Analysis of Intercultural Communication Impact: Company Report

This report presents an analysis of the impact of intercultural communication within a company that produces readymade food. Based on an interview with the manager, the report examines five key areas: intercultural communication, presentations and persuasion, negotiations, group meetings and discussions, and trust and conflict resolution. The company, with a diverse workforce, emphasizes weekly meetings to facilitate communication and address potential issues. The report highlights the importance of stakeholder management, particularly customers, and how effective presentations and negotiations contribute to the company's success. Group meetings are crucial for idea generation and transparency, fostering employee trust and minimizing conflicts. The report concludes with recommendations for expansion and improved time management, emphasizing the positive impact of transparent communication on employee satisfaction and business operations.

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

1
COMMUNICATION
Table of Contents
Introduction:...................................................................................................................1
Methods:.........................................................................................................................1
Findings:.........................................................................................................................1
Intercultural communication:.........................................................................................1
Presentations or persuasion:...........................................................................................2
Negotiations:..................................................................................................................2
Group meetings and Discussions:..................................................................................3
Trust and conflict resolution issues:...............................................................................4
Conclusions:...................................................................................................................4
Recommendations:.........................................................................................................4
References......................................................................................................................4

2
COMMUNICATION
Introduction:
The aim of this paper is to discuss the impact of intercultural communication process
of a company. Based on the interview of the manager of the company it has been understood
that the company has 7 employees among which three are full-timers and 4 employees are
part time workers as they are students. The company does not have communication issues as
the weekly meetings of the employee solve many a problems from being aroused. There is no
issue of discrimination because the employees respect the culture and ethnicity of one
another. This paper will be detailing all the findings from the interview on the basis of five
factors like intercultural communication, presentations or persuasion, negotiations,
discussions and trust and conflict resolution issues. This paper concludes with the
recommendation for expanding the business.
Methods:
The entire report is based on the in review arranged with the manager of a company
that produces readymade food and supply to the market. This interview has been done in a
traditional way that means the interviewers has asked some vital questions to the interviewee
in order to find out that whether there are any issues related to miscommunication due to
cultural diversity. The aim of the interview was also too related to identify the challenges the
management faces while operating with the employees having different cultural backgrounds.
Findings:
Intercultural communication:
The interview defines the fact that the company has played an important role for
solving the issue of cultural diversity which often affect the perfect operation of the
organisations. As found in the cultural dimension theory of Greet Hofstede that the national

3
COMMUNICATION
culture affect the culture of the organisation in most of the cases the companies which have
the employees from different cultural and ethnic background show respect to the culture and
values of the others by prioritising their own views and understanding but in this company
the intercultural communication has gained a supportive nature because of the company
strategy (Neuliep 2017). The company strategizes to give the workers a perfect platform to
understand one another and respect the others positively. This is the reason why the meeting
in every week is arranged where the employees communicate with one another and share
their knowledge effectively (Holliday, Kullman and Hyde, 2016). In this meetings the
employees also can give feedback to the operation and other policies so that no one think that
there is any problem of discrimination or exploitation. These are the reason why the
employees have Nepalese, Greek, polish background do not face any issue while operating in
this particular company.
Presentations or persuasion:
Credibility of the company depends upon the successful management of all the
stakeholders like employees and customers. The company takes care of its employees soles of
the customers because the customers are the only stakeholder who actually support the
growth of the company. According to the interview the customers and their feedback are
important for the company because they are receiving the products and investing their money
for buying the products stuff now if they do not get quality then they will be not supporting
the operation of the organisation. As the company arrangers fresh meals therefore the quality
must be an issue for which the customer base can be increased (Piller 2017). The better the
presentation the more attractive the company becomes by getting support from the customers.
The effectiveness is dependent upon quality multiplied by acceptance therefore the company
prepares for the best practices to be adopted for going customer support.

