- How has your personal background influenced your ability to work in a cross-cultural organization?
- What challenges have you encountered when trying to adapt to a culturally diverse workplace?
- Why do you think it is important for organizations to maintain cultural diversity?
INTRODUCTION
Intercultural competence is defined as a collection of behavioural, cognitive, and other abilities that enable a person to communicate effectively and appropriately across cultures. It is also considered the most effective term for implementing training with the aim of attaining cultural competence. It is defined as the ability to perform effectively across cultures and maintain effective communication with colleagues from diverse backgrounds or cultures. Diverse intercultural skills, such as adaptation, relationship-building, intercultural communication, organisation, and relationship-building, are required for business operations to achieve goals and objectives more efficiently and effectively (Markey, et.al, 2021). This report discusses the autobiography questionnaire and my life's various influences. In addition, the two biographies are compared and contrasted, as well as a questionnaire of numerous background colleagues. In addition, the use of cultural frameworks in assessing cultural similarities and differences. The report is designed to facilitate comprehension of individual life and its influencing factors are presented in the following report. Various frameworks are discussed below in order to gain a better comprehension and evaluation of people's cultures and backgrounds. Get best assignment help at Instant assignment.
MAIN BODY
Cultural autobiography questionnaire and its influence of own life.
Cultural autobiography questionnaire
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1. Have you ever worked in a team towards a common objectives within the organisation? |
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a) Yes |
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b) No |
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2. Did you like communicating with people from different cultures? |
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a) Yes |
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b) No |
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3. Do you believe that all employees in the company have equal access to opportunities? |
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a) Yes |
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b) No |
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4. Are you able to communicate with a variety of individuals from diverse cultural backgrounds? |
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a) Yes |
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b) No |
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5. While working on a team, have you ever felt demotivated when your own mission was not completed? |
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a) Yes |
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b) No |
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6. Does the external and internal factors affects the overall efficiency of the company? |
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a) Yes |
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b) No |
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7. Do you believe that behaviour is necessary for fostering positive relationships with co-workers? |
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a) Yes |
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b) No |
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8. Do you believe that an individual's conduct plays a crucial role in maintaining relationships with his or her culture and background? |
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a) Yes |
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b) No |
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9. When a new employee from a different culture enters your organisation, do you experience discomfort or inconvenience? |
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a) Yes |
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b) No |
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10. Diversity in the workplace: do you believe it is important? |
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a) Yes |
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b) No |
With the help of above provided information in the form of questionnaire I have gained knowledge about the several question that an individual can ask himself or herself so as to work in a cross- cultural organisation. I have to analyse each question effectively and provide suitable answer to it. I have authority to communicate with managers of the company to gain insight of the cultural diversity. It helped me to acquire information and perspectives from others. I believe management is accountable for fostering a healthy work environment and cultural diversity. Discrimination among workers will have an effect on their overall productivity. This will have a negative effect on the organisation as a whole. Occasionally, I find it difficult to complete an assignment in the prescribed manner and to understand the progression of the task. I am adept at interacting with new employees, making them feel comfortable discussing their concerns with me, and assisting them in obtaining a thorough understanding of the company's culture. Respect for each member of my organization's staff facilitates my ability to collaborate with them, thereby enhancing the efficiency of the coordination process (Hampden-Turner, Trompenaars and Hampden-Turner, 2020). I believe it is essential to create a positive atmosphere. Others are required to have values and standards, which can be accomplished through the workforce, in addition to aiding the organisation in achieving its future objectives. Yes, I believe it is crucial for a business to maintain cultural diversity because it enables the hiring of employees with diverse backgrounds who can effectively serve all types of clients. Yes, I am in favour of maintaining equality in the workplace by not discriminating against employees based on their caste, gender, religion, skin colour, or professional life. I really like to work is team and in my opinion working in team reduce work stress among employees and provides creativity and innovation in the organisation. I would like to communicate with people from different culture as it allow me to gain insight about different people. In order to work in multinational organisation requires to interact effectively with each employees who are from different culture. As per my perspective it is crucial for maintain effective relation with co- workers as it helps in increasing overall efficiency and productivity of the organisation (Marsiglia, Kulis and Lechuga-Peña, 2021). The managers of the organisation must provide equal opportunity to each and every employee without discrimination them on the bases of their cast creed and religion as this can hurt their sentiments. Get free assignment Samples for your academic needs.
