Professional Communication in a Global context

Final

What is the difference between intercultural, multicultural, and cross-cultural environments?

• Intercultural: Describes communities in which there is a deep understanding and mutual respect for all cultures. In an intercultural society, everyone changes because everyone learns and grows together. 

• Multicultural: Refers to a society that contains several cultural or ethnic groups. People live alongside one another, but each cultural group does not necessarily have engaging interactions with the others. 

• Cross-Cultural: Deals with the comparison of different cultures. In cross-cultural communication, differences are understood and acknowledged and can bring about individual change but not collective transformations. 

What does it mean to be ethical when studying communication across cultures?

• Don’t overgeneralize it: Every person is different; every culture varies.

• Take responsibility: Accept responsibility for your actions. 

• Know that communication doesn't fix everything: Communication doesn't solve all our intercultural problems or conflicts. 

• Keep an open mind: Be prepared to negotiate your beliefs. 

• Observe first: Practicing and suspending judgment so you can learn and understand.

How do surface-level, intermediate-level, and deep-level aspects of culture differ?

• Surface-Level Culture: When you travel, this part of culture is evident. Some surface culture has a direct connection to a culture’s underlying values and norms, but other forms are for entertainment or business. (Thanksgiving in the U.S.) 

• Intermediate-Level Culture: This culture is unseen, but just below the surface. How do you interact with others? What is proper and improper behavior in an interaction? 

• Deep-Level Culture: Traditions-includes how we celebrate birth, coming-of-age rituals, dating and marriage, and funerals. Cultural beliefs and assumptions about the world- which may be felt deeply, but rarely spoken. Cultural values- A set of priorities that guide “good” or “bad” behaviors. 

Define these terms: ethnocentrism, implicit bias, racism, scapegoat, xenophobia.

• Ethnocentrism: Negatively judging aspects of another culture by the standards of your own culture (Which you view as superior) 

• Implicit Bias: Unconscious favoritism toward or prejudice against people of a particular ethnicity, gender, or social group that influences one’s actions or perception. 

• Racism: Individual Racism- usually refers to prejudicial feelings and actions (usually negative) toward a person because of their race. Institutional Racism- Includes the policies and practices in established institutions, which result in the exclusion or promotion of specific groups. It is difficult to identify overt discrimination in that no individual intent is necessary. Systemic Racism: Includes social, governmental, and legal rules that consistently limit the opportunities of certain groups. 

• Scapegoat: Blaming one person or group of people to avoid talking about bigger or systemic, or institutional issues. 

• Xenophobia- Or the fear or prejudice of people from other countries. 

What communication patterns distinguish a high-context communication style from a low-context communication style?

• High-Context: Communication is implicit. Prefers indirect, subtle speech. Assumes we share the same context. Aims for harmony and maintains an emphasis on relationships. 

• Low-Context: Communication is explicit. Prefers communication that is direct, clear, and precise. Assumes we don’t share the same context. Often, tasks and efficiency are valued over relationships. 

What is the difference between polychronic and monochronic time orientations?

• Monochronic: Individuals and cultures view time as linear and finite, focusing on one task at a time, adhering to schedules, and prioritizing punctuality. 

• Polychronic: Individuals and cultures view time as flexible, engaging in multiple activities simultaneously and prioritizing relationships and spontaneity over rigid schedules.

Define these terms: proxemics, kinesics, expectancy violations theory.

• Proxemics: The study of how people use and perceive space in communications. High Contact Cultures- are those where standing close, touching, or overlapping personal space feels normal. Low Contact Cultures- are those where more personal space is preferred and closeness may feel intrusive. Culturally bound. Types of Space- Intimate, Personal, Social, Public. 

• Kinesics:  The study of body movement as a form of nonverbal communication. It includes gestures, facial expressions, posture, head movements, and other body motions that convey meaning without words. Facial Expressions. Gestures. Posture/Body Orientation. Eye Contact. 

