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Case study on negotiations
Intercultural communication problems and solutions
Intercultural communication problems and solutions
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1.0 Introduction
In 21st century, the internationalisation and globalisation of businesses is becoming increasingly important to business prosperity and goal achievement. According to Geert Hofstede, “Culture” is the mindset for categorization of people from one group to another. In this report, differences in culture between the U.S. and France is analysed based on the case "European Negotiations - Southern Candle 's Tour De France".
2.0 Identification of Problems/Issues
Issues are differentiated into intercultural, intercultural verbal communication and intercultural nonverbal communication issues.
2.1 Intercultural Issues
• Due to Mrs Dubois’s fluency in French, which is gained through her stay in Quebec, Canada for 5 years, she accompanied Mr Picard to France as a translator.
• Mrs. Dubois shared with Mr. Durand about her experiences in Canada
• Mr. Picard was surprised for spending two hours on lunch.
• Mr. Picard was the only one who took off his jacket in the conference room, he did this
…show more content…
It is constructed on the basis of four anthropological problem areas which then translated into 4 dimensions which are power distance, uncertainty avoidance, individualism-collectivism and masculinity-femininity.
3.1 Strengths
It is suggested that Hofstede’s model enables comparisons of cultural values. Mead (1999) commented that Hofstede’s model is detail in cultural values and it gives insight into other cultures. Cross-cultural communication requires being aware of cultural differences because what may be considered perfectly acceptable can be offensive in another. All levels of communications are affected by cultural dimensions. Also, there were numerous researches on cultural values carried out based on Hofstede’s model with similar findings. Therefore, it can be concluded that the model has been trialled and confirmed
3.2
Geert Hofstede, Culture’s Consequences: Comparing Values, Behaviors, Institutions, and Organizations Across Nations. Second Edition, Thousand Oaks CA: Sage Publications, 2001
... middle of paper ... ... This shows how values and attitudes influence individual behavior. From this paper, one can see that diversity is much more than just cultural differences.
Geert Hofstede’s research in this area has been largely accepted as the standard for understanding culture within nations for study in many different disciplines including sociology and management research, among others. His studies because of their vastness in scale, gathering data from more than ”60,000 respondents in seventy different countries,” makes his research extremely reliable and foundational to research in this area (Hofstede, 1984, 1991, 2001).”
The authors identify that there are three main factors that effect how people act, think, and make decisions. The first is religion, in some countries faith plays an important role in all areas of life in the culture of the country and can influence many of their customs and behavior. The second factor is that of fact. In many countries their greatest desire is to find the best deal and the best product or services. The final factor is feeling, if a culture is based on feelings the people will conduct business accordingly. For example it would be essential to make a personal connection with this type of individual.
It takes a look at how everyday practices of relations of culture, power, identity and social structures influence people 's surroundings. There are four common elements to this theory which include relationship between human actions and social structures, stability and change in social structures, patterns of cultures and power, and power of configurations. Relationship between human actions and social structures are “both products and influences of each other.”(Miley, 1998, p.30) Stability and change in social structures causes recursive patterns in order to maintain a stable social structure, while at the same time multiple shifts can create change. (Miley, 1998, p.30) Patterns of culture and power show that beliefs may be superior to others based on supremacy. Last, power of configurations“influences access to privilege and resources or result in marginalization, oppression and scarcity of the opportunities and resources.”(Miley, 1998, p.30)
The essay will describe the concept of organizational culture and national culture. In the course of trying to describe both types of culture; subcultures and socialization examples will be discussed. A few real world examples will be mentioned in an attempt to further explain the topics in the essay. There are many similarities to how organizations and nations are structured and shaped by culture. The concept of cross-cultured management and multinational corporations are also a concept that organizations use to explain the behavior of their culture. Finally the essay will discuss how organizational and national cultures are interrelated. The interrelationship can be explained in the cultural dimensions and how the influence behavior and management.
