Intercultural Interview and Paper

Intercultural Interview and Paper

The five dimensions of culture, including power distance, uncertainty, individualism/collectivism, masculinity and femininity, and time orientation, shape different cultures worldwide. Hofstede’s dimensions lay the foundation for understanding each culture’s values, affecting how people from diverse cultures communicate. The diverse cultural orientations affect managerial functions such as controlling, planning, leading, and organizing.

By understanding how Hofstede’s dimensions apply to each culture, a manager can better figure out and navigate the diversity of intercultural communication in the workplace. There is a need for recognition of cultural differences and learning how to communicate with members of different cultural backgrounds based on their cultural alignments. There is a need to train the recruitment team on expected procedures, conduct, and communication to foster an environment where all candidates feel recognized and included.

Mexican Candidate Interview

The first interviewee was Mexican, categorized as Latin America per Hofstede’s dimensions. Firstly, one of the distinguishing features of the Mexican culture is the high power distance, implying respect for hierarchal structures. Concerning the high power distance among Latin Americans, there is a need to show formality in one’s title or use formal language (Hofstede, 2009). Moreover, Latin American culture is characterized by collectivism, which is associated with loyalty and the need to belong to a group in the long term (Hofstede, 2009). Furthermore, Latin American culture is characterized by high masculinity, which in turn means that in a workplace, a Mexican employee would be very competitive. Besides, high masculinity means a Mexican employee may want to be recognized for their contribution to the organization (Hofstede, 2009). To that end, it is essential to highlight reward and recognition programs in the company.

Furthermore, Latin Americans score highly in uncertainty avoidance. To that end, a Mexican employee would prefer predictability and clarity regarding various dimensions of the workplace (Hofstede, 2009). It is essential to clearly state job expectations and what they are expected to do. Moreover, Mexicans are more indulgent based on Hofstede’s dimensions, implying that Mexican candidates will likely prefer a workplace environment that facilitates their employees to engage in social activities.

Chinese Candidate Interview

The second interviewee was Chinese. Just like the Mexican culture, Chinese culture is characterized by high power distance. (Liu & Zhang, 2020). In the same breath, the use of titles such as ‘Ms.’ and ‘Mr is highly regarded same as embracing a formal communication style. Furthermore, China emerges as a collectivist society based on Hofstede’s dimensions. (Liu & Zhang, 2020). Another distinguishing feature evident in the Chinese culture is low uncertainty avoidance, which refers to the degree to which people are comfortable with ambiguity. The low score on this cultural perspective implies that a Chinese can tolerate uncertainty (Liu & Zhang, 2020).

My Perspective

Coming from a society with moderate power distance—that is, acknowledging the significance of hierarchy while also appreciating equality—I find myself able to balance the individualism and collectivism that are inherent in my character. With personal liberties to embrace and social peace to preserve, I value the richness that arises from such a contrast of perspectives.

Masculinity and femininity have a place in the cultural environment, where competitive characteristics coexist with the nurturing essence of caring and empathy. This provides a dynamic environment that promotes growth and mutual support among its members. On the question of uncertainty, I find myself pulled to a middle path: admitting, even embracing, some degree of ambiguity while finding solace in the notion that there is some structure and principles that can assist one in navigating life’s difficulties. As a result, I would be free to explore the unknown while keeping my feet firmly planted on familiar and stable ground.  One facet of my cultural orientation is holistic, characterized by a perspective that values both the present and the future equally. This perspective allows me to appreciate the beauty and lessons of the present while also looking forward to and working toward a better tomorrow.

The Importance of Self-Concept to Effective Communication

Self-concept is one of the features of effective communication. It refers to how one thinks, how others think about one, and how one wants oneself to be. It is an individual’s concept of what they are based on what others tell them (Nadia et al., 2020). Understanding self-concept is crucial for building good relationships through effective communication.

