Intercultural Competence in Business: Importance, Analysis, and Recommendations

This report explores the importance of intercultural competence in business, analyzing a case study and discussing theories and recommendations for improving communication and diversity in the workplace. It emphasizes the need for strong cultural understanding, effective communication, and motivation among employees.

Intercultural
Competence in
Business

TABLE OF CONTENT
INTRODUCTION.................................................................................................................................3
CASE 1..................................................................................................................................................3
Jan mistakes...........................................................................................................................................3
Solving cross cultural problems.............................................................................................................4
Intercultural theories..............................................................................................................................4
Recommendations.................................................................................................................................5
CONCLUSION.....................................................................................................................................6
REFRENCES........................................................................................................................................7

INTRODUCTION
Intercultural competence in business has been widely gaining strong preference
among various parameters where businesses globally are gaining wider focus onto building
diversity among their corporate structure for bringing on dynamic functional standards.
Report explains importance of value and belief system which presents cross cultural profiling
and stronger cultural frameworks within intercultural communication standards by
developing new theories and practices in global variety of intercultural business interactions.
Report discusses case study analysis by technically analyzing various problems, theories
which will improve dynamic goals of communication and advancement among employees
motivation, working efficiency levels.
CASE 1
Jan mistakes
Jan mistakes in developing strong effective and productive team can be analyzed with
the fact that he was lagging behind within the schedule for preparing lengthy proposal for
possible government contract which shows negligence and ineffective business management
within company. He was unprofessional in developing training sessions for employees
working in company where they were unable to work with dynamic working skills,
intellectual abilities to work with cooperation and has very less communication skills. The
management of company was not done by John properly where it can be analyzed that
various non communicative parameters has slowed productive functional strength within
working paradigms of employees, strength and commitment towards working patterns has
been delayed due to which effective communication has not been achieved. Jan mistakes was
also there that effective cross cultural working paradigms were not inbuilt among employees
while orientation and for training them proper seminars and working operational tools were
not used by leaders in company which slowed cooperation, ethics and diversity among the
employees (Smallwood,2020).

Solving cross cultural problems
Cross cultural communication is an integral part of new dynamic business
development within global business arena where there is high demand for diversity among
employees working standards for bringing on dynamic goals and competitive business
ranking among various brands and new start-ups. Jan needs to inbuilt cross cultural ethics
among employees by developing value, beliefs, importance and diverse acceptance for wider
acceptance towards various new traditions and cultural aspects through which strong
commitment and motivation is inbuilt among employees. He needs to conducts seminars and
training sessions among various employees within teams to keep diverge functional strength,
keenly upgrade HR strategies where there is high focus onto building diversity within
company culture onto all grounds. This will keenly bring on communication ethics,
motivation levels advancement and also technically improvise new working parameters onto
wider paradigms of new technical advancement, which will enable Jan to manage company
goals better and keep turnover at stable percentage for long term. Global business has lately
become highly integrated with wide intercultural communication parameters with clear
vision, strong fundamental communication of diversity by managers and leaders which shall
aim to promote efficiency and effective business synergy. The role of business
communicator within company culture, language and legal systems enable to develop strong
business ethics among various levels of communication among employees. Jan will be able to
solve cross cultural communication problems by motivating all employees for wider
innovation , new rational creativity by establishing strong networks of communication among
teams (Pikhart, 2020).
Intercultural theories
The Hofstede cultural dimensions theory is one of the most innovative theory which
enables to understand differences among culture across countries and to develop ways for
establishing business across cross cultures globally within business scenario. The framework
is used to bring on ethical advancement among cooperative fundamental structure within
various cultures, assessing how amalgamation will impact business setting onto wider levels
for improving new horizons. The six categories are (Belousova and Bairamova, 2020).
 Power distance index: Jan shall develop low power index among operations within
company culture where integrity and diversity of various new ideas from all cultural
strands within company shall be accepted vividly through which cooperative structure

