizational objectives. Second, it is perceivable from the critical reflection that employees who get to manage their careers are likely to be more successful as well as feel motivated to achieve their career goals, compared to those who do not (Orpen 1994, p. 35). Lastly, due to the effects of globalization, most businesses today have a diverse workforce, which underscore the need to develop effective intercultural communication. References Brian, U, 2005, 'How to build your network.' Harvard business review. Vol 83, no. 12, pp. 53-60 Kalscheuer, B, 2009, Encounters in the third space: links between intercultural communication theories and postcolonial approaches, New York, Routledge, Ch. 2, pp. 26-43 MacLellan, E, 2004. ‘How reflective is the academic essay?.’ Studies in Higher Education, 29:1, 75-89 Orpen, C, 1994, The effects of organisational and individual career management on career success, Vol 14 (1), pp. 27-37. Sturge, J. Guest, D, Conway, N & Davey, M, 2002, 'A longitudinal study of the relationship between career management and organizational commitment among graduates in the first ten years at work.' Journal of Organizational Behavior J. Organiz. Behav. 23, 731–748 William, G, 2003, Cultural influences on the process, 4th ed. Boston, McGraw-Hill Read More