Intercultural Competence in Business

Intercultural Competence in
Business

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
Case Study 2....................................................................................................................................3
Anna’s decision and strategy go wrong.......................................................................................3
Cross cultural problems...............................................................................................................4
Intercultural theories....................................................................................................................6
Ways in which Anna overcome from challenges related to Chinese workforce.........................7
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Intercultural can be referred in which different people interact, communicate and connect
with each other. Case study of Anna and employees from china has communication difference
which analyses in report. Workforce do not give input in decision as well as not give positive
feedback which effect growth of firm and management of firm. Report highlight Anna’s strategy
that are effecting from workers behaviour and it also explain intercultural issues that arises in
organisation as well as its model help to analyse problem as per the various dimension. Conflict
theory also discusses in report and ways in which challenges can solve by Anna discusses in end.
Case Study 2
Anna facing problem in communication and it become difficult to take out their ideas and
suggestion on table in meetings. In the starting phase they were friendly and polite to her because
of down to earth and charm. After certain time she is not able to know thoughts and view of her
and even negative statements by them on discussion de motivate her and it become necessary to
frame a strategy so that she will able to handle them effectively and increase, quality, efficiency
and productivity of work. Anna can overcome these problems by implementing models and
theories of intercultural competence.
Anna’s decision and strategy go wrong
There might be many reason where Anna not able to build strong relation. Firstly Chinese
people resistant to change such as they are conservatives and their upbringing are difficult from
Anna, who belongs to Germany and hence cultural difference can be one of the reason
(Strazovska and Sulikova, 2018). In china employees and human being do not treat like that of
other western countries. For example: they have to work hard and no flexible working as well as
employers use Autocratic leadership which they are addicted and hence humble nature of Anna
might be not they accept easily. In the beginning she fail to analyse organisation structure,
culture, communication etc. and hence which effect on administration as well as on operation. It
is observed that Chinese people are not welcome foreign bosses which can be another reason for
making better communication channel. She might not have use intercultural models which can
help in connecting all and creating diverse environment. Leadership style may not effective in
dealing employees belongs to china such as she used transformational or democratic leadership
style which used in western as well European country but Ana’s employees welcome more
autocratic nature so that they can work on time and listen bosses rather than give their own ideas.
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