Modern and Globalized Working Community †Free Samples to Students

Question: Discuss about the Modern and Globalized Working Community. Answer: Introduction: The essay here discusses and explains concepts put forward in two articles provided. The concepts include cross cultural competence and barriers to cross cultural interactions. There is also two case study mentioned in the essay that illustrates cross cultural competence and barriers to cross cultural interactions and at the same time also describes why they are considered relevant case studies. According to the article Cross-cultural competence in international business: toward a definition and a model by Johnson, Lenartowicz and Apud, cross-cultural competence is dependent on three factors that include knowledge, skill and attitude. Based on these factors the article proposes a procedure for intercultural communication competence that not only involves skills and knowledge but also awareness (Rehg, Gundlach Grigorian, 2012). In this article, the researchers argues that one can teach intercultural competence but there personality factor that has an impact on the attainment of intercultural competence levels. Thus, to gain cultural competence, one must have a strong personal identity and at the same time have knowledge about the values and beliefs of the culture. The researchers also argued that one must also display sensitivity towards the affective cultural process and undertake clear communication on the language of the mentioned cultural group. Further, argument provide d on the delivery of sanctioned behavior and at the same time tries to maintain active social relations within cultural group. Negotiation must also take place with the institutional structures of the culture. The researchers also argues that in addition to assessment of the knowledge it is also important for accessing the individual ability for stepping outside his familiar cultural boundary and to accordingly act on the change of perspective (Matsumoto Hwang, 2013). According the article, though cultural awareness and knowledge is necessary but is the researches does not consider it adequate for performing in a cross-cultural setting since the individual requires a motivation factor for using the available knowledge. The article also puts forward Black and Mendenhall concept of cross-cultural training that mainly deals with cross cultural skill, adjustment and performance. The article also puts forward descriptions on knowledge dimension defined by the knowledge of culture, language and rules of interaction. In this context, there is a mention of two different types of cultural knowledge defined by cultural general and cultural specific. Culture general knowledge focuses mainly on the knowledge and awareness of the differences in culture, includes an analysis of the mental state of a participant, and varies from others. On the other hand, culture specific knowledge focuses mainly on specific knowledge regarding a different culture (Kratzke Bertolo, 2013). This might include information about economics, geography, politics, law, history, hygiene and things that need done and not to be done. There is also argument provided in the article that deals with the cognitive aspects of the acquisition of knowledge. The process however provides insight into three aspects of knowledge acquisition that includes person aspect, task variables and strategy variables. The task variables refer to the nature of the information acquired whereas the strategy variables refers to procedures implemented for using acquired knowledge. The article also puts forward an argument about the importance of skill dimension. This is a behavioral component of cross cultural competency that not only includes various aptitudes and abilities like competence in foreign language, adaptation to behavioral norms for a different cultural ambience, resolution of conflict and effective stress management(Hays, 2016). The key points of the article Barriers of Cross-cultural Interactions by Rozkwitalska defines cultural barriers as the factors that pose as an obstacle in the effective running of transnational corporations. These particularly include cultural contingencies and factors that impede interactions cross-culturally. However, a cross-cultural interaction defined as a persons reciprocal influence belonging to one organizational or national culture on a person belonging to an organization with different culture (Volet Ang, 2012). The concept of cross-cultural barrier based on various elements. The first element is national culture bonded that includes cultural shock, cultural distance, cultural stereotypes and auto-stereotypes, national ethnocentrism and prejudices. The second element represents an organizational factor that includes the characteristics of the headquarters, institutional ethnocentrism, subsidiary characteristics and cultural gap. The third element however deals with individ ual rooted factors like perception barriers, low international experience of the individual employees and the characteristics, ethnocentric attitude and insufficiency in cultural competency and cultural intelligence. Case Study Illustrating Cross Cultural Competence and Barriers to Cross Cultural Interactions include In Pursuit of Social Competence in Social Work Practice and Cross Cultural Communication Barriers in Work Place In the case study In Pursuit of Social Competence in Social Work Practice Cultural competence has become one of the prominent aspects of social work profession. Thus, in order to be a social worker professional cultural competence has now become a mandatory aspect (Gambrill, 2012). However, the aspect of cultural sensitivity was coined in response to the need for working in a culturally appropriate manner that aligns with the ethnic minority group. The Cultural Competence has also become an important consideration for social workers working in Singapore multicultural environment. This is important because Singaporeans interacting across culture might take for granted the importance of being cultural component in an intentional manner. Therefore, social workers need to adopt cultural competence in order to avoid racism. There is a constant flux of cultures and social workers must instantly address any kind of one-dimensional views for cultural identity. This seems to be a perfect example of cross cultural competence as described by Johnson, Lenartowicz and Apud as the cultural competency mentioned in the case study aligns with the factors proposed in the article which defines cross cultural competence as a procedure for intercultural communication hat not only involves knowledge but also skills. In the case study Cross Cultural Communication Barriers in Work Place misunderstanding considered as the ultimate hindrance to communication in a multicultural environment in Singapore. This is common because people come from different cultural backgrounds whose beliefs and values vary (Barak, 2016). Sometimes the variation amongst the different culture leads to a certain level of anxiety and uncertainty that finally ends in misunderstanding. These misunderstanding seem to persist and thereby continue with entire tenure. However norms and role norms remains culturally defined rules used for determining the appropriate and acceptable behavior. This is a common fact that individuals not only set rules for themselves but also expects others to follow. However, every culture is defined by some norms that people in determining the appropriate and acceptable behavior. This has been seen that people working in multicultural environment often fail to realize the norms that other culture have on offer and thereby act accordingly. This often leads to cross cultural barriers. Then roles which are set of norms applicable for specific group also vary across culture which leads to miscommunication which can again be considered as cultural barriers in work place (Garon, 2012). Then again, in a modern and globalized working community the belief of every person depends on his/her culture therefore awareness of cross cultural value and belief is necessary otherwise it will lead to barrier. Thus, the case study chosen is an apt one because according to Rozkwitalska here also cultural barrier here also depends on various elements that include cultural shock, cultural distance, cultural stereotypes, prejudices and ethnocentrism. The essay thus ends with discussion on two relevant case studies. The first case study deals with the cultural competence and the second one elaborates on cross cultural barriers. References: Barak, M. E. M. (2016).Managing diversity: Toward a globally inclusive workplace. Sage Publications. Gambrill, E. (2012).Social work practice: A critical thinker's guide. Oxford University Press. Garon, M. (2012). Speaking up, being heard: registered nurses perceptions of workplace communication.Journal of Nursing Management,20(3), 361-371. Hays, P. A. (2016). Addressing cultural complexities in practice: Assessment, diagnosis, and therapy. Kratzke, C., Bertolo, M. (2013). enhancing students'cultural competence using cross-cultural experiential learning.Journal of Cultural Diversity,20(3). Matsumoto, D., Hwang, H. C. (2013). Assessing cross-cultural competence: A review of available tests.Journal of cross-cultural psychology,44(6), 849-873. Rehg, M. T., Gundlach, M. J., Grigorian, R. A. (2012). Examining the influence of cross-cultural training on cultural intelligence and specific self-efficacy.Cross Cultural Management: An International Journal,19(2), 215-232. Volet, S. E., Ang, G. (2012). Culturally mixed groups on international campuses: An opportunity for inter-cultural learning.Higher education research development,31(1), 21-37.