Name: Mrs.

Aradhana Kumari
PhD Research Scholar in Management
Email: aradhana99055@gmail.com
Phone:+91-9545116345

Intercultural Communication:
Strategies for Managing Intercultural
dimensions of Business

Abstract
This study aims to explore communication strategies for relationship
building across cultures from a linguistic as well as a multicultural-
specific perspective. Many international or national business failures
have been ascribed to a lack of intercultural (IC) or cross-cultural
competence (CC) on the part of business practitioners. We discuss the
components of the model and suggest that there are environmental and
contextual impediments to the effective application of the requisite
skills, knowledge and attributes that have been identified as necessary
for IC or CC, resulting in a gap between ‘knowing’ and ‘doing’.
Specifically, it sees business relationships as part of social capital and
compares communication strategies used to build relationships in sales
firms. The research method is based on a discourse analysis of interviews
with business managers, which also incorporates their success stories.
Suggestions on how to move toward a multi cultural business approach
to business management, Finally, a discussion of the implications of
these findings with respect to the intercultural business management
design is provided. We conclude by discussing the implications of the
model for practitioners, and by suggesting appropriate directions for
further research.

Keywords:
Intercultural Competence, Cultural Intelligence, Social Capital, Success
Stories, Communication Strategy , Interpersonal, Cultural, Communication,
International trade, Business networks, Knowledge management, Network
management

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 Name: Mrs. Aradhana Kumari
PhD Research Scholar in Management
Email: aradhana99055@gmail.com
Phone:+91-9545116345

Introduction
Strategic business nets are becoming increasingly important in the arena
of global competition. This journal examines the influence of ethnic
culture on knowledge sharing in different types of intercultural business
nets. Information sharing is crucial for the functioning of enterprise
networks because it influences the cooperation and outcomes that
corporations are capable of attaining. Our fundamental assumption is
that the nature of the cultures involved and the form of the community
each affect the know-how-sharing obstacles. That is investigated on the
premise of conceptual frameworks. The first is a framework identifying
different types of strategic nets and the requirements they impose for
knowledge sharing. Subsequently, a culture-classification scheme based on
the individualism–collectivism and the vertical–horizontal dimensions is
derived. Along with the trend towards a worldwide economic system, there
may be these days more popularity among professionals that cultural
variations have an effect on all aspects of global business. This article
focuses on managing global organizations, providing a basis for
understanding the influence of culture on international management, and
the key roles that international managers play. It clearly shows how to
develop the Inter-cultural expertise essential to succeed in a world of rapid
and profound economic, political and cultural changes. The impacts of
culture on international management are tremendous. Culture is very
different from one country to another. International business
would be a lot easier if everyone was alike. However, as we know,
not everyone is the same. Different cultures believe and act differently. In
some way or another, all businesses in all cultures have to do some kind of
planning to succeed; the way each culture plans differs immensely.

Cultural Literacy Communication

Intercultural Transformative Learning Cultural

Communication

Digital Literacy
Intercultural Competence

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Name: Mrs. Aradhana Kumari
PhD Research Scholar in Management
Email: aradhana99055@gmail.com
Phone:+91-9545116345

Literature Review

Definitions of intercultural competence from workplace

diversity :

1. Cross T., Bazron, B., Dennis, K. and Isaacs, M. (1989) Toward a

Culturally in a position gadget of Care, volume I, Washington, DC:
Georgetown college middle for baby and Human improvement.
Cultural competence is a fixed of congruent behaviours, attitudes, and
regulations that come collectively in a device, employer, or amongst
specialists and allows that machine, company, or those experts to
work efficiently in move-cultural conditions
2. McPhatter, A.R. (1997) ‘Cultural Competence in child Welfare: what
is It? How can we acquire It? What takes place without It?’ infant
Welfare 76(1): 255–278. supply: Minnesota Department of Human
Services, hints for Culturally capable corporations (Appendix: E
Definitions of Cultural Competence), [www document]
http://www.dhs.state.mn.us/essential/corporations/agencywide/doc
uments/pub/DHS_id_016426.hcsp Cultural competence means an
capacity to offer offerings which might be perceived as valid for issues
skilled by way of culturally diverse people' (p 261). ‘Cultural
competence denotes the capacity to convert know-how and cultural
focus into fitness and psychosocial interventions that help and
maintain healthy customer machine functioning inside an appropriate
cultural context.
3. National Association of Social Workers (NASW) NASW requirements
for Cultural Competence in Social work exercise, 2001, Washington
DC: NASW Press. Operationally defined, cultural competence is the
combination and transformation of understanding approximately
people and organizations of people into unique standards,
regulations, practices, and attitudes utilized in appropriate cultural
settings to growth the satisfactory of offerings, thereby generating
higher effects… Competence in move-cultural functioning method

