Intercultural Communication

Topics: Culture, Cross-cultural communication, Communication Pages: 8 (2290 words) Published: February 10, 2012


Problem Statement2-3

Importance Of Study3-4

Objective Of Study4





1.0 Introduction
Communication occurs in everyday life whether it is at home or even within the work place and is respondent to the culture of the parties involved in the communication “Human Communication is the process of knowing something about what happens when people interact. Why it happens, the effects of what happens and finally what we can do to influence and maximize the results of those events…” (Samovar & Porter, 1994:7) Recently there have been many problems between employers and workers due to the breakdown in Communication, that is to say Intercultural communication is limited or non-existent. “Intercultural communication refers to the cultural diversity in the perception of social objects and events…” (Samovar & Porter, 1994:19) Thus the aim of this study is to identify the problems faced by both employers and employees in the process of intercultural communication and to hopefully find possible ways to resolve and reduce the conflicts that arise

2.0 Problem statement
* Miscommunication within the intercultural work place.
When there is a mix of cultures within an organization there will most definitely be a few challenges and problems faced especially when it comes to communication that is misunderstandings may occur due to certain factors as stated by Allwood J. (Ed.) (1985) “The assumed difference in relevant pre-understanding can also lead to misunderstanding, i.e. one actually makes an interpretation but this interpretation is inadequate or incorrect.” That is that because there is an assumed difference in culture, when an employee or employer communicate to each other there is bound to be a misunderstanding due to misinterpretation.

Prejudices of employers towards employees of different cultures Han Yinyan from the Dalian Institute of Light Industry stated “The term prejudice stems from the Latin word praejudicium, which means a precedent, or “a judgment based on previous decisions and experiences”. Prejudice involves making a prejudgment based on membership in a social category. While prejudice can be positive or negative, there is a tendency for most people to think of it as negative.” Plotnik (1986), a psychologist, defined prejudice as “an unfair, biased, or intolerant attitude towards another group of people”. When applied to intercultural communication, prejudice at some disadvantage that is not directly related to the actual conduct of the person, but rather is part of the misjudgment of the person holding the prejudiced views. Thus this mindset is rampant within certain organizations in which there is a mix of cultures where the employers and employees are of different cultural backgrounds

3.0 Importance of study
3.1To investigate why conflicts occur between employers and employees of different cultures and suggest ways to resolve the conflicts that arise: That is we wish to understand why cultural misunderstandings occur between employers and employees and try to resolve the misunderstandings that may arise from the problems faced within the process of intercultural communication

3.2To understand the issues that arise from intercultural conflicts within the work environment:
That is we wish to understand and identify the issues that may arise from the clash in intercultural communication 3.3To investigate the situations that cause intercultural communication conflicts to occur: That is we wish to discover the catalysts that cause intercultural conflicts within communication to arise

4.0 Objectives of study
4.1In order to study and analyse situations and problems that may arise from intercultural communication conflicts * To identify the problems that may arise from intercultural...

References: 2. Inon Beydha Lukman. 2009 ‘Malaysian Labour Review’; Intercultural Communication and Conflict Management Among Malaysian Employers And Indonesian Domestic Workers In Kuala Lumpur; vol. 3,no 2:27-38
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