Documente Academic
Documente Profesional
Documente Cultură
Jillian Ma
Communication in Relationships
Fall 2016
Hyunsook Youn
How
Do
Cultural
Differences
In
Interpersonal
Communication
Impact
The
Workplace?
2
In this polychronic time culture, businesses are required to be task driven and organized to
keep up with their competitors. Employers must effectively execute strategies to sustain a
perform efficient interpersonal communication among all employees. A business cannot operate
fully without the cooperation and dedication of its workforce. Employers and employees must
establish a communicative process where they can develop and share ideas. In the land of the
free, the American labor force consists of culturally diverse workers. These differences raise
understanding can affect every part of the company depending on how these variances of
cultures can collaborate. Differences in cultures can create controversies because people are not
familiar with these other traditions and refuse to understand them. Hence, resulting in
I personally would like to learn more about these differences, how they impact other
people, and what can be done to deter these potential complications. As an employee of a
company that serves a very diverse group of customers, I face these problems regularly.
employers, even within the same race. People are products of their own environments. Therefore,
even from the same race, people can differ in language styles; depending on which culture they
grew up in. For example, some Korean-Americans, who are from Korean descent but are born in
America, are not fluent in Korean but are fluent in English due to joining the American school
system. They can have difficulties understanding and responding to other Korean people in their
own native language. This is greatly exemplified in the workforce where strangers are forced to
How
Do
Cultural
Differences
In
Interpersonal
Communication
Impact
The
Workplace?
3
communicate. Although it may be possible to decode a message by predicting meanings of
nonverbal and verbal cues, it is not the most practical way. Due to language barriers and
misunderstandings of traditional communicative ways, the sender of another culture cannot fully
communicate the message the way it was intended. Cultural differences in interpersonal
communication have a major impact on the workforce and while these differences may pose
obstacles for successful communication at first, if the workers learn to be more accepting of
others diversities, then the outcome is a better workforce and happier customers.
There are so many different cultures yet there seems to be similar aspects in how they are
diverse. In Areas of Cross-Cultural Difference in the Workplace, Castaneda, Bateh, and Heyliger
(2013) wrote an article with the intent of raising awareness of cultural differences while not
ascribing them to a specific culture. From the Journal of International Education Research
organizational culture is the power structure. Castaneda et al. (2013) refers to the polarities as
one being vertical or horizontal between individualism and collectivism. Individualism focuses
on the well being of the individual over the group, while collectivism performs for the wellness
of the group. The vertical point of view explains that there is a hierarchical structure, whereas the
horizontal structure signifies equality. Park (2012) illustrates that the communicative styles in
American culture are portrayed as precise, assertive (regardless of status), logical, and verbal.
Thus, communicating verbal codes in a straightforward and explicit way. However, Park (2012)
mentions that East Asian cultures have more emphasis on collectivism and rely more on
with others. Consequently, communicating with these individuals would require background
knowledge, traditional interpretations, and nonverbal cues to correctly understand the speaker's
How
Do
Cultural
Differences
In
Interpersonal
Communication
Impact
The
Workplace?
4
intention. This exemplifies vertical collectivism in these cultures. Furthermore, Park (2012)
found that harmonious relationships are highly valued. Therefore, they may rather achieve
mutually satisfying and face-saving outcomes than to effectively complete tasks. This is an
important concept for the workforce to understand because they must act as a team and be able to
communicate their ideas successfully. With certain individuals not cooperating, it can create
Negligence of these cultural differences cannot only hurt the workforces productivity but
mechanism used to make prejudicial distinctions in treatment of different cultures of people they
are not familiar with or intimidated by. People from diverse backgrounds seem to have no choice
when they have to deal with someones hurtful statements and wrongful treatments in the their
workplace. According to Hanasono from Communication Quarterly (2016), coping with racial
discrimination can be challenging and complicated. One key aspect from this journal was that
disengagement or engagement coping strategies can both result in various emotional damages or
damaged interpersonal relationships. A study from the Journal of Aging Studies, Nichols,
Horner, and Fyfe (2015) explored how cultures shaped relationships in aged care and to what
extent they supported a cohesive multicultural workforce. It acknowledges the range of beliefs
and values that the multicultural workforce brings to the workplace. The study presented how
some people are negatively affected by the cultural differences. Sixty percent of participants
from a culturally and linguistically diverse background had experienced negative reactions from
residents with dementia, linked to visible cultural difference (2015). The coping methods in
these situations were for the employees to ignoring these comments and tried to build resilience
towards this behavior. However, Nichols, Horner, and Fyfe (2015) also noticed that participants
How
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Cultural
Differences
In
Interpersonal
Communication
Impact
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Workplace?
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reported prejudicial treatment from other staff members. These findings draw attention to the
need for organizations to address these complications and how to adapt to a diverse workforce.
