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Intercultural Communication in the Workplace

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Lauren Brown

on 5 March 2013

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Transcript of Intercultural Communication in the Workplace

What is involved in communication? Volume (how loud we talk)
Rules for turn talking
Eye contact
Primary Language
Touching Define Intercultural Communication: Refers to the communication between individuals of different cultures Intercultural Communication
in the Workplace Diversity Training Common Assumptions in Intercultural Communication "I am not going to understand what this person is going to say because she has an accent."
"Her English is not that good."
"She is unintelligent because she is different." Symptoms of the Problem English speakers immediately block themselves off as soon as someone begins to speak with an accent.
Finding humor in what a person with an accent says and embarrassing them as a result.
Reacting aggressively when approached with a person with an accent.
Losing patience.
Different body language.
Disregarding what the other individual says.
Lack of empathy: do not appreciate people from another country. Do not put themselves in the situation.
Sense of entitlement for English speakers.
Assuming that people from another country are not well educated.
Stereotypes - for example all Hispanics like spicy food or all Mexicans are gardeners/landscapers. Identifying Courses of Action Break down structural barriers.
Decrease negative stereotypes about different cultures.
Decrease negative stereotypes about different language barriers.
Get employees involved.
Content of the material must be relevant.
Regular meetings and a coaching program for people that have a hard time adjusting to languages.
Develop communication as a conscious skill.
Be able to address differences openly and check for clarity and comprehension in order to enhance collaboration. Refers to a differences in linguistics, social conventions, ethnicity, religion or education. This proposal focuses on the differences in linguistics and ethnicity. Goals, Objectives and Outcomes Goals People should feel enthusiastic about their intercultural interactions.
Development of positive interpersonal relationships that allow skills transfer to take place.
Help employees from different countries feel welcome at the workplace. Program Objectives
Improving employees professional development
Improving learning environments and relationships. Program Content Learning Outcomes Professional development -Training such as the Intercultural Approach (IC); The Managing Diversity and Inclusion Approach (MDI); and also The Valuing Differences Approach (VDF)
Identify and overcome common obstacles that are holding employees back.
Define options for employees to be creative. Budget The success of the training program is to develop and build new skills within the organization to have
the organization move in a different direction within the next two years. The result of the training will
show the different behaviors that our employees will value to the business should be evident when
trainees return to their jobs. The cost of the training program: Estimate of $3850
Number of training sessions? 3 training sessions
Number of participants? 20-25 per session $20 each $1500
Expenses for the meeting space, meals, and training materials?
Meals/Coffee/Juice (for participants during training) $300
Any fees for outside trainers or consultants either for preparing the training sessions or conducting the training or both $300
Manuals/Printed Materials $200
Miscellaneous Supplies $200
Overtime costs if other employees must work extra hours to cover for those employees in training $750
Instructor Expenses (travel, lodging and meals) $500
Internal Operational Costs:
Office Space $60
Equipment: $ 40 Cost Measuring Outcomes In order to find out if our training program had the desired result, we have decided to compare groups or time periods. We will compare employee performance before training with employee performance after training.

We will use control groups for the training. Control group is a method based evaluation focusing on the differences between individuals who did not receive training and those who participated in the program.

Employee surveys and interviews Advantages Communication: Employees will have the ability to convey ideas, to approach others and stimulate their curiosity, and to listen. Employees will understand the issues that should be considered when communicating with people of different cultural, racial, and ethnic backgrounds. Employees will gain a greater understanding of different communication styles.
Teamwork: Employees will understand the influence of culture in people’s behavior, thus enhancing team work, as colleagues respect one another’s cultural background and unique talents and capabilities.
Global Business Edge: Employees will get successful negotiation skills in the global market of diverse cultures.
Effective leadership: managers will lead their teams by creating understanding of the company’s policies while accommodating the diverse views of his teams. Disadvantages Companies may see it as a waste of money since they think that it will take a huge amount of money to
make a significant progress.
Employees resistant to change because they are afraid of the unknown. Conclusion Today, in a diverse workforce, companies need to start looking at the quality of these diverse employees’ experience in the organizations. Companies need to make sure that employees in all groups and categories feel comfortable and welcomed in the organization and that they feel included and experience the work environment as inclusive. Companies need to assess their work environment and identify the barriers to inclusion, whether they are practices, policies, or the informal culture of the organization. Having identified barriers, the job of the diversity team is to change the company culture and to create an inclusive workplace environment. "We can no longer expect to live our lives communicating only with people in our communities."
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