MAR0131 - Intercultural Competence in Business: A Detailed Report

This report examines intercultural competence in business, focusing on the challenges faced by an American employee, Mark, in an Indian work environment. It uses intercultural theories such as social science, interpretive, dialectical, critical, co-cultural, intercultural adaptation, and cultural convergence to analyze Mark's misunderstandings and suggests ways to improve cross-cultural communication. The report emphasizes the importance of researching cultural etiquette, avoiding offensive language, active listening, and understanding non-verbal cues. It advises Mark to be supportive, respect cultural differences, and learn from mistakes. The conclusion highlights the significance of cultural understanding in fostering positive workplace relations and adapting to new cultural systems. Desklib provides access to similar reports and resources for students.

Intercultural Competence in
Business MAR0131

EXECUTIVE SUMMARY
Intercultural competence means communicating and working efficiently with other
employees at work who belong to different cultures and have different value and belief
system. The present report is based on problems faced by an individual when he works in a
different cultural system and in what ways he can avoid such mistakes and learn new cultural
system. This will help him to adapt to new working condition and have cordial relations with
colleagues.

TABLE OF CONTENTS
EXECUTIVE SUMMARY........................................................................................................2
INTRODUCTION......................................................................................................................4
CASE 1.......................................................................................................................................4
Explaining where Mark was wrong with the help of intercultural theories...........................4
Ways in understanding cross-cultural problems and advising Mark to reduce such
problems.................................................................................................................................6
CONCLUSION..........................................................................................................................8
REFERENCES...........................................................................................................................9

INTRODUCTION
Intercultural competence can be defined as the capability to communicate efficiently
with people coming from different backgrounds in an organization. The present report will
demonstrate value and belief system across cultures using case study. Further, it will also
discuss different cultural frameworks & strategies used in intercultural communication using
various theories.
CASE 1
Explaining where Mark was wrong with the help of intercultural theories
Mark coming from American background was not aware about the culture and value
system followed in India. The problem of cross cultural differences is usually faced by many
employees while travelling to another country for work related matters. It is difficult to
understand the different cultures on their own (Presbitero and Attar, 2018). When there are
misunderstanding in knowing cultural system, then relationships between employees of
different nation is affected negatively.
Mark was focusing on his American culture only and his attributes without properly
understanding in-depth the cultures and value system followed in India. The cultural system
of two different countries differ on various basis such as traditions, customs, etc. Mark should
have taken the initiative to have a deep conversation with the employees about the value
system and beliefs followed so that he can have better understanding about the culture of
India.
It can be the case that employees were not feeling related to Mark to open up with him
and discuss different issues. It is the responsibility & duty of Mark to get along with
employees and have friendly discussions about any problems faced by them. Despite seeing
the innovative potential of employees, Mark was not taking any initiative to come up with
platform where employees can freely share their innovative ideas & opinions. It is really very
important to have complete knowledge about cross-cultural values and frameworks so that
mark can easily adjust with new working environment and can have cordial relations with
other employees (Yang, 2018). Such understanding will also help the organization to have
employees who have mutual trust among them and positive team spirit to work with.
There are various Inter cultural theories that Mark can adapt to fit in new working
environment. Individuals do get influenced by different cultural groups and it affects their
working style as well. Different intercultural theories are as follows:
Social science approach

The theory focuses on noticing different behaviour of other persons who are from
different culture to describe them from other culture. It means examining various ways in
which an employee adjusts his communication style & behaviour in different conditions
(Gutierrez-Perez, 2020). Mark can use this approach which will help him to easily adapt to
the changing working conditions.
Interpretive approach
This approach is related to collecting knowledge and experiences about a particular
culture by communicating with an individual and sharing stories and experiences. Mark can
use a speech community like ethnography which will help him in making predictions about
cross culture behaviour.
Dialectical approach
In this approach, six dichotomies are formed to understand intercultural communication
i.e. cultural vs. individual, past vs. present, privilege vs. disadvantage, etc. Such dialectical
approach will assist Mark and employees divide everything between dichotomies and gain
broader understanding about cultural norms.
Critical approach
In critical approach, culture is examined by way of comparing the differences
between two cultures and the ways in which they are portrayed in media. The employees of
company and Mark can use this approach to have deeper knowledge about cross cultural
behaviours, however, it is a complex and multifaceted approach which offers rich
understanding.
Co-cultural theory
It means interacting and communicating among dominant group members and
understanding the different cultural norms. Such interactions are held with different people
and not limited to people of colour, women or low social classes (Calafell, 2020). It helps in
sharing information and characteristics about each culture with one another.
Intercultural adaptation
This theory revolves around the idea that after spending sometime in a particular
culture for a long time, Mark will start develop the ideas, rules & values of Indian culture.
This will enable Mark to completely engage in the changing belief system of Indian value
and culture system. It means adapting or accepting the norms and ideals that are presented in
culture.
Cultural convergence

