Different backgrounds and characteristics of employees have the potential to make communication both more rewarding and more difficult.

We are going to discuss:
 Culture
 Fundamental Dimensions of Cultural Diversity
 communicating across diversity
 Organizational Culture
 
 

Cultural diversity and communication
The nature of culture
 Culture can be defined as a set of values, beliefs, norms, customs, rules, and codes that lead people to define themselves as a distinct group, giving them a sense of commonality.    Culture is learned - not innate (inborn).
 

We have cultural differences in the workplace that has been labeled diversity.  Diversity in the workplace is used to refer to workers who are physically challenged (blind, in a wheelchair), ethnic minorities, women, and/or immigrants to the U.S.

We also have cultural differences in international business
 We can differ in many aspects of business: how we refer to each other (names), social customs (handshakes, bows, etc.), how we dress, how we perceive Time, our tolerance for conflict, and gender roles.
 
 

Fundamental Dimensions of Cultural Diversity
 We are talking about high- and low-context communication.
  Low context - uses language to express thoughts, feelings, and ideas - clearly and logically.  The meaning is in the words.   United States and Canada
  High context - relies heavily on subtle, often nonverbal cues to convey meaning.  What is the meaning of the context in which the message is delivered?  Many Asian and Middle Eastern countries
 
 

Low context: more talk, direct speech, more clues verbally, expectation is that anything important will be talked about, language is needed, and rules are spelled out.

High context: less talk, indirect speech, more clues nonverbally and environmentally, expectation is that you will observe and learn, silence is golden, and rules unspoken.

· Another fundamental dimension of cultural diversity is individualism and collectivism.
 In a collectivist culture, group rewards is prized more than individual achievement.
 Members are motivated by opportunity for the group to excel.
 Member of individualistic cultures tend to put their own interests ahead of social concerns.  We’re talking personal success here.
 
 
· Yet another is power distance - do you flaunt your power?  What are you attitudes toward differences in authority?
 Cultures with high power distance accept that power is distributed unequally.
 Cultures with low power distance supervisors have power, but it is not flaunted.
 Employees are comfortable approaching - and even challenging - their bosses.
 
· Uncertainty avoidance - how accepting a culture is of a lack of predictability.
 Lack of predictability can lead to taking more risks and differing from the norm.
 Some cultures are uncomfortable with change.  They place a high value on tradition.
 They are characterized by more formal rules and less tolerance for different ideas.
 

Let’s talk about communicating across diversity
The text identifies four categories filled with ideas on how to promote more satisfying, productive relationships among members of different cultures.

· Learn about different cultures and subcultures
 A lack of knowledge can often lead to problems.  Strive to understand each other’s backgrounds.  A lot of problems happen unintentionally.

· view diversity as an opportunity
 People with different backgrounds can bring new strengths to a business.
 

· don’t condescend
 essentially, don’t view those who are different from you are inferior.

· talk about differences
 as the workplace becomes more and more diverse (meaning less white males and more women, ethnic minorities, employees from overseas, and physically challenged individuals) there will continue to be differences between workers.   Talk with others so you can understand them - and enrich your overall working life.

Organizational Culture
Organizational culture represents member’s views of the way things are in an organization.
Every organization has its own way of doing business and treating people.

DISCUSSION
Think about your past experiences.  What types of jobs have you had?
Anyone work in sales?  Restaurants?  What was it like there?

How did you learn the organizational culture?  Through communication?!?!

Dimensions of organizational culture
 What elements distinguish one organization from another?
Well, things like: sociability, power distribution, degree of structure, achievement awards, opportunities for growth, tolerance for risk and change, conflict tolerance, and emotional support.
 

Creating and maintaining organizational cultures
The earliest phase of an organization’s life is the best time to set the tone for its lifelong culture.  Just like a classroom.

DISCUSSION
Think of some of your job titles.  What do they say about your organizational culture.  Are you a sales associate or a clerk?

Organizational culture and career planning
You will be probably tempted to go with a job that pays well, or has the opportunity for promotion.  But, if you consider only these types of factors, you could wind up with an impressive salary and title, but be miserable.

Here’s what you should also do before getting or even applying for a job.
To get a sense of the company’s culture:
 study the physical setting
  what’s the difference between being in the mall or downtown?

 read what the company says about itself
  read press releases, annual reports, and advertisements
 

 test how the company greets strangers
  how are you treated when you visit?  What is the company vibe?

 interview company people
  you probably won’t get the same answers during the interview, so try doing it off-site.
 
learn how people spend their time
  how do people go about their business?