Present a cultural diversity questioner of people from distinct cultures and background
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Questions |
Personal perspective |
Other person |
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Have you ever worked in a team towards a common objectives within the organisation? |
Yes, I have worked in a team in an internship that allowed me to understand the several benefits of working in a team. I really enjoy working in a team. it helps in increasing the overall productivity of the company and help it to achieve their overall objectives of the organisation (Martins, 2020). |
Some it is difficult to work in a team due to difference in opinion. It is crucial to have mutual understating about the perception and attitude of each team member in order to work in a team properly. |
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Did you like communicating with people from different cultures? |
Yes, I like to interact with people form numerous culture as it help me to understand prejudice and stereotypes associated with their culture. |
Communicating with people from different culture creates misunderstanding as their as several factors that restricts cross- cultural communication some of them are language barrier, religion, etc. |
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Do you believe that all employees in the company have equal access to opportunities? |
In my opinion, it is the duty and responsibility of the company to provide equal amount of opportunities to employees without nay discrimination on the bases of their gender, cast, creed and religion. |
From my perspective, the organisational managers who are engaged in office politics often discriminate employees incorporates favouritism within the organisation (Palazzo, 2019). |
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Are you able to communicate with a variety of individuals from diverse cultural backgrounds? |
Although, I like to communicate with people from diverse background but there are several cross- cultural barriers that creates obstacle while communicating with each other. |
I have proficient communication skill (English) which allow me to communicate with people smoothly without any problem. Apart from this, I have learned two other languages including French and Spanish which facilitates me in communicating with different people from different background. |
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While working on a team, have you ever felt demotivated when your own mission was not completed? |
No, I have never felt demotivated while working in team rather I enjoy working in team (Janus, 2021). |
Sometimes I find it difficult to work in team as difference in opinion may result in conflict among team members which can impact the productivity of the company. |
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Does the external and internal factors affects the overall efficiency of the company? |
Yes, both internal and external factors have significant impact on the working of the company. |
I agree that internal and external factors highly impact the functioning of the organisation and organisational managers must conduct research to evaluate these factors. |
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Do you believe that behaviour is necessary for fostering positive relationships with co-workers? |
Behaviour and attitude of employees highly impact the relation in the organisation (Young, 2020). |
Yes, I agree that behaviour and perception impact the subordinate relation in the organisation. |
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Do you believe that an individual's conduct plays a crucial role in maintaining relationships with his or her culture and background? |
Yes, it is essential for organisational employees to build a better connection with their subordinates. |
Maintaining effective relation with colleagues is essential to work in a particular organisation. |
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When a new employee from a different culture enters your organisation, do you experience discomfort or inconvenience? |
No, I don't feel any difficulty in interacting with people from different culture (DiMaggio, 2019). |
I often hesitate while communicating with people from different culture. |
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Diversity in the workplace: do you believe it is important? |
I strongly believe that cultural diversity is crucial in workplace as having people from different culture provide innovative and creative ideas to the managers. Organisation's that supports cultural diversity is often recognized and respected in the business industry as compared to the organisation which don't. |
I believe that managers have to implement suitable strategy in order to implement cultural diversity in the organisation as it can result in conflict among employees due to difference in culture. |
Comparing similarities and contrasts between two biographies
Similarities
Numerous similarities exist between the aspects analysed in the antecedent data. Diversity in the workplace should be established from the perspective of the individual. If goals and objectives are not attained, both parties' conduct may be negatively impacted. If they fail to accomplish their respective goals, both parties may experience disappointment. Numerous strategies and action plans that can assist individuals in attaining their goals and objectives have been identified as necessary. Diversity in the workplace can also generate context-dependent demands that have varying effects on productivity. Get best personal statement writing service for your assignment needs.
Differences
Biographies may encompass a wide range of variations under various circumstances. In response to escalating collaboration conflicts, an individual takes action within a group where members hold divergent views. A major difference has been evaluated from different biographies.
Critically evaluate cultural framework for the purpose of analysing the similarities as well as differences.
Cultural framework refers to the set of values, beliefs, norms, and practises that shape how people within a particular cultural context think, conduct, and interact with one another (Mahomed, et.al, 2022). When comparing similarities and differences between cultures, it is essential to have a thorough comprehension of each culture's cultural framework.