In The Case of the Floundering Expatriate by Gordon Adler, Bert Donaldson, an American businessman, was hired to oversee the integration of various European companies into the US-based company, Argos Diesel (Adler, 2005, p. 24-30). Donaldson was unable to build rapport with any of the European team members, due to his cultural deficiency and lack of guidance on how to best collaborate with his European counterparts. As a result, the intercultural relationships among members of the European team were poor and the project did not progress during Donaldson’s two-year period in Europe. This proves Donaldson, Frank Waterhouse – CEO of Argos Diesel in Europe and Donaldson’s supervisor – and the company culture established by Argos International,
It was an unforgiving 95 degrees Fahrenheit in eastern France last week. Rain had fallen nearly every day of the week prior to Stage 16, Wednesday, July 21, making for a very steamy road up the face of one of the most unforgiving mountain rides a cyclist can make in the course of his or her riding career. Nearly one million people lined the narrow mountain road leading to the peak of L'Alpe D'Huez to watch a one man, Lance Armstrong, in the time trial of his life. This seemingly immortal man had survived cancer to make this climb his top achievement leading him to victory five times previously. Could Lance pull off an unprecedented sixth win? He rehearsed this scene time after time over the course of the previous year in preparation for such a time as this. That preparation paid off. He climbed this mountain in exactly 61 seconds faster than any of his nearly 200 competitors. One million people in a less than 20 mile stretch of road all to watch a bicycle race. But this was no normal race, this was, after all, The Tour de France. Considered to be the most physically unremitting sporting event known to man, this mere bicycle race has a history richer than many nations in and of themselves. Over a hundred years ago, in a turbulent, at best, France, two men found their way into a personal disagreement. The results of which, over a century later would still draw spectators by the thousands to the hillsides of France for what would become the greatest continuing nationalist and sporting spectacle of that country.
The importance of culture in International business today cannot be underestimated and it is imperative that attention is paid at strategic, organizational and the individual levels. The “Blue Ridge Spain” case elucidates these at all three levels. My analysis of this case is from the perspective of the Spanish corporation, Terralumen S.A. National culture is the shared implicit beliefs and tacit values that truly differentiate one cultural group from another. I will be using Geert Hofstede’s frame work to deconstruct this case into its separate dimensions.
Critics of Hofstede’s work argue that Hofstede’s study is flawed and outdated; for example, Hofstede’s analysis has a static and polarized vision of culture and is believed to be stable over time, whereas now with globalization, internationalization and convergence of cultures, cultures are rapidly changing (Fang 2009). Despite Hofstede’s work being nothing short of controversial, his work on culture, which Hofstede (1980, 1981) defines, as “the collective programming of the mind distinguishing the members of one group or category of people from others,” is still the most cited in the field of cross-cultural management in existence (Bond 2002). Furthermore, Hofstede’s groundbreaking research has successfully allowed for other cross-cultural scholars to comprehend and grasp the challenging concept of national cultural stereotypes in measurable and concrete terms (Fang
The differences in other cultures vary from beliefs to ways of life, or norms, of the different societies. The importance of understanding and sensitivity to other countries’ differences is crucial to a business’ success. “Lack of familiarity with the business practices, social customs, and etiquette of a country can weaken a co...
Culture can also shape individuals’ development of self, which also influence their behaviors. According to Smith (2014) an individual from Western cultures tend to develop independent self-construal which he or she tends to “strive for self-expression, uniqueness and self-actualization, acting autonomously based on his/her own thoughts and feelings, and pursuing his/her own goals” (p. 160). In contrast, an individual from East Asia tends to acquire interdependent self-construal where he or she tends to view “the self as closely connected to the social context” which he or she strive “to fit in and maintain harmony with relevant others, basing their actions and expectations and social norms” (Smith, 2014, p. 160). The different types of self-construal give rise
... individualism-collectivism refers to the degree to which a culture emphasizes the goals of an individual compared to the goals of the collective. (e.g. citations from Gudykunst p 40). Low-high uncertainty avoidance indicates shows the degree to which a culture tends towards consensus, and how much it is tolerant of deviant behavior. Power distance varies according to "the extent to which the less powerful members of institutions and organizations accept that power is distributed unequally," (Hofstede & Bond, 1984, p419). Last, masculinity-femininity refer to the amount that cultural systems "emphasize differentiated sex roles, performance, ambition, and independence," (Gudykunst & Ting-Tully, 1988, p. 48). Unlike work on acculturation, this work is generally cross-sectional, using surveys to determine the dimensions of acculturation at particular points in time.
How do personal values shape culture, and how does culture affect our understanding and interpretation of seemingly ordinary things?
Hofstede ,G. (1980). Hofstede’s Culture’s Consequences- International Differences in Work Related Values. Cross- Cultural Research & Methodology, 5, 18-21.