What Are The Issues For Organizational Communication When An Organization Works With Stakeholders From More Than One Culture

WHAT ARE THE ISSUES FOR ORGANIZATIONAL COMMUNICATION WHEN AN ORGANIZATION WORKS WITH STAKEHOLDERS FROM MORE THAN ONE CULTURE
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WHAT ARE THE ISSUES FOR ORGANIZATIONAL COMMUNICATION WHEN AN ORGANIZATION WORKS WITH STAKEHOLDERS FROM MORE THAN ONE CULTURE
Summary
Working with a diverse team in an organization has various benefits to the firm in both local and global markets. Some of these benefits include but not limited to having a deep knowledge of market products. This advantages may not be fully utilized if the issues that arise from having a diverse working team are not addressed. However, stakeholders with diverse backgrounds interpret the language, signs and other methods of communication used by the organization differently depending on their background culture. This has an impact on the manner in which they make decisions, communicate with each other as well as how the approach conflicts that may arise. Organizational diversity is supposed to improve the performance of an organization in the market with each stakeholder giving their best. However, improper communication within the organization due to diversity may lead to customer disloyalty, division among the stakeholders and unmotivated employees.
This report gives an overview of the available evidence-based research on organizational communication, which is a complex process but necessary for organizations to succeed in the global markets. First, a definition of the subject matter, a summary of its significance to organizations and a description of some of the organizational communication processes and channels will be provided. The challenges of working with a diverse team will be addressed as well the major issues that may arise for the organization. Then the steps that will be taken to address these issues as well as the role of professional communicators in addressing these issues. The report will conclude with some of the effective communication principles.
Definition of Organizational Communication
Most scholars use internal communications to mean organizational communications. Therefore, these two phrases are often used interchangeably. They refer to interactions among the members of an organization. Other scholars have also termed organizational communications as internal relations (Cutlip, Center & Broom, 2006; Kennan & Hazleton, 2006).
Deetz (2001) provided two approaches that can be used to describe organizational communication. The first approach and the most common one views organizational communication as a "phenomenon that exists in organizations" (Deetz, 2001;p.5). In this perspective, an organization is a medium through which communication occurs. The second approach views organizational communication as a "way to describe and explain organizations" (Deetz, 2001;p.5). In this perspective, communication is considered to be the major process of information sharing, relationship building and organizational culture and values are being created. For the process to be complete and effective, it must consist of people, practices, messages, meanings and purposes. For decades, the first approach has been dominating the corporate world whereas the second view has only started to gain acceptance as organizations have realized the importance of communication in this dynamic world.
Importