Intercultural Experience Report: Workplace Challenges and Solutions

This report provides an analysis of intercultural experiences, focusing on challenges encountered in a new workplace setting. The author discusses difficulties arising from language barriers, specifically the challenges of understanding spoken English with a regional accent and the impact of differing leadership styles (autocratic vs. democratic). The report contrasts the author's experience with a democratic work environment and suggests recommendations for organizations, including embracing new viewpoints, providing language training, and understanding the impact of cultural differences on work practices. The conclusion emphasizes the importance of intercultural understanding for personal and professional development, highlighting the benefits of exposure to diverse work environments.

Situation and Interactions with
People from other Culture

Table of Contents
Introduction......................................................................................................................................1
Main Body.......................................................................................................................................1
Conclusion.......................................................................................................................................2
References........................................................................................................................................3

Introduction
Intercultural refers to something which takes place among people who belongs to distinct
culture that comprises of diverse religious people or groups from diverse national origins. The
communication takes place among them (French, 2015). This report will provide an overview of
intercultural experiences along with certain recommendations.
Main Body
Intercultural experience implies the aspects which were faced while working within
different situations. It becomes important to address these aspects as it becomes difficult to work
within premises where conflicts may occur at any instance of time. Certain problems were faced
while I shifted to a new place for a job. The major problem was language barrier which made it
very difficult to acknowledge what is being said. When certain guidelines were given then the
pronunciation or flow made it complex to acknowledge what is being said and oftenly it leads to
creation of distinct problems. For an example, when I joined the place, I initiated to talk with
people but they spoke in the language which completely not known to me and their English had a
tone of their region which was even difficult to understand. The other issue that was faced is the
autocratic leadership was followed within the work place which further leads to problems as the
instructions were given and they must be followed (Thomas and Peterson, 2016). Instead of this,
working culture the place I had experience to work with followed democratic style in which each
individual have the permission to put their opinion in front of others. Even there was a support
from team leader as well as management so that liabilities can be delivered to the best in better
manner. The present experience within new place was not good as direct instructions were given
to do things rather than finding out the innovative ways to do particular responsibility.
It is recommended that organisation must be open to a new viewpoint as this will enable
them to grow even an individual or employee will also grow as they will listen to new ideas and
in case any problem occurs then they can be clarified. Furthermore, in case of language barriers,
it is important to opt for online classes so that this aspect can be improvised and services can be
delivered as per desired quality levels. In cultural perspectives, I have learnt a new working
culture where employees work as per guidelines given. But this also have an affirmative impact
in context of what employees have to be delivered and what manner this has to be done (Thomas,
2015). This further eliminates any kind of problems that might lead to creation of pessimistic
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influence on their performance. I learnt that such kind of culture provides a road map to deliver
liabilities but also restricts the thinking as well as critical analytical levels.
Conclusion
From above, this can be concluded that, intercultural perspective enables individual to
acquire knowledge in different context which will further aid within overall development. In
addition to this, this thinking level of people will also be inclined as they witness the different
methods for delivering their operations.
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References
Books and Journals
French, R., 2015. Cross-cultural management in work organisations. Kogan Page Publishers.
Thomas, D. C. and Peterson, M. F., 2016. Cross-cultural management: Essential concepts. Sage
Publications.
Thomas, D. C., 2015. Cultural intelligence. Wiley Encyclopedia of Management, pp.1-3.
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