MAR013-1: Analysis of Intercultural Competence in Business Report

This report examines intercultural competence in business by analyzing two cultural autobiographies. It begins with an executive summary and table of contents, followed by an introduction that highlights the importance of cultural understanding in organizations. The core of the report comprises two cultural autobiography questionnaires, one focusing on the author's background and the other on an individual from a different cultural background. The first autobiography explores the author's Roman background, emphasizing language skills, business practices, and societal views on women's empowerment. The second autobiography delves into a Greek individual's experiences, focusing on business methods, organizational culture, and societal values. The report then compares and contrasts the cultural differences and similarities between the two individuals, discussing the impact of these differences on business practices, communication styles, and organizational behavior. The report concludes by summarizing the key findings and emphasizing the significance of intercultural competence in a global business environment, supported by references to relevant academic sources.

Intercultural
Competence in
Business

EXECUTIVE SUMMARY
The report includes the intellectual covering in the culture of the people. The people from
different places settled at the place where they have the difference in the culture affects the
performance. The people should make the plan to increase the needs in the cultural differences.
The organization will have to focus on the skills that are important for them and they are based
on the culture of the people.

Table of Contents
EXECUTIVE SUMMARY.................................................................................................................................2
INTRODUCTION...........................................................................................................................................4
The Cultural Autobiography questionnaire and identifying the major influences on your own life........4
The Cultural Autobiography questionnaire of someone you deem to have a different cultural
background to yourself............................................................................................................................6
Explain both cultural differences as well as similarities...........................................................................7
CONCLUSION...............................................................................................................................................9
REFERENCES..............................................................................................................................................10

INTRODUCTION
The organizations are having employees who will help them in increasing the
performance (Matveev, 2017). They are having many skills that are important for giving good
products and services. The employees of the organisation are having cultural difference and the
large organizations are having many employees who are from different countries. The
organizations have to make them increase performance by helping them work in the culture
which is helping them in giving products and services. The report is focusing on comparison of
the people from different cultures and their intellectual competence in the business. The report
includes the Cultural Autobiography questionnaire of the own cultural, the Cultural
Autobiography questionnaire of someone who deem to have a different cultural background and
explain both cultural differences as well as similarities.
The Cultural Autobiography questionnaire and identifying the major influences on your own life
A Cultural Autobiography questionnaire is important for more than only describing the
memories from ones life. It reveals the behavior and increase the knowledge in the mind to bring
out assumptions of culture according to the different societies and groups that make up character
of a person in society. It is a social personal history that permits ones to explain more better self
as well as the behavior of others in the general public. This is in a particularly multicultural
world and understanding the own social way of life as being more open to others is analyzing in
the working environment and home.
1. Tell me something about your background?
I am born in Roman and is Multilinguistic with the fluency in Spanish – fluent, Italian- medium,
English – fluent, Ukrainian – speak fluent, Romanian – native. I am a dedicated and
compassionate administrator with interest in sales and account executive having many years of
experience in banking and sales in large organizations in UK and Europe.
2. What characteristics of the culture is related to the methods used in business?
The organizations in roman is having the power culture according to the Handy model where the
power is given to the few people. Despite the fact that I had worked in a few organizations and

very little involvement in variety in the working environment I have realized that I can't accept
all that I see or get with the organizations (Wolff and Borzikowsky, 2018). So despite the fact
that I have not many skills that are important to the societies but the skills I have are making be
increase the performance and some of what is depicted is valid. The secondary school I have
gone to familiar with international student and they are focusing to state that they depend on
training and individual encounters to explain the students cultures in different societies. I have
done different courses and have had to noticed different societies where I have studied. They
have had the advantage to travel from coast to different countries and learn new and energizing
societies and individuals of cultural difference. I have discovered that despite the fact that I
might be from similar nationality and religion as another person I have work well in the
organization and the experience of the culture according to me is somewhat does not affect the
behavior of the employees and the methods they select to increase the performance and practices
that is dependent on which side of the nation they live on. I have noticed that the business is
affected by the employees when they are not from the similar income but where I have worked
the most of the people are from a similar financial status and have a professional training.
3. What is the behavior of the society toward women empowerment?
A few of the women decided not to attend a university and they get hitched when they were in
secondary school and become housewives who deal with the children and house work that must
be finished. The men goes to school possibly and they decide to begin a business directly out of
secondary school and settle down right on time with a family. Some settle on the decision of
accepting positions as assembly line employees as an option in contrast to going to school. The
roman culture is protective to the women and they are getting the power but when it come to
having the business they do not want them to work. The Handy's model of organizational culture
is giving the power role in the organization to the men and they will have the decision making in
the organization.
4. Why is the difference in culture important for the organisation?
The organization is having many employees and they will help them in increasing the
performance (Elo, Benjowsky and Nummela, 2015). I have worked in Europe and UK and the
culture of the countries will make the employees increase the goods according to customers. He

