The ease of movement of people from one region to the next increases the level of diversity in the labor market. The management should adopt communication mechanisms that indicate sensitivity to diversity of the employees based on cultural and language differences.
What does Global Mobilization Imply
Topic : Effective use of cross-cultural communications in a multicultural setting
Audience : Coworkers and managers
Setting or environment of the speech :
Workplace Opener: The rapid evolution of the workplace as characterized by the diversity of employees who have different cultural backgrounds and beliefs enhances the need for using cross-cultural communication approaches to increase synergies and increase the commitment of employees to an organization (Maude). The productivity of workers depends on the creation of an enabling environment that offers a supportive framework to the diverse employees’pool. Principles that support cross-cultural communication mechanisms include the need for active listening, being open-minded, increase the personal touch, and the development of an understanding regarding the cultural backgrounds of employees (Maude).
Thesis: The management team should adopt cross-cultural mechanisms that indicate sensitivity to the diversity of the employees based on cultural and language differences. 2Cultural contexts within the organization despite the common denominator of English as the official language highlights the need for understanding the impacts of cultural differences and designing appropriate communication mechanisms. Learning and teaching the staff members regarding the importance of culture will improve the ambience and synergies among employees.
Developing awareness and understanding of cultural diversity
Main Point 1: It is increasingly important to develop awareness and understanding of cultural diversity among members of the organization.
Supporting points and information: The efficacy of cross-cultural communication depends on the development of an understanding regarding the cultural contexts present that make it important to establish the cultural backgrounds of the parties involved in a discussion. Therefore, the basic understanding of cultural diversity offers the first pillar to the realization of effective communication and outcomes (Wildman, Griffith, and Armon).
The management team should structure training sessions regarding cultural diversity and the need for employees being accommodative of the beliefs and principles of their colleagues. 3Cross-cultural communication is supported by the cultivation and demand for mutual acceptance regarding personal and cultural differences. Communication should be structured to be accommodative and every individual should be aware of existing personal differences.
Foster Mutual Acceptance
Main Point 2: The management should foster and advocate for mutual acceptance underlining the need for respect.Supporting points and information: The different cultures and individuals from various backgrounds should receive equal treatment without traces of favoritism. Mutual acceptance seeks to deal with cases where people from one culture form the dominant group and would love to impose their beliefs on others. Hence, the practical solution dictates emphasis and the demand for mutual acceptance to ensure all cultural backgrounds are respected regardless of the number of employees affiliated to certain practices (Wildman, Griffith and Armon). Cross-cultural communication thrives because workers realize the need for accommodating cultural differences and respecting personal opinions. Training should be structured to support the culture of active listening. Active listening should start at the management level through the inclusion and accommodation of ideas from the employees
Main Point 3: Cross-cultural information succeeds in circumstances where active listening is promoted. Supporting points and information: Understanding how people communicate and comprehend messages passed through distinct communication mechanisms indicate the need for training employees and the management to practice active listening. Therefore, active listening stimulates the enhancement of cross-cultural communication among workers and managers from different backgrounds (Conflict Research Consortium). Training sessions should place emphasis on the need for acceptance and understanding the context of a colleague’s cultural background through active listening and constant engagements. 5Messages and information passed should be kept as simple as possible. Cross-cultural communication should be unambiguous and with the desired clarity. Simplify communication and the messages
Main Point 4: The successes of cross-cultural communication depend on the simplicity of the messaging to ensure the information passed is absorbed as desired. Supporting points and information: Despite English being the common language used in the business environment, it is erroneous to use the presumption of everyone understanding various terms used in communication. Hence, the accommodation of diversity dictates the need for using precise and concise messages to pass information from one person to the next in an organization (Conflict Research Consortium).
Therefore, cross-cultural communication should be premised on the tenets of simplicity, unambiguity, and clarity. Understanding and accommodating diversity requires the application of concrete training measures that ensure awareness is created across the organization. Workers and the management should take time to learn and understand the cultural backgrounds of their colleagues and how such differences contribute to the interpretation of messages.
Restating the thesis: Undoubtedly, the management team should adopt cross-cultural mechanisms that indicate sensitivity to the diversity of the employees based on cultural and language differences.
Payoff and closing: The existence of differences across the organization enhance the need for everyone taking an active role in understanding the values and practices of their colleagues.
Conflict Research Consortium
“Cross-Cultural Communication.” Colorado.edu. N.p., 2017. Web. 19 Oct. 2017.Maude, Barry. Managing Cross-Cultural Communication. Palgrave Macmillan, 2011. Print.Wildman, Jessica L, Richard L Griffith, and Brigitte Armon. Critical Issues In Cross Cultural Management. Switzerland: Springer International Publishing, 2016. Print.References 8