Hanasono (2016), points out that even in the study of support communication for individuals
who face discrimination, there are limitations. Despite the vast amount of support, most
messages were only moderately person centered and it was found that it did not effectively
attend to the victims needs. As a result, cultural differences also impact how people consider
support messages. This can be useful knowledge in the workplace to help alleviate tensions and
In order for an organization to run properly and be successful in the long run, conflict
must be reduced to a minimum and collaboration in the workplace must be high. In Hynes
Communication Quarterly (2012), companies that recognize the relationship between employee
engagement and business success will seek ways to foster and facilitate workers emotional well-
being. Hynes study showcased how the feeling of achievement and recognition motivates
employees to perform exceptional work. In addition, it was exemplified that incivility and
and even other public areas to reduce damaging discriminations. Bedwell, Fiore, and Salas from
the Academy of Management Learning & Education (2014) propose an approach for integrating
interpersonal skills into a classroom. This gives ideas of how workforces should integrate
interpersonal skills. Workers of all levels should feel comfortable and should have a desire to
speak out when they have a good idea that may benefit the whole workforce. In order to create
an environment where all workers feel free to communicate and contribute, there must be an
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Cultural
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Interpersonal
Communication
Impact
The
Workplace?
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overall acceptance of cultural values and customs. When everyone in the workplace is accepting
of one another, they will be more understanding of each others ideas and thus be more willing to
contribute in the execution of the idea. Acceptance of others in the workplace also helps create
an effective working environment, where operations can run smoothly due to the workers
A business that has a core competency of workers with strong interpersonal skills would
allow for a very collaborative working environment. Many corporations mention that students
graduating from college should acquire interpersonal skills before entering the workforce to be
successful. If the applicant is an excellent candidate for a certain job in a company but he is not
able to communicate as well as other candidates for the job, that company will be reluctant to
hire the student who cannot communicate because the management may believe that it may
hinder operations in the workforce. However, while the applicant might not possess strong
communicational skills, he may excel in other areas of the job that would help the overall
business succeed. If the business culture is one that can integrate employees of all backgrounds
regardless of their communicative tendencies not only will the workforce strive as a collective
unit but also, it will gain a competitive advantage among its competitors. A diverse workforce
implies that people from various social and ethnic backgrounds will be present and active in the
workplace. Ramadevi and Kumar (2012) in A New Paradigm on Workforce Diversity from the
International Journal of Research in Commerce and Management, suggests that adding diversity
not only in culture but also expertise can add a new dynamic to the work environment. An
effective management process should integrate how to limit misunderstandings and work
together to bring out the best in the workforce. Ramadevi and Kumar (2012) explain how
adopting a new environment that includes demographic factors helps maintain smooth
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Interpersonal
Communication
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relationships among employees and their customers. A diverse environment allows full
education of interpersonal communication skills and adaption to different cultures for future
workers, employees, employers, and everyone within the business to be distinctively competent.
The employers of organizations with multicultural workforces must learn and adapt to
differences that may cause complications. Understanding major limitations can help ease
frustration and promote positive business ethics between cultures. Cultures all over the world
have different point of views in gender differences, formality, time, communication style, and
ethics. All of these distinctions show how people live their lives in various ways.
Communication style and ethics is more significant as it is more directly involved with
message but be misunderstood depending on how the nonverbal cues are interpreted. As
businesses can cooperate to limit discrimination within the workforce and promote further
adaptations to diversity, it has the potential to increase the customer retention rate. Having a
diverse workforce is advantageous for top management as its workforce will be more
High employee moral will lead to happy customers and thus keep their customers loyal.
Hopefully, in the near future, there will be studies affirming that cultural differences in the
workforce have been minimized and have proven to maximize business successes. At the end of
the day, it is important to have a diverse team because a strong internal structure creates a
fundamentally sound environment where everyone can perform their best work. When the
internal and external operations of a business are more accepting of all cultures, it results in
Castaneda, M. E., Bateh, J., & Heyliger, W. (2013). Areas of Cross-Cultural Difference in the
Workplace. Journal Of International Education Research, 9(2), 165-170.
Hanasono, L. )., & Yang, F. ). (2016). Computer-Mediated Coping: Exploring the Quality of
Supportive Communication in an Online Discussion Forum for Individuals Who Are
Coping with Racial Discrimination. Communication Quarterly, 64(4), 369-389.
doi:10.1080/01463373.2015.1103292
Nichols, P., Horner, B., & Fyfe, K. (2015). Understanding and improving communication
processes in an increasingly multicultural aged care workforce. Journal Of Aging Studies,
3223-31. doi:10.1016/j.jaging.2014.12.003
Park, S. (2012). Korean American Parents' Communication with European American Therapist
during Behavioral Intervention Services. Education, 132(3), 560-567.
Ramadevi, D., & Kumar, S. S. (2012). Whether Differences Make Differences? A New
Paradigm on Workforce Diversity. International Journal Of Research In Commerce And
Management, 3(7), 54-58.