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Name: Mrs. Aradhana Kumari
PhD Research Scholar in Management
Email: aradhana99055@gmail.com
Phone:+91-9545116345

getting to know new patterns of behaviour and efficiently making use

of them in suitable settings.'
4. Vonk, M.E. (2001) Cultural Competence for Transracial Adoptive
parents', Social paintings 46(three): 246–255. information is wanted
to understand the purchaser's existence experiences and life styles.
competencies are tailored to satisfy the wishes of a patron from a
special subculture, which include cross-cultural communications
capabilities. mind-set is associated with social employees' awareness
of assumptions, values, and biases which are a part of their personal
culture and worldview and expertise the worldview of the patron who
is a member of an extraordinary way of life. It consists of ideas such
as understanding ethnocentric wondering and studying to appreciate
differences.

PROBLEM RECOGNITION AND SPECIFICATION

The potential for problems in intercultural (as contrasted with
intercultural) relationships is greater since cross-culturally there are
often major differences in values, attitudes, beliefs, expectations.
consequently, it has been simply tested that cognitive dissimilarities
among individuals with the same cultural heritage can reduce
communication effectiveness. it's seem reasonable to anticipate that the
hassle could be doubtlessly extra in intercultural relationships wherein
the gap in subjective cultures may be pretty huge. plenty latest attention
to culturally-associated interpretations of fact has focused on variations
in interpersonal systems between cultures. precise attention has been
given to the idea of cognitive differentiation with appreciate to roles and
establishments. The consequences of mismatching, it has been
suggested, will often be profound, resulting in most probably in
“tension, dismay, anger and other emotional disturbances of
the intercultural relationships” In addition to the most obvious
verbal communication problems, researchers have isolated certain other
problems of intercultural communication which broadly fall into a non-
verbal category. That non-verbal communication factors can produce
adverse effects upon intercultural business relationships.
It's seem logical to expect, then, that in international relationships
nationality can be a critical basis for stereotyping since it encompasses
enormous extensive variations. It becomes shown that nationality turned

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Name: Mrs. Aradhana Kumari
PhD Research Scholar in Management
Email: aradhana99055@gmail.com
Phone:+91-9545116345

into a dominant cue in predicting the behaviour of foreigners and that

different traits had been used handiest secondarily. recent studies
(Bochner & Ohsako, 1977) has proven that even in a culturally integrated
society inclusive of Hawaii, ethnic function salience may be very
essential. To the volume that the stereotypes used by humans in
go-cultural relationships are misguided or excessively
simplistic, they'll be the source of misunderstandings among
those events at the interpersonal level. There is a considerable
weight of evidence in the literature to suggest that the problems of
adjustment in intercultural relationships, particularly of an expatriate to
his host environment, are greatest in the early stages of familiarity. In
discussing factors which may be important in creating
misunderstandings between parties to an intercultural relationship, a
considerable number of researchers have given passing attention to the
so-called cultural distance factor. To some extent the impact of
personality factors on intercultural adjustment and
intercultural understanding. So above some of problem
recognitions discussion for Intercultural communications.

RESEARCH METHODOLOGY:
Technique there may be an abundance of empirical concept and studies
on Inter-cultural communication, which becomes applied as a simple
framework in this paper. but, at the same time as using the existing
studies for analyzing Inter-cultural communication in awareness, this
paper is a contribution to instructional studies via a qualitative approach
of facts series. Secondary statistics become amassed thru literature
reviews. additionally, the secondary statistics has been collected from
Books, Periodicals, information papers, Journals, internet.

Challenges in Inter-Cultural Communication:

The intercultural conversation may be the purpose of battle and sickness.
There are three main issues which can be at the root of the trouble of
intercultural miscommunication: language as a barrier, cultural
diversity, and ethnocentrism.

