Intercultural Business Communication

Running head: INTERCULTURAL BUSINESS COMMUNICATION
INTERCULTURAL BUSINESS COMMUNICATION
Name of the Student
Name of the University
Author Note

1INTERCULTURAL BUSINESS COMMUNICATION
Table of Contents
Introduction................................................................................................................................2
Rationale....................................................................................................................................2
Theoritical approach...................................................................................................................3
Analysis of the organizational approach of Wesfarmers:..........................................................4
CQ model...............................................................................................................................4
Iceberg framework.................................................................................................................5
Hofstede framework...............................................................................................................6
Lewis model...........................................................................................................................8
Recommendation........................................................................................................................9
Conclusion................................................................................................................................10
Refernecs:.................................................................................................................................12

2INTERCULTURAL BUSINESS COMMUNICATION
Introduction
The term intercultural mmanamgemnnt can be defined as the the combination of
skills, experience as well as knowledge that is needed for efficiently deal with national as
well as regional cultural difrences between culture of the employees as well as the employers
within an organization. In this era of high compition between companies, it is highly crucial
for the management of multicultural organizations to develop effective incultural managerial
skills in order to effectively deal with multicultural conflicts within the organizations
(Abayadeera et al.,2018). Such conflicts has the potential to cause attrition of experienced as
well as skilled employees. Not only this, effective multicultural management also has the
potential to help the organization to communicate effectively with th condumers in a foreign
land and enhane their sales and reputation (Christopher 2016). While employee retention
lowers the yearly investment cost of the organization along with enhancing its copetative
advantage in the industry, effective communication with the consumers results in
enhancement of revenue and brand reputation. Thus it can be understood that intercult-ural
management is a highly crucial aspect of contemporary business. In this report the
intercultural management of Wesfarmers, one of the most popular retail organizations of
Australia has been disussed.
Rationale
The Wesfarmers limited is refferd to an Australian conglomerate that posess its
headquuaters in Perth. The orrgainization exists predominantly in Australia nd new Zealand
nd the business setor of the conglomerate ranges from retail to chemicals, fertilizers and
industrial safety products (Collier 2015). The retail sector of the organization is highly
reputed and is correcntly operating in Australia, new Zealand, Ireland, united kingdom and
India. Currently, the organization is facing issue of employee attrition in its uk retail outlets.

3INTERCULTURAL BUSINESS COMMUNICATION
According to majority of the employees cultural difference and conflicts within the
employees as well as employers and the chief reason behind this attrition. Attrition of skilled
and experienced employees is grabed the attention of the management (Hua 2018). This is
because excessive employee attrition is lowering the competitive advantage a well as
lowering ts capabuility to deal with the high amount of consumer base. In order to deal with
this issue, the management has decded to assess the cuture of both the host country Australia
and guest country UK in order to identify the ultursl barriers that are leading to the mentioned
issue. On the basis of the issues identified effective recommendation will be presented in this
report in order to ensure reduction and eventually elimination of employee attrition.
Theoritical approach
The theoretical approach on the basis of which the culture of two countries that is
Australia and UK will be ssessed includes the CQ model, The ice berg framework, the
Hofestede framework and the Lewis model (Lei 2016). The CQ model that is the cultural
Intelligence model will offer the management a perspective as well as an total selection of
skills that can come near in any multicultural situation he or she discovers himself or herself
in. The CQ model can be differentiated into cognitive, meta cognitive as well as behavioural
aspects in order to understand the knowledge about both the countries that the organization
knew and lacks knowledge of. Along with this, the CELM will use to identify culture,
Mentality. Lifestyle as well as Environment of both the host and the guest countries. In order
to conduct the meta cognitive and behaviioral attributes of both th countries the Iceberg,
hofstede and Liwis framework has been used. The ie berg mode lhelps the management of an
organization to understand the visible cultural aspects like behaviours and practice as well as
the hidden cultural aspects like interpretation and core values of the countries (Martin 2015).
The Hofstede framework is used by the marketers to analyse the multicultural aspects of the
countries in which a company is established in or is planning to expand. The chief six factors