Business communication is not an easy process. A person responsible for the communication processes in a company must be prepared for a range of issues that may occur in the course of negotiations. However, the problem of the culture clash remains the most difficult problem to handle in business communication.
Communication Issues and the Related Concerns
There comes the time for any entrepreneurship when the need to consider international partnership emerges. Coming in the shape of either an acquisition or a merger, the evolution of a company is inevitable and essential for the further economic success. However, turning into a multicultural company is fraught with a range of complexities, the problem of culture clash being the key one.
The communication process is clearly going to become more complex, with a range of obstacles and the possibilities for misunderstanding. Despite the predictable difficulties in cross-cultural communication between the representatives of different companies, most conflicts may be avoided by introducing the principles of tolerance into the very ethics of the company (Pritchard, 2002).
The Role of technology: A Tool for Enhancing Diversity
Even though technology does not seem to provide an instant solution to the problem of the culture clash, it still offers the tools, with the help of which the communication issue in question can be addressed. Therefore, technology should not be viewed as the end in itself, but, instead, should be considered as a set of tools for addressing the emerging misunderstandings.
Indeed, when it comes to the analysis of the problem, one will spot inevitably such a solution as the acquisition of the information necessary for establishing a proper contact with the representatives of other cultures.
Seeing that high speed of information transfer is the key feature of modern technologies, it will be reasonable to use them as the tool for shaping the corporate policy towards communication and introducing diversity together with the principles of multiculturalism into the organization (Ferdman & Sagiv, 2012).
Bridging the Gaps between Different Generations, Cultures, and Classes
It should be noted that the information gap between cultures is not the only concern for most modern organizations. Apart from the notorious lack of ethnic and national diversity, many firms encounter problems when dealing with the information gaps between the employees of different age, social class, income level and education.
These issues are admittedly more difficult to handle, since the organization managers will have to deal with a different set of prejudice, which will no longer revolve around the ethnicity and culture related issues. Nevertheless, the problem can and must be addressed with the application of modern technologies. To be more exact, social networks will help make the process of communication less tense.
By engaging into virtual conversations, differently aged and educated employees will be able to find a common language without referring to popular stereotypes, since the participants will learn about each other and, thus, create stronger ties (Stone & Tetrick, 2013).
Conclusion
There is no doubt that the road to a successful and easy business communication between the representatives of different cultures and communities is not going to be easy. No matter how well prepared and accepting one can be, there will always be the cultures and traditions that may seen shocking and even absurd to an average member of a U.S. organization.
Therefore, it is crucial that companies should be ready to learn about different cultures and recognize their right to exist. Tolerance is the key to creating successful business ties, and it should be encouraged in every single company.
References
Ferdman, B. & Sagiv, S. (2012). Diversity in organizations and cross‐cultural work psychology: What if they were more connected? Industrial and Organizational Psychology, 5(3), 323 – 345.
Pritchard, R. M. O. (2002). Cross-cultural partnerships between home and international students. Journal of Studies in International Education, 6(4), 323 – 353.
Stone, D. & Tetrick, L. E. (2013). Understanding and facilitating age diversity in organizations. Journal of Managerial Psychology, 28(7/8), 725 – 728.