Applying Intercultural Communication to my Current or Future Work
Communication is an essential part of human existence (Yu, 2019). Its influence is attributable to the ability to exchange information, ideas, and trade among countries. However, communication is often challenging due to diversity. People analyze issues in varied contexts, depending on their cultural comprehension levels (Topcu & Eroglu, 2017). Organizations thus rely on intercultural communication as effective strategies for meeting common goals. This concept includes all forms of involvement that are verbal and non-verbal engagements between individuals of varied cultural backgrounds. Each region has its unique yet continuously evolving intercultural communication (Croucher et al., 2015). As a result, the phenomenon may include individuals of differing nationalities (G, 2018). Intercultural communication allows firms to expand their coverage through international trade and a diverse workforce. Some key careers dependent on effective communication include teaching and law enforcement. Teachers and police officers interact daily with many people; thus, they need to monitor and adjust their interpersonal skills as per the situation. A thorough comprehension of aspects such as ethnocentrism, language barriers, and cultural diversity enhances one’s intercultural communication competence by maintaining their positive identity.
Foremost, language is a constant barrier to interaction. Populations have unique mother tongues with vocabularies for each type of conversation. There are also acceptable terms and codes relevant for all genders and other stratifications. Such norms determine what is permissible from unacceptable speech, thus maintaining stability in the individual society. Consequently, intercultural communication may cause identity stress and enhances the likelihood of conflict. Individuals are continuously making an effort to approach issues in a manner that their counterparts can understand and thus may be anxious as they try to explain themselves. People do this to realize their identity to fit in a group (Croucher et al., 2015). Significantly is the stress that comes with efforts to have emotional communication between the parties. Also, cluelessness on the receiver’s response enhances the barrier to intercultural communication (Paternotte et al., 2016). Ultimately, an upsurge in stress levels and cultural stereotypes, especially at the workplace, causes disagreements. For instance, communication between an African American policeman and white supremacist may be inconclusive due to the latter’s opposing views. Such dysfunction prevents one from reaching their career expectations.
Secondly, the populations are culturally diverse. Correspondingly, intercultural communication may result in an exchange of bad morals. This situation occurs due to a mismatch in values such that what is acceptable in one region may completely be unacceptable in another. These virtuous dictate how one behaves amid others. Factors like power distance, uncertainty avoidance, collectivism, individualism, and masculinity are crucial elements of cultural diversity (Gut et al., 2017). These components mean that decision making and communication models are unique. Relationships in communities rely on one’s status, while individuals direct their goals depending on the overall mission of their communities (Wilczeweki et al., 2017). On the other hand, they manage issues in issues like stress and gender inequality differently. These differing cultures extend to workplaces, where it becomes challenging to define issues as they are relevant in other cultures. Culture bound professionals are more likely to oppose organizational changes when there is a curtail in their societal beliefs. As such, professionals face dysfunction in their organization. These situations call for the development of a framework that recognizes the different cultural paradigms and integrative solutions.
Thirdly, superiority complex in cultures due to ethnocentrism. This concept involves the critical aspect of human beings, where they believe that their societies and traditions are more valuable than others. This belief is often pre-established and generalizes a community without experience. Correspondingly, the community deemed inferior feels invalidated and undervalued, thus making the intercultural communication process unproductive. Such scenarios are evident between sections of minorities and the majority. The latter have more access to services and opportunities. Consequently, many of them assume the existence of equality, which may not be the case for non-white individuals. On the other hand, many claim to be against racism but, in turn, behave differently. Such instances may cause adversities due to intercultural communication. Ethnocentrism also impacts interactions between police officers and citizens. People with more partiality are more apparent to have communication barriers, unlike those who are more appreciative of their fellows. High ethnocentrism would thus result in dysfunction in an organization.
Fortunately, individuals can adopt intercultural communications principles to mitigate against dysfunctions and achieve a positive identity. These may include language and culture, mediation, communication channels, and the subconscious components in communication (University of Pécs, 2020). These principles offer useful insights into information exchange among different cultures to attain respect and tolerance. Firstly, globalization results in cultural exchanges and possible failures due to the lack of a common language. Alternatively, people may use their community signs and symbols, confusing due to variances in meanings. Linguaculture thus advocates for the teaching of foreign languages as a means of handling the language barriers. Education in other communities can help in the creation of standard terms that ease the process of communication. It also focuses on reducing levels of anxiety and potential embarrassment. Each party in a conversation should have adequate knowledge over their counterpart and their cultures. Consequently, professionals can minimize cases of dysfunction and loss of personal identity.