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Name: Mrs. Aradhana Kumari
PhD Research Scholar in Management
Email: aradhana99055@gmail.com
Phone:+91-9545116345

One of the biggest issue is Cultural issue:

Cultural variations motive behaviour and persona differences like frame

language, thinking, communication, manners, norms, and so forth.
which ends up in miscommunication. as an example :

 Direct versus indirect communication: Conversation style in

Western cultures are direct and the which means is apparently
obvious. different cultures tend to be greater discreet in the way they
gift their message. As an end result, communication among a
Westerner and a non-Westerner can result in confusion within the
administrative centre. this can arise at some point of face-to-face
interactions and while the verbal exchange is digital. needless to say,
how employees of numerous cultures reply to each other is a major
determining thing closer to the cohesiveness of a company. as an
example, in Western culture, the question might be, “Is alternative A
or alternative B extra powerful?” whereas, in a non-Western way of
life, employees might also have to mean or propose a selected
alternative without mentioning it immediately. frequently, in Western
culture, at some stage in a board assembly, when someone nods, we
have a tendency to think they believe the statement. however, in other
cultures, a nod doesn’t necessarily mean mutual settlement, rather,
just an acknowledgment.

 Trouble with accents and fluency: A more obvious challenge

inside an organizationally numerous administrative centre is the
language barrier amongst employees, inclusive of accents and fluency.
despite the fact that English is the same old language the world over
for commercial enterprise, many non-English speakers can feel not
noted and unappreciated within the administrative centre because
they have issue conveying what they want to say in their non-native
language. personnel who can be challenge count number
professionals can also take a backseat to make contributions to the
team because of their incapacity to get a message throughout of their
2d language. this can every so often cause frustration and
interpersonal struggle. they may become much less engaged and
inspired as a group participant, and end up an impediment to the
collaborative learning manner as a whole. A corporation can be
negatively affected and fail to see an increase in their go back on
investment.

6
Name: Mrs. Aradhana Kumari
PhD Research Scholar in Management
Email: aradhana99055@gmail.com
Phone:+91-9545116345

 Different attitudes toward hierarchy and authority: In any

business enterprise, teamwork is vital to achievement and
profitability. however, in a few cultures, personnel are handled in
another way primarily based on their rank inside the agency. variety
of schooling in the place of job ought to account for negotiation
strategies amongst one-of-a-kind cultures. as an instance,
multicultural employees have different methods of offering a concept
to the supervisor or CEO. In a few groups, personnel ought to present
to better-level group participants and up the company ladder earlier
than accomplishing the government degree. different groups have
pretty flat hierarchical systems where employees and leaders
paintings as a unified team. A loss of cultural cognizance can result in
a disconnected body of workers and leave a few personnel feeling not
noted and unrecognized.

 Conflicting norms for decision making : It isn’t unexpected that

character cultures have their own way of attaining an settlement and
coming to an govt choice. Cultures vary on how long the choice-
making technique takes, what steps must be in place ahead and what
kind of effort need to be put in. Unlike other cultures that tend to
withhold information until they have performed analyses and
comparisons before reaching a decision, Americans tend to be very
quick at deciding.

CONCLUSIONS:
An expanded appreciation by means of organizations that deal with
cultural variations well can be a key element in getting matters carried
out correctly across borders. There is a growing demand for
businesses to understand and manage the diverse values, perceptions,
business worldviews and behaviour of corporations, staff, and its
customers. Intercultural communication contributes to the protection
of human rights and spreads democracy, good governance and the
rule of law. These adjustments ask for intercultural conversation in
growing competencies and equipment to control variations creatively.
we're cause to determine the maximum vital Inter-cultural
communications implications resulting from cultural variations, in
commercial enterprise conversation context, to identify the prevailing
troubles which have led to a few type of friction, a conflict,

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Name: Mrs. Aradhana Kumari
PhD Research Scholar in Management
Email: aradhana99055@gmail.com
Phone:+91-9545116345

misunderstanding or termination of family members with an global

accomplice and eventually, to determine any possible answers for
enhancement of inter-cultural enterprise communication. inside the
continuously growing move-border business operations, the
knowledge and application of operational intercultural commercial
enterprise verbal exchange between partners are essential for the
survival of the commercial enterprise. The nature of the job of
international managers demands them to become proficient
communicators and to adopt broader cultural perspectives.
This lack of awareness can lead to severe intercultural
misunderstandings, incidents or clashes. Need to understand
properly intercultural communication before doing any business in
other country.

As a result of these gaps in our knowledge, empirical attention

should now be directed to examining the specific nature of the
relationship between these sets of variables: in the first place, the
relationship between various independent variables and the accuracy
of perceptions on the part of cross-cultural colleagues; and in the
second place, the relationship between the accuracy of such
perceptions and certain measures of the effectiveness of the relations
between those parties, attention to these issues will permit us to
determine, at the interpersonal level, the validity of the subjective
subculture theorists’ declare that, “intercultural touch can be a failure
or success, depending at the extent to which all of us is familiar with
and appreciates the subjective way of life of the other”.