As an African American, one of the distinguishing features that affects communication with other diverse groups is cultural awareness and sensitivity. Unlike natives, African Americans are aware of cultural diversity due to historical experiences. To that end, an African American is likely to pay attention to underlying aspects of other cultures, which may affect communication, leading to enhanced understanding. Also, African Americans tend to be expressive, and this is likely to affect communication with the Chinese and Latin Americans. There may be a need to embrace formality while addressing the Chinese, but Latin Americans welcome a relational approach to communication.

Importance of Cultural Diversity Sensitivity

Embracing cultural diversity is crucial in intercultural communication in a business. By embracing cultural diversity, business managers make all organizational members feel included in the business’s operations (Lutz, 2017). This feeling of inclusivity is likely to motivate them to contribute to the organization’s culture, making it more people-oriented and influential. Therefore, sensitivity to cultural diversity boosts a business’s competitive advantage.

Moreover, cultural sensitivity makes it possible for the business to embrace internationalization and globalization. Today, the world is ‘shrinking’ and has become a global village, which means that people from different cultures are interacting with each other unlike in the past (Lutz, 2017). A business can only attain its globalization objectives if it embraces sensitivity to cultural diversity among its employees and clients.

Conclusion

Intercultural communication in an increasingly globalized business environment is crucial if a business is to attain its objectives. Hofstede’s dimensions provide insight into different cultural aspects that affect interaction and communication among people from diverse cultures. Hofstede’s dimensions affect managerial functions such as planning, controlling, organizing, and leading. As shown above, Latin American, Chinese, and African American cultures are diverse, hence the need to embrace intercultural competence during communication. Further, in understanding self-concept and its function in interactions with individuals from other cultures, it is important to highlight that the idea of self encompasses both personal perception and perception by others. This level of understanding is precisely what allows for effective cross-cultural communication and relationship-building. With insights into their self-concept, individuals would be able to resolve differences with care and respect, resulting in a link that is acceptable and harmonious for a worldwide society.In connection to the importance of understanding self-concept and its function in contact with other people from other cultures, it is appropriate to emphasize that the idea of self refers to both personal perception and perception by others. With insights into their self-concept, they will be able to resolve differences with care and respect, resulting in a relationship that is acceptable and harmonious for the connection in a globalized society.

References

Hofstede, G. (2009). Geert Hofstede cultural dimensions. https://corporatefinanceinstitute.com/resources/management/hofstedes-cultural-dimensions-theory/

Liu, Q., & Zhang, Q. (2020). A Study of the Differences between Chinese and Western Cultures from the Perspective of Hofstede’s Cultural Dimension Theory. East African Scholars         Journal of Education, Humanities and Literature, 3(4).        https://doi.org/10.36349/EASJEHL.2020.v03i04.006

Lutz, S. (2017). Cultural Sensitivity: Importance, Competencies, and Public Relations             Implications.https://trace.tennessee.edu/cgi/viewcontent.cgi?article=3083&context=utk_c hanhonoproj

Nadia, D., Yusri, Y., & Ardi, Z. (2020). The Relationship of Self-Concept to Students’     Interpersonal Communication. Jurnal Neo Konseling, 2(4).            https://doi.org/10.24036/00325kons2020

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Instructions

You will interview at least two people who belong to cultural groups other than your own and who themselves are from different cultures so that you may reflect on and analyze your intercultural communication competence as well as the importance of cultural diversity awareness.

Intercultural Interview and Paper

As part of your analysis, you should apply concepts from your studies. Specifically, you should discuss the Five Dimensions of Culture, as presented by Communication in the Real World (2016), and how they affect intercultural communication for all participants, including yourself, as presented in the Communication and Diversity lesson. Be sure to discuss all three (your 2 interviewees and yourself) perspectives when analyzing the Five Dimensions of Culture.

Discussing your self-concept and how it affects your communication competency with diverse cultures is also important.

You will present the results of this interview and your communication reflection/analysis in a 4-6 page essay (not including the cover page and reference page), following APA documentation for any source material used in your analysis. Properly cite and source all references.