Source: (Hofstede cultural dimension)
The Hofstede Cultural Dimensions theory, which identifies five dimensions commonly used to compare and contrast cultures, is one method to analyse the cultural framework. These characteristics are:
- Power distancerefers to the degree to which a culture accepts social inequality and the distribution of power. In cultures with a high power distance, people tolerate and anticipate a significant power gap between those in authority and those who are not. In cultures with a low power distance, individuals expect and demand equality and may query authority.
- Individualism versus collectivism: This dimension measures the extent to which individuals are expected to put their own interests ahead of the groups. In individualistic cultures, individuals are more likely to prioritise their own goals and desires, whereas in collectivist cultures, individuals are more likely to prioritise the group's goals and requirements (Jadil, et.al, 2022).
- Masculinity and feminist- This dimension measures the extent to which a culture values traditionally masculine traits, such as competitiveness and assertiveness, over traditionally feminine traits, such as compassion and nurturing.
- Uncertainty avoidance-This dimension assesses the degree to which ambiguity and uncertainty are tolerated in a culture. In cultures with high uncertainty avoidance, individuals may experience anxiety in ambiguous situations and seek to minimise risk, whereas in cultures with low uncertainty avoidance, individuals may be more at ease with ambiguity and risk.
- Long term and shot term business goal-This dimension measures the extent to which a culture prioritises long-term planning and traditional values over short-term focus and adaptability to change.
Overall, analysing cultural frameworks is a crucial method for comprehending the intricate and nuanced cultural differences. By identifying similarities and differences in values, beliefs, and behaviours, we can improve cross-cultural communication and cooperation. . For instance, two cultures with a high power distance and a high avoidance of uncertainty may share similar values regarding respect for authority and a preference for structure and stability. One culture may prioritise individual achievement, while the other values group harmony.
CONCLUSION
From the above-mentioned project report, it can be concluded that culture is regarded as an essential element of business. On the basis of it, a person can acquire new knowledge that is crucial for embracing change. The intercultural context is also essential for business, as it enables individuals to embrace individuals from other cultures. This report included questionnaires from two distinct individuals in order to identify differences in beliefs. In international organisations, people of different cultures collaborate to achieve common objectives, and businesses must accept culture theories in order to implement these cultural shifts.
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REFERENCES
Books and Journals
- DiMaggio, P., 2019. Cultural aspects of economic action and organization. In Beyond the marketplace (pp. 113-136). Routledge.
- Hampden-Turner, C., Trompenaars, F. and Hampden-Turner, C., 2020. Riding the waves of culture: Understanding diversity in global business. Hachette UK.
- Jadil, Y., Jeyaraj, A., Dwivedi, Y.K., Rana, N.P. and Sarker, P., 2022. A meta-analysis of the factors associated with s-commerce intention: Hofstede's cultural dimensions as moderators. Internet Research, (ahead-of-print).
- Janus, L., 2021. Prenatal dimension of cultural psychology. Handbook of Prenatal and Perinatal Psychology: Integrating Research and Practice, pp.673-683.
- Mahomed, A.S.B., Mokhtar, S.S.S., Subramaniam, A., Mohamed, R. and Othman, Z., 2022. Managing gender equality using the dimensions of Hofstede's National Culture and Denison's Organisational Culture (Goals 5 & 10). In Good Governance and the Sustainable Development Goals in Southeast Asia (pp. 58-68). Routledge.
- Markey, K., O'Brien, B., Kouta, C., Okantey, C. and O'Donnell, C., 2021. Embracing classroom cultural diversity: Innovations for nurturing inclusive intercultural learning and culturally responsive teaching. Teaching and Learning in Nursing, 16(3), pp.258-262.
- Marsiglia, F.F., Kulis, S.S. and Lechuga-Peña, S., 2021. Diversity, oppression, and change: Culturally grounded social work. Oxford University Press, USA.
- Martins, L.L., 2020. Strategic diversity leadership: the role of senior leaders in delivering the diversity dividend. Journal of Management, 46(7), pp.1191-1204.
- Palazzo, M. ed., 2019. Linking cultural dimensions and CSR communication: emerging research and opportunities: emerging research and opportunities.
- Young, I.M., 2020. Together in Difference: Transforming the Logic of Group Political Conflict 1. In Undoing Place? (pp. 332-342). Routledge.
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