4
COMMUNICATION
Negotiations:
The negotiation process is also associated with the stakeholders who invest in the
growth of the company (Sorrells 2015). In this case the interview reveals negotiation process
with the suppliers. As the company operates in the food industry of the market therefore
focuses on the gathering fresh and hygienic raw materials for preparing food. As the main
importance is given upon the high quality product relating the reputation of the company
there was the price and other aspects which often leads to conflict, are completely eliminated
by the company. This interview discloses the fact that the company aims to maintain the
stock of raw materials for preparation of final product. Therefore, management of time and
quality in a similar manner becomes problem and challenging but the negotiation process
with the suppliers help the company a lot (Oetzel 2017). The company follows negotiation
strategies for maintaining good relation with the suppliers and customers so that emphasis on
the win-win situation is seen. This attitude of the company leads it to get customer feedback
so that the quality of the product is enhanced.
Group meetings and Discussions:
As it has been mentioned before, that the company puts highest priority upon the
meetings and perfect communication process with the employees as it thinks that the
employee satisfaction is the only way to soar high. The company arranges employee meetings
once in a week so that the employees start to communicate among themselves and
communicate their own problems to the higher authority (Bird and Mendenhall 2016).
Despite the fact that all many of the employees have different cultural backgrounds and some
of them are students as part time workers, the discussion regarding the quality of the product,
need of the policies, changes in the strategies for attracting new customer base have been
defined. The complex situations that may harm the growth are limited and scope of

5
COMMUNICATION
generating new ideas are found (Abdullah 2018). This therefore led to build an organisation
marked by transparency where the employees and the managers do not have anything to hide.
This motivates the employees and they try to input their skills as much as possible for the
growth of the organisation.
Trust and conflict resolution issues:
From the interview it has been clearly understood that a transparent communication
system has led the company to attain employee trust and support from the other stakeholders
(Hua and Kramsch 2016). The problems of miscommunication among the employees as they
are from different national and cultural background often arises but these are solved in the
weekly meetings. There the employees can get explained about any of their issues and share
their innovative ideas for making the production more appreciable.
Conclusions:
Therefore it can be concluded that the employee satisfaction is attained in this
company and the proper communication process has made the operation of the business
cleaners from all the flaws. The management is happy with the operation and sales in one
hand and the employees are also happy with their professional’s growth. There is no scope
for the discrimination or exploitation of labour because there are only 7 employees working
in the organization. However, there is a prospect of the company to expand its branches as the
quality of the product is high appreciated and the company has a good relationship with the
network of the suppliers.
Recommendations:
The company does not have communication issues as the weekly meetings of the
employee solve many a problems from being aroused. The problem of time management can

6
COMMUNICATION
be solved if more people are recruited in the company who will support the others to meet the
production demand. In addition to this, the company can expand its branches into other places
so that customer base gets increased.

7
COMMUNICATION
References:
Abdullah, F., 2018. Social actors in an Intercultural Communication classroom: A discursive
lens of intercultural education. Indonesian JELT, 13(1), pp.31-51.
Bird, A. and Mendenhall, M.E., 2016. From cross-cultural management to global leadership:
Evolution and adaptation. Journal of World Business, 51(1), pp.115-126.
Holliday, A., Kullman, J. and Hyde, M., 2016. Intercultural communication: An advanced
resource book for students. Routledge.
Hua, Z. and Kramsch, C., 2016. Symbolic power and conversational inequality in
intercultural communication: An introduction. Applied Linguistics Review, 7(4), pp.375-383.
Neuliep, J.W., 2017. Intercultural communication: A contextual approach. Sage Publications.
Oetzel, J.G., 2017. Effective intercultural workgroup communication theory. The
International Encyclopedia of Intercultural Communication, pp.1-5.
Piller, I., 2017. Intercultural communication: A critical introduction. Edinburgh University
Press.
Sorrells, K., 2015. Intercultural communication: Globalization and social justice. Sage
publications.