Developing cultural mindset for diversity in global organizations

Cultural diversity in business settings, particularly during mergers, acquisitions, and business ventures, face many communication challenges. Therefore, it is imperative to utilize communication methods that are fitting. One of the methods is adopting a formal communication approach up until the two parties develop a rapport. This implies avoiding slang and also shunning humor. It is imperative to note that slang might be interpreted in a different manner and also what one culture would consider humorous might be deemed demeaning in another culture. A second approach is active listening. This can be employed to ascertain that the different parties understand the communication in a precise manner. Another key method to cross-cultural communication is knowledge. This takes into account having people that understand the different cultures, the prospective problems that might arise and making considerable effort to overcome such problems. Lastly, there is the approach of requesting for feedback. This encompasses requesting both parties in the three various models to speak up, ask questions and also interact. By facilitating a two-way communication, it becomes possible to preclude misunderstandings and smoothening communication (Maude, 2011).

The business setting in the 21st century is developing due to globalization to encompass individuals from differing nations, and thereby differing cultures. This implies that there is a need for developing cultural mindsets amongst personnel that embrace diversity. As an inclusive leader, the key ways of negotiation include determining the degree of differences between the parties, arranging for meetings and sit-downs, embracing empathy and lastly, taking considerable feedback from all parties and coming to a mutual agreement. Communication is also an important element in cross-cultural settings. It is important to first of all have knowledge of the culture of the other party. Secondly, it is important to keep it formal and avoid aspects such as slang and humor. In addition, communication becomes effective when utilizing active listening and embracing feedback in order to perceive any misunderstandings and how they can be resolved (Maude, 2011).

References

Gupta, A. K., &Govindarajan, V. (2002). Cultivating a global mindset. The Academy of Management Executive, 16(1), 116-126.

Prewitt, J., Weil, R., & McClure, A. (2011). Developing leadership in global and multi-cultural organizations. International Journal of Business and Social Science, 2(13).

Naude, S., Stanley, M., & Ratcliffe, V. (2015). Inclusive leadership matters top performance. Human Resources Magazine, 20(4), 16-17.

Maude, B. (2011). Managing cross-cultural communication: Principles and practice. Palgrave Macmillan.