has worked in the hotels where they have to give good services to customers and the culture in
the countries will make it difficult for the employees to increase the performance. The customers
of the UK and Europe will have different needs and it is important that the organizations give
good products.
The Cultural Autobiography questionnaire of someone you deem to have a different cultural
background to yourself
1. Tell me something about your background?
The person is from Greece and is working in the sales in the large organisation of UK (Lantz-
Deaton, 2017). Since the day he was conceived by the parents he was raised as a child of Christ
instead of the nationality, sexual orientation or social class. In spite of the fact that the mother
grew up Catholic and she didn't have a relationship with God and the dad had no strict childhood
he believed in God. His grandma was appointed as a priest in the Presbyterian church in Greece.
The culture in Greece was different and they were not comfortable with other countries (Cushner
and Chang, 2015). As Christian he needed to be the best and they tried to bring the people from
different countries in the church. According to him God is his companion in the stay and right up
till the present time he is a devotee to the force and he is communicating with God over dinners,
at bed times, before trips and at whatever point they can do. The culture of the Greece is focusing
on the place they belong and they believe in good work.
2. What characteristics of the culture is related to the methods used in business?
The person is having the convention methods of business that he learnt from family. He
acknowledged Christ and was as purified as water in the business and God has been the focal
point of life from that point forward. The Handy model of organisation culture in Greece is
focusing on the person culture where they are helping the employees in the organization. The
people are working together to increase the performance. The employees are getting the
environment which is helping them to increase the quality of the goods and they analyze the
performance in the organization.
3. Why is the difference in culture important for the organisation?

He attempted to discuss the confidence as a relationship as opposed to religion however that
never have an effect to the people that seen me as strict. At times he was even called names like
"Jesus child" and "Paradise" by kids at who were dedicated nonbelievers (Something I am
currently glad for). Indeed, even in the congregation he was dealt with like an outcast. For a very
long time he was essential for the love group and youth gathering bringing as a considerable lot
of my companions from school that would join in, however when administration changed in the
adolescent service office my companions quit conversing with me and he was barred by
personnel what's more, understudies the same. The adolescent and their folks both discussed me
to my folks calling me counterfeit and a swindler who my folks didn't actually have a clue. My
family knew reality however and defended me despite all the analysis and judgment. He left the
adolescent gathering as a lesser in secondary school and went to grown-up administrations.
4. What is the behavior of the society toward women empowerment??
A large number of the adolescent at my place maintain a strategic distance from power and
grown-ups, but since he grew up around such countless grown-ups as a kid he is entirely open to
letting smarter individuals than me offer me some sound advice. The women in our society from
ages could see in their heart and was embraced by numerous families as non blood related
granddaughters, little girls, and sisters. It was hard in some cases, yet God was continually
paying special mind to them and assisting them with developing through all the hardships and
transformed terrible into useful for the wonder. They were given decision making power and
women are treated well in the organizations.
Explain both cultural differences as well as similarities
Cultural difference may influence both by the behavior that customers experience and the
correspondence styles and appraisal and mediation techniques that will be fruitful. An
individualized evaluation expects regard for cultural difference that might be identified with
issues and likely goals. The difference in the Social factors requires information on the
estimations of employees in the organization and their verifiable experience and how these
distinctions may impact conduct, inspiration and perspective on the behavior of the people in
different countries. The people in the organization will incline toward various critical thinking
styles and have various convictions about the reasons for issues. The standards for conduct
fluctuate in different organizations where culture is the most important factor. It is essential to be