• Expectancy Violations Theory: We notice norms when they are violated. We expect certain behavior. We notice when people violate this behavior. We interpret this violation positively or negatively, depending on the context or the perceived reward value of the violator.

What are some cultural differences in how eye contact is practiced and understood?

• Honest, attentive (U.S., Western Europe) 

• Impolite, confrontational (South Korea)

• Shows deceit or lack of confidence when averted (U.S.) 

• Shows respect when averted (Native American)

• Shows modesty when averted between different genders (Middle East) 

How does leadership differ in an egalitarian culture versus a hierarchical one?

• How do you lead in a hierarchical culture (when you are egalitarian): Aim for a paternal relationship and take care of your subordinates. Signal respect through names. Understand dining etiquette and the placement of people. Communicatie one-level up, one-level down. Do not skip without permission or copy them. Consider asking the team to meet without you and report back to you with the group’s ideas. Give the team prior notice that you’ll be asking for feedback. Invite people to speak.

• How do you lead in an egalitarian culture (when you are hierarchical): Aim to be a facilitator rather than a supervisor by clearly stating objectives, asking for input, and speaking with the team individually about their ideas. Keep track of goals and objectives, evaluate progress, and report back to the team.

Define cultural relativism. How does this concept guide the way Erin Meyer approaches global business communication in The Culture Map?

• Cultural Relativism: To promote tolerance and avoid ethnocentrism by suggesting there is no universal standard for morality or “right” and “wrong”; truth and ethics are relative to a specific society’s cultural context. 

• Erin Meyer uses the principle of cultural relativity as a practical business tool to foster understanding and promote collaboration.

Define uncertainty reduction theory. How can people use it when entering a new culture or workplace?

• URT: A communication theory stating that people are motivated to reduce uncertainty about others, especially during initial interactions. 

• Could apply this to a new culture or workplace by consciously observing and asking questions to learn norms, roles, and expectations

Define these terms: in-groups and out-groups.

• In-groups: The group that you feel most connected to (“us). You see yourself as sharing certain practices, values, beliefs, and traditions. 

• Out-groups: Groups that you feel a sense of opposition to (“them”). You don’t see many similarities in their practices, values, beliefs, and traditions.

What approach do people often take to conflict management in high-context cultures?

People in high-context cultures often take an indirect approach to conflict management, prioritizing relationship maintenance over direct conflict.

How does facework function differently in high-context versus low-context cultures?

• So when working with collectivist (typically high-context), learn to “give face” by acknowledging group obligations, give credit to teamwork, and apologize when part of the problem.

• So when working with individualists (typically low-context), learn to “give face” by honoring others with your view or opinion, engage in the process, give precise feedback, and acknowledge the others’ contributions

What does the “Peach vs. Coconut” metaphor reveal about cultural differences in emotional expressiveness and relationship-building?

The “peach” and “Coconut” metaphor contrasts two cultural approaches to emotional expression and relationships: “peaches” are soft and friendly on the outside, smiling and sharing personal information with strangers, but may be difficult to build deep trust with; “coconuts” are hard and reserved on the outside, seeming cold or unapproachable, but are more willing to build deep, trusting relationships once that outer shell is broken. Peaches prioritize open, friendly initial interactions, while coconuts prioritize a gradual building of trust and intimacy.

What is the difference between the five approaches to conflict? Accommodation, Avoiding, Compromise, Competing, and Collaboration.

• Accommodating: Cooperating to a high degree, where you may have to give in to maintain relationships. 

  • Pros: Minimize injury when we are outmatched; relationships are maintained. 

  • Cons: Breeds resentment; can exploit 

• Avoiding: Non-confrontational approach 

  • Pros: Does not escalate conflict; postpones difficulty

  • Cons: Unaddressed problems; unresolved problems

• Collaborating: Problems are solved in a way for all involved to get what they want, and negative feelings are minimized.

