REPORTING: CROSS CULTURAL COMMUNICATION

by Kennedy M. Belmonte

Cross-cultural communication is a crucial aspect of global human resource management.

In today's interconnected world, organizations are increasingly operating in a global marketplace,
and their success depends on their ability to communicate effectively with employees, customers,
and stakeholders from different cultures.

It also plays a crucial role due to the diversity of cultures, beliefs, values, and
communication styles that exist in a global sphere of workplace. Effective cross-cultural
communication enables HR professionals to understand and appreciate cultural differences,
which can lead to better employee engagement, motivation, and productivity.

For instance, imagine that a US-based company is expanding its operations to China. The
HR team would need to understand the cultural norms and communication styles of their Chinese
employees to effectively manage them. In China, hierarchy is important, and employees typically
defer to their superiors. Therefore, the HR team needs to ensure that their communication is
respectful and acknowledges the seniority of Chinese employees.

Another example could be a German company opening an office in the Middle East. In
Middle Eastern cultures, relationships are key, and business is often conducted through personal
connections. The HR team would need to adapt to this by establishing personal relationships with
employees and clients, and by valuing their cultural beliefs and values.

Additionally, cross-cultural communication also enables HR professionals to effectively

manage diversity in the workplace. For example, a company with a diverse workforce may have
employees from different countries, religions, and cultural backgrounds. By understanding and
respecting cultural differences, HR professionals can foster an inclusive workplace environment
where all employees feel valued and supported.

These are some of the significances based on my research:

Enhances understanding: Cross-cultural communication helps HR managers to

understand different cultures, their values, beliefs, and practices. This understanding allows them
to design HR policies, procedures, and practices that are culturally sensitive and effective in
meeting the needs of a diverse workforce.

Promotes diversity and inclusion: Effective cross-cultural communication fosters an

environment of diversity and inclusion in the workplace. HR managers can leverage the diverse
backgrounds, experiences, and perspectives of their employees to drive innovation and creativity.

Improves productivity: Miscommunication due to cultural differences can lead to

misunderstandings, conflicts, and decreased productivity. Effective cross-cultural communication
can help to avoid such situations, leading to better collaboration, teamwork, and improved
productivity.

Reduces the risk of cultural misunderstandings: In a global business environment,

cultural misunderstandings can have serious consequences, including lost business opportunities,
damaged relationships, and legal liabilities. Cross-cultural communication can help to reduce the
risk of such misunderstandings and promote positive interactions.

Enhances cross-border collaboration: Effective cross-cultural communication is

essential for collaboration across borders, whether it's between employees, teams, or different
locations. It helps to build trust, respect, and understanding, leading to successful collaborations
and business outcomes.

Summing up, cross-cultural communication is a critical component of global human

resource management. It enables organizations to build culturally sensitive HR policies and
practices, promote diversity and inclusion, improve productivity, reduce the risk of cultural
misunderstandings, and enhance cross-border collaboration.

SOURCES

Jackson, Terence. International HRM: A Cross-Cultural Approach. Los Angeles, CA: Sage,
2013.

S., Prasad B V, and Srikant Kapoor. Dynamics of Cross Cultural and Intercultural
Communication. Hyderabad, India: Icfai University Press, 2008.

Harzing, Anne-Wil, and Ashly H. Pinnnington. International Human Resource

Management. Los Angeles: Sage, 2011.