of ethical development is inbuilt. The decision making responsibility is widely
focused to be technically strong where emphasis is placed on power distribution with
participative style among all employees.
 Collectivism versus individualism: Jan shall built high emphasis on collectivism that
indicates greater importance which is placed on business goals and stronger well-
being of company business paradigms where all employees aspects are valued within
company.
 Uncertainty avoidance index: Jan shall propagate low uncertainty avoidance index
indicating high tolerance for high dynamic working paradigms, uncertainty within
business development goals with ambiguity advancement and risk taking
fundamentals. Jan should train all employees for openly acceptance of new changes,
cultural diversity and regulations development among various paradigms for higher
functional ethics (Kun, 2020).
 Femininity versus masculinity: Feminity should be nurtured among company
corporate levels with wider efficiency for bringing on new levels of commitment and
cultural diversity within all grounds among company structure by Jan.
 Short term versus long term orientation: Jan shall focus onto long term orientation
which emphasises focus on future goals, involves strong innovation among working
paradigms for achieving long term success within company potentialities. The long
term orientation of goal emphasizes persistence, perseverance and long term
continuity among operations within business scenario and to potentially enhance new
working synergy.
 Restraint versus Indulgence: This factor specially focuses on indulgence of varied
goals, creative ideas and fundamental operations with new functional strength and
wider efficiency onto new arenas and paradigms to promote development within all
arenas. Jan shall develop indulgence factors strongly among employees to give
diversity an increase among all goals and structure.
Recommendations
Jan will be able to develop new level of diversity and business intercultural ethics
among employees by programming out wider functional efficiency with new goals
formulation, training them to bring on new innovation and cooperation while communicating

with various employees and to develop stronger synergy among various level (Kurbakova,
Galizina and Kuzminov, 2020).
 Jan shall conduct seminars and training sessions for developing strong cultural
advancement and learning skills among employees from various countries for
bringing on cooperative cultural ethics, intercultural business understanding and to
functionally enhance dynamic company understanding among each other. This will
enable to leverage functional horizons among employees working paradigms,
establish communication among each other through which new determinants can be
effectively set among various levels of departments among company production
goals.
 John as leader shall develop new leadership styles for gaining stronger efficiency
among cooperate structure, leverage wider working horizons among cross cultural
ethics and for new communication standards which inbuilt new motivation horizons.
The leaders and HR policies of company shall detrimentally train them for faster
working dynamics, functionally work onto new working scenarios where there is
wider opportunity for company employees to work more productively. Jan needs to
encourage open communication, brainstorming discussions for bringing on strong
cooperative strength and wider diversity among all keen potential horizons through
which positive motivation is inbuilt.
CONCLUSION
The report concludes importance of intercultural business aspects within company
and to functionally pertain wide focus onto parameters which inbuilts strong
communication, ethical respect and functional advancement among operations for
employees in company which enables to promote strong cooperative cultural
advancement. Report discusses various aspects of intercultural ethical paradigms, how
leaders and HR policies can effectively inbuilt various practices for training further
employees for working onto productive goals and developing strong metrics within
business scenario for longer time frame. There is also analysis of intercultural aspects
where divergent tools are analysed strongly to functionally bring on deeper analysis onto
how rational goodwill can be inbuilt which enhances goodwill metrics and profitability
metrics (Klyukanov, 2020).

REFRENCES
Books and journals
Belousova, I. and Bairamova, S., 2020. Linguistic and Cognitive Analysis of Inter-
Cultural Business Discourse from the Perspective of “Dialogue of Cultures”
in the Formation of Inter-Cultural Communicative
Competence. International Journal of Emerging Technologies in Learning
(iJET), 15(09), pp.173-189.
Klyukanov, I., 2020. Principles of intercultural communication. Routledge.
Kun, Y., 2020. Book review: Linguistic Pragmatics of Intercultural Professional and
Business Communication.
Kurbakova, S. N., Galizina, E.G., and Kuzminov, V. A., 2020. Development of
Approaches to Intercultural Business Communication in the Context of
Globalization. International Journal of Management (IJM), 11(3).
Pikhart, M., 2020, July. Cognitive and Computational Aspects of Intercultural
Communication in Human-Computer Interaction. In International
Conference on Human-Computer Interaction (pp. 367-375). Springer,
Cham.
Smallwood, M.G., 2020. The Need for Cross-Cultural Communication Instruction in US
Business Communication Courses. Business and Professional
Communication Quarterly, 83(2), pp.133-152.