  • Pros: Creates mutual trust; maintains positive relationships; builds commitments

  • Cons: Time-consuming; energy-consuming

• Competing: Authoritarian approach 

  • Pros: Goal-oriented; quick

  • Cons: May breed hostility 

• Compromising: Middle ground approach 

  • Pros: Useful in complex issues without simple solutions; all parties are equal in power

  • Cons: No one is ever really satisfied

What communication strategies are commonly used by members of co-cultures when navigating the dominant culture? (assimilation, accommodation, and separation)

• Assimilation: blending in with the dominant culture to minimize differences 

• Accommodation: Fitting in with the dominant culture, but maintaining their own co-cultural identity 

• Separation: Maintaining a distinct identity and resisting assimilation

​​What is the relationship between social identities and cultural identities?

All cultural identities are social identities,  but not all social identities are cultural

When adjusting to a new culture, what approaches or habits are most effective for managing culture shock?

• Increase motivation to learn about the new culture

• Work on tolerance for ambiguity and other flexible personal attributes (humor can help) 

• Develop strong ties (close friends) and weak ties (acquaintanceships) to manage stress and loneliness

• Observe and be mindful of the host culture’s interpersonal behaviors and get rid of ethnocentric evaluations

What is reverse culture shock, and how does it affect people returning to their home country?

• Reverse Culture Shock: The realignment of one’s new identity with a once familiar home environment 

• Affects: 1. Identity change 2. Nostalgic and idealized images of their home culture 3. Difficulty in reintegrating themselves into their old life 4. Family and friends’ lack of interest in listening 5. Home culture’s demand for conformity 6 absence of change in home culture

Define these terms: immigrant, migrant, refugee, internally displaced person, and asylum seeker.

• Immigrant: People who move permanently to another country with the intention of living there

• Migrant: A broader term for people who move across borders, but don’t assume they’ll permanently stay there 

• Refugee: People who are forced to flee their country due to violence (protected by international law) 

• Internally displaced person: People forced to flee their home but are still within their home country 

• Asylum seeker: People who have applied for refugee status but have not yet been granted

What is a dialectical tension, and how can it impact intercultural interpersonal relationships?

• Dialectical tension: Tensions or contradictions that emerge when people from different cultural backgrounds form relationships. These tensions are normal and reflect how culture, history, and individual identity constantly interact

• History/ Past ⇄ Present/ Future

• Differences  ⇄ Similarities 

• Cultural traits  ⇄ Individual traits 

• Relationship  ⇄ Cultural context 

• Privilege  ⇄ Disadvantage

What have you learned about the communication style and preferences of other countries? Refresh your memory on at least one country other than the ones you’ve presented on. (China)

• Very High-Context: Good communication is sophisticated, nuanced, and layered. Messages are spoken and read between the lines. Messages are often implied but not plainly expressed. 

• Lean Toward Indirect Negative Feedback: Negative feedback to a colleague is provided softly, subtly, diplomatically. Positive messages are used to wrap negative ones. Qualifying descriptors are often used  (sort of inappropriate/ slightly unprofessional) when criticizing. Criticism is given only in private. 

  • Asian cultures often use hints, implicit analogies, Zen sayings, and subtle non-verbal gestures to convey an intended meaning.

• Hierarchical: The ideal distance between a boss and a subordinate is high. The best boss is a strong director who leads from the front. Status is important. Organizational structures are multiplayer and fixed. Communication follows set hierarchical lines. 

• Top-Down: Decisions are made by individuals (usually the boss) 

• Relationship-based: Trust is built through sharing meals, evening drinks, and visits at the coffee machine. Work relationships build up slowly over time. I’ve seen who you are at a deep level, I’ve shared personal time with you, I know others well who trust you, and I trust you. 

  • Across East Asia, whether you are working in China, Thailand, or Korea, doing a substantial amount of drinking with customers and collaborators is a common step in the trust-building process. 

• Flexible time: Project steps are approached fluidly, changing tasks as opportunities arise. Many things are dealt with at once, and interruptions are accepted. The focus is on adaptability, and flexibility is valued over organization

•  Avoids Confrontation: Disagreement and debate are negative for the team or organization. Open confrontation is inappropriate and will break group harmony or negatively impact the relationship.