Report: Solving Language Barriers in a US Training Company

This report addresses the problem of language barriers within a US-based training company, where non-native English speakers struggle with training materials and company correspondence. The report analyzes the root causes, including the diversity of native language speakers and the use of jargon, and proposes several solutions. These include using both telling and showing methods of training, providing English language training for both non-native and native speakers, utilizing visual communication methods, assessing employee understanding through demonstrations, and translating relevant documents. The report evaluates these options and emphasizes the importance of making a well-informed decision to ensure effective implementation and improve communication within the organization. The ultimate goal is to foster a more inclusive and productive work environment by overcoming language-related challenges. Desklib provides more solved assignments and past papers for students.

Running head: PROBLEM SOLVING
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PROBLEM SOLVING
NAME
PROFESSOR
COURSE TITLE
INSTITUTION AFFILIATION

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1. INTRODUCTION
“Language is the method of human communication, either spoken or written,
consisting of the use of words in a structured and conventional way” (Whitman& Panetto2006).
We talk and express ourselves for other people to understand us. When there’s a language barrier
between individuals or within an organization, which can be a result of the diversity of origin,
the smooth daily activities are affected and objectives cannot be achieved since there isn’t
understanding. The language barrier is a common problem in most organizations. There are
various ways to solve this. Mainly it’s the work of the human resource management department
to make sure language barrier is solved and there is an understanding between workmates. It
becomes more straining when the officials in the department are not aware of these diversities
which bring these differences.
2.DEFINITION OF PROBLEM
As the HRD employee of a certain training company in the US, I have noticed that
most of the employees do not understand much of the training. They are struggling with
company correspondence and other documents written in jargon and obscure language. This
makes it difficult especially for non-native English speakers to comply with written instruction
and company policy. Many of the documents are written at a level that even the native speakers
can not fully comprehend. I have to talk to the manager of the non-English speaking employees
and he gets very angry and tells me that anyone living in the US should know English or go back
to where he or she came from. This sets me out to try to solve the problem.

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3. ANALYSING THE PROBLEM
One of the key barriers that are linked to the language barrier is the existence of many
native language speaking groups. This happens due to the presence of origin, accent and hearing
difficulties of the speakers. The best way to deal with issues of language barriers is the
establishment of good guidelines and setting up procedures that help minimize frustration and
increase the chances when it comes to the provision of accurate and employee services. So, it’s
not their will or choice not to understand the English language. There are ways of solving the
problem rather than intimidating or threatening them. The option of the non-English speakers to
tell them to go back to their backgrounds is not a lasting solving choice since there will be a
shortage of employees and perhaps the new ones will not as well understand the English fully.
4. GENERATION OF OPTIONS
4.1 Use both telling and showing methods of training.
Don’t use difficult terms in your training, when training, the trainer should demonstrate
to the trainees any applicable demos and test them by watching them repeat the activity. Also,
consider redoing the demonstrations several times to ascertain everyone gets it. (McDermott
2009)
4.2 Provide training for the non-English speakers as well as the native speakers
Invite English language trainers and involve all the affected employees in classes
entailing the Basic English language requirements like work-related words, common phrases and

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any word that is relevant to them. After the basics, one can expose the employees to more
training on language and how to thrive in the language. (Govindarajan & Gupta 2010)
4.3 Use more visual methods of communication more than speech.
Consider using elaborative techniques in your training than theory. One can use learning
aids like images and videos when explaining steps and processes to the learning group of
employees. Other learning aids include signs, cards to help learn quickly and effectively.
(Karliner, Nick leach & Kaplan 2011)
4.4 let the employees demonstrate their understanding.
Don’t jump to assumptions that the employees understand what you are training them but
rather test their understanding levels. Expose them to tests by asking them to elaborate and do
what you have trained them since this will help them understand better.
4.5 Translate the relevant documents and instructions into the primary language of your
employees if possible.
This may require you to use a translator or interpreter. Some of these are websites that
translate different tests into different languages. It would be advisable availing them to your
employees. However, you should be cautious in that they translators may give totally different
meaning to a phrase. (Armstrong, 2017)
4.6 Use an interpreter anytime issuing instructions to the employees or responding to them.
You can look for a fluent English native speaker to do this.

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5.0 EVALUATIONS OF OPTIONS
There are a number of option that can be implemented to make things right. In the above
options, the introduction of training classes for the English non-speakers can be a good decision
though there would some burden on the output production. The organization should hold a
meeting and schedule the appropriate time for the classes. The English speakers available should
support the other employees throughout the training. Meanwhile, the administration should
provide translation tools or employ an interpreter to convey messages and instructions to the
employees.
6.0 DECISION MAKING
After choosing the appropriate option a decision should be made on the appropriate one
and all required items put available. The future of the organization will lie on the decision taken
so keenness should be applied. If the organization decides to stand on their proposal to send
home the employees then there should be plans to fill the gap. If they decide to train the
employees they should be ready to give them time and tolerate them
7.0 IMPLEMENTATION
The chosen decision is now ready for implementation. Laws, rules, instructions should be
put in place in regard to the latter.

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8.0 CONCLUSION
Its, therefore, everyone’s responsibility after the implementation to ensure he or she plays the
role given quite well even without supervision to bring the problem to an end. And with time the
fruits will be visible to everyone.

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