learned about cultural difference that might be erroneously seen as pathology. The level of
difference in the culture (the methods used in some other culture) is imperative to survey. This
may impact drop-out rate, level of pressure, demeanor toward clinicians and the cycle and
objectives that are proper (Cots and et.al., 2016). Information on difficulties confronted and
favored correspondence styles of individuals in various ages will be valuable.
Cultural difference are found in social induction of the organization. The analysis of the
organization and the culture of the employees that Romans have the setting more than the people
of Greece while clarifying get-together. For instance, Romans will in general ascribe the reason
for practices to situational factors, while the people of Greece will in general credit similar
practices to individual variables. A notable finding in Greece culture is that individuals
frequently neglect to consider relevant data when they judge the reasons for others practices.
Cultural difference in para linguistic practices has outcomes concerning intercultural
experiences. The organization are utilization of para linguistic practices and is expected to
convey viably in a wide assortment of intercultural circumstances. The achievement in business,
and private relational connections, instructing, legislative issues will depend in extraordinary part
on the agreement and capacity to show the socially suitable para linguistic conduct when
speaking with people who are socially unique. False impressions because of infringement of
social guidelines can result regardless of whether the words and punctuation of the unknown
dialect are suitably dominated. In certain societies, the assumption is to cover, constrict, or kill
vocal and outward appearances of one's sentiments. The audience should perceive better
subtleties of para linguistic prompts and give more consideration to the situational setting in
these societies, as contrasted and societies where sentiments are straightforwardly
communicated, to draw deductions about the sensations of people from these societies.
Then again, in certain societies emotions should be sensationalized, thus their withdrawal
or concealment may prompt the impression of a cool and saved individual. The employees in the
organization can accept that the lost advantage coming about because of acting too reservedly in
a culture focusing on self-exposure will be not as much as that subsequent from acting too
obviously in a culture where self-revelation is no-no. The explanation is that individuals for the
most part give more consideration to conduct that is appeared than to conduct that isn't appeared.

Similarities Roman Greece
Culture is helping them in
building connection between
the people in the organization
The employees in Roman
culture is having the
connection in the organization
where they get together and
they are increasing the
performance.
The employees in Greece
culture is connecting with the
customers and they are helping
the organization when they
have a team from countries
they belong.
The similarities in the culture
of Roman and Greece is that
most prominently they are
having self-exposure
They are strong in decision
making and they keep to their
roles and increases the
performance.
The organization is having the
employees from Greece and
they gang to have
communication with the high
level of employees.
CONCLUSION
From the above report it is concluded that the organization have the employees that will
help them in giving good products. The employees are from different countries and they have the
methods that will help in increasing the performance.

REFERENCES
Books and Journals
Matveev, A., 2017. Intercultural competence in organizations. Management for Professionals.
Wolff, F. and Borzikowsky, C., 2018. Intercultural competence by international experiences? An
investigation of the impact of educational stays abroad on intercultural competence and
its facets. Journal of Cross-Cultural Psychology. 49(3). pp.488-514.
Elo, M., Benjowsky, C. and Nummela, N., 2015. Intercultural competences and interaction
schemes—Four forces regulating dyadic encounters in international business. Industrial
Marketing Management. 48. pp.38-49.
Lantz-Deaton, C., 2017. Internationalisation and the development of students’ intercultural
competence. Teaching in Higher Education. 22(5). pp.532-550.
Cushner, K. and Chang, S.C., 2015. Developing intercultural competence through overseas
student teaching: Checking our assumptions. Intercultural Education. 26(3). pp.165-
178.
Yarosh, M., Lukic, D. and Santibáñez-Gruber, R., 2018. Intercultural competence for students in
international joint master programmes. International Journal of Intercultural
Relations. 66. pp.52-72.
Cots, J.M. and et.al., 2016. Studying the impact of academic mobility on intercultural
competence: a mixed-methods perspective. The Language Learning Journal. 44(3).
pp.304-322.