This theory revolves around the fact that when two cultures come together, there are
similarities and differences in ideas and opinions which becomes more prevalent when two
cultures will get to know each other in a better way. It is possible when there is not
restrictions in communication and involves greater cultural uniformity.
Ways in understanding cross-cultural problems and advising Mark to reduce such problems
It is very difficult & complex to have communication in today’s diverse workplace with
employees coming from all over world having different cultural background. Cross cultural
problems can be understood easily by paying attention to following tips:
 Different cultures have different etiquette in the way they communicate. So, it is
better to research about the target culture and take random cross cultural training
(Sharipboevna and Kamola, 2021). Mark can take training session to understand
the culture of India and adapt to that new working environment easily and
quickly.
 Mark should not frequently use slang's, idioms and sayings which are offending
to the Indian culture. Usage of double meaning words, confusing words, etc.
should be avoided so that employees do not feel insulted.
 It is known that English is a common language, however, Mark should speak
English in normal speed only and keeping the accent properly. Simple English
should be spoken so that an individual can easily understand that and can digest
the words and can further respond to it.
 Another important tip to be noticed by Mark is of listening actively to the
problems of employees which will help in improving cross cultural behaviour.
All the information should be summarized and understood correctly and frequent
questions should be asked so that employee feel involved. It will help in
understanding the information and building good relation between mark and
other staff members.
 Mark can also make habit of writing things down to avoid all the confusion and
chaos. For example, in UK 1million is written as 1,000,000 and in India, it is
written as 10,00,000. Therefore, it is better to write things on paper and explain it.
 There are some cultures where business is taken seriously and proper protocols
and rules are followed. So, they do not appreciate jokes and humour at work
place (Abdivalievna, 2021). Hence, Mark should understand the cross cultural

differences properly before cracking any joke which become humiliating to
others.
 Moreover, Mark and other company members should be supportive towards each
other and be made comfortable with each other. Non-native speakers should be
treated with respect and encouraged to share their opinions which will help them
in building confidence and trust.
 Indian culture is 'high context culture' where meanings are explicitly stated and
more in implied manner. They communicate calmly based on facts and figures
and act decisively. Therefore, Mark should understand this thoroughly and
behave in a required manner which will help him to easily adapt to new cultural
system.
 In UK people are open-minded whereas people in India still faces class based
differences like power distance, individualism, masculinity, etc. (Boutabssil,
2021). By having an understanding about such culture, it will be easy for Mark to
bridge gap between cultural dimensions and employees.
 Mark should accept the fact that there will be some mistakes done by him at
initial stage because adapting to a new culture is a difficult job and it takes time
to learn new culture. Therefore, Mark should take mistakes as opportunities and
try to learn from it to avoid it in future time.
 Another advice to Mark can be that he should not ask open-ended questions to
avoid any confusion and chaos (Hong-Xoan and Earl, 2020). Instead of that, it is
better to ask close-ended questions which will help in interacting and explaining
clearly the point and making it much easier to understand the surroundings
clearly.
 Understanding the word is not enough, it is also required to analyse and interpret
the body language as well such as postures, gestures, eye contact, intonation, etc.
Some cultures avoid eye contact while speaking (Top Ten Tips for... Effective
Cross-Cultural Communication, 2021). Mark should have knowledge about such
cultures which will guide him in understanding new culture completely.
 Mark should establish certain rules to be followed in company which will be
same for all employees at all levels. For example, writing down rules regarding
punctuality, meetings, communication, emails, etc. it is good to discuss with
individuals to have democratic view and impose the rules and regulations.

 Moreover, Mark can take up classes and learning sessions to have deeper
knowledge & insights about Indian culture. For example, learning Hindi, about
Indian festivals, etc.
CONCLUSION
From the above report, it can be concluded that there are various intercultural issues
and problems faced by Mark while working in India with a completely new working and
cultural system. There are different customs, values and beliefs followed in two different
culture. Further, it can be said that such problems can be avoided by understanding
thoroughly new culture, by actively listening to others and making notes, etc.

REFERENCES
Books and Journals
Abdivalievna, K. O., 2021. THE FEATURES OF CRITICAL THINKING IN IMPROVING
STUDENTS’INTERCULTURAL COMPETENCE. International Journal of
Research. 8(5). pp.375-381.
Boutabssil, F. Z., 2021. A Qualitative Investigation on the Role of Social Media in
Intercultural Communication Competence: The Moroccan Diaspora in Canada as a
Case-Study. International Journal of Linguistics, Literature and Translation. 4(7).
pp.22-36.
Calafell, B. M., 2020. The critical performative turn in intercultural communication. Journal
of Intercultural Communication Research. 49(5). pp.410-415.
Gutierrez-Perez, R., 2020. Performance and Everyday Life, or a Latina/o/x in Intercultural
Communication. Journal of Intercultural Communication Research. 49(5). pp.433-
441.
Hong-Xoan, N. T. and Earl, C., 2020. Camaraderie and Conflict: Intercultural
Communication and Workplace Interactions in South Korean Companies in Bình
Dương Province, Vietnam. Journal of Asian and African Studies. 55(6). pp.832-847.
Presbitero, A. and Attar, H., 2018. Intercultural communication effectiveness, cultural
intelligence and knowledge sharing: Extending anxiety-uncertainty management
theory. International Journal of Intercultural Relations. 67. pp.35-43.
Sharipboevna, F. G. and Kamola, T., 2021. IMPROVING CROSS-CULTURAL
COMMUNICATION. ResearchJet Journal of Analysis and Inventions. 2(05).
pp.359-363.
Yang, P., 2018. Developing TESOL teacher intercultural identity: An intercultural
communication competence approach. TESOL journal. 9(3). pp.525-541.
Online
Top Ten Tips for... Effective Cross-Cultural Communication. 2021. [Online]. Available
through: <https://www.chrysos.org.uk/blog/top-ten-tips-for-effective-cross-cultural-
communi>