Secondly, mediation focuses on minimizing the level of anxiety among individuals. Some of the actions include settling on a common language of communication to ease the burden of cultural differences. Mediation requires people to appreciate one another and be open-minded. For instance, schools and law enforcement use English for interaction. Alternatively, police officers require mediation capabilities that help them create and sustain meaningful relationships with different communities. They should be aware of the existing concerns over their performance, especially with vices like racism. Positive interaction with all individuals results in ease in the maintenance of law and order.
Thirdly, the integration of both verbal and non-verbal communication enhances information exchanges among individuals. The former is often conscious while the latter unconscious. Their right application minimizes dysfunctions and creates an identity among a group of people. Every communicator must view ideas from the receiver’s perception. Additionally, they must be respectful and avoid judgments through assumptions and individual biases. Individuals should treat others in the right manner relative to the treatment they expect from others. Essentially, one’s way of doing things is not necessarily the best, and therefore, they should value other opinions. In this context, teachers must master the different body languages they exhibit, interpret them, and make decisions directed at improving their learning difficulties.
Like the third principle, subconscious elements of communication involve understanding one’s viewpoint is a crucial factor in mitigating societal dysfunction and attaining a positive identity. The subconscious mind refers to aspects as one’s experiences, memories, and attitudes. For instance, some communities believe in making eye contact as a form of integrity, while others abhor it as it represents aggression. Others are also bent on using specific tones depending on the issue at hand. African Americans are often more expressive as compared to other cultures, confusing communication (Robinson). Ignoring such potential barriers to communication like how people speak and high context cultures is harmful for any diverse population. Having a clear understanding of these factors as a police officer allows one to act in moderation and relation to the circumstance at hand.
In conclusion, ethnocentrism, language, and its barriers and cultural diversity greatly influence the impact of intercultural communication on matters such as professions. Populations speak different languages and thus have norms that determine the relevance of their conversations. Consequently, communicators may be anxious over their words and reactions from their counterparts. Also, there are people with preconceived ideas over other communities. They believe their societies, races, and nationalities are superior compared to others, thus undermining their views and cultures. Such beliefs generalize everyone without regard to individual preferences. Lastly, is cultural diversity caused by a mismatch in cultures that hinders proper interactions. People may even acquire bad morals. Highlights like power distance, collectivism, uncertainty avoidance, and masculinity determine the management styles, decisions, and engagement models. As a result, organizational dysfunction is more apparent without appropriate conflict resolution strategies like the promotion of cultural tolerance. Improvements are attainable through intercultural communication principles like lingua culture, communication channels, subconscious communication, and mediation. These approaches involve appreciating others and thus communicating from their point of view. Communication thus relies on respect, tolerance, and mutual understanding.
References
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G, S. (2018). Successful Intercultural Communication in Local Organization. Journal of Tourism & Hospitality, 07(05). https://doi.org/10.4172/2167-0269.1000386
Gut, A., Wilczewski, M., & Gorbaniuk, O. (2017). Cultural differences, stereotypes, and communication needs in intercultural communication in a global multicultural environment. The Employees’ perspective. Journal of Intercultural Communication, 43(1), 1-20.
Paternotte, E., Scheele, F., Van Rossum, T. R., Seeleman, M. C., Scherpbier, A. J., & van Dulmen, A. M. (2016). How do medical specialists value their own intercultural communication behavior? A reflective practice study. BMC medical education, 16(1), 222.
Topcu, U. C., & Eroglu, U. (2017). A Review on Intercultural Communication Competence for Business Research.
University of Pécs. (2020). 4. Principles of Intercultural Communication. 4. Principles of Intercultural Communication | Lendvai Endre: Lingvokulturális nyelvészet és interkulturális kommunikáció. http://polc.ttk.pte.hu/tamop-4.1.2.b.2-13/1-2013-0014/25/4_principles_of_intercultural_communication.html.
Wilczewski, M., Gut, A., & Gorbaniuk, O. (2017). The impact of individualism-collectivism orientation and communal orientation on employees’ attitudes toward intercultural communication: The case of Chinese employees in an MNC. Journal of Intercultural Communication, 45.
Yu, J. (2019, October). Interpreting across Schema Gaps in Intercultural Communication. In 2019 3rd International Conference on Economic Development and Education Management (ICEDEM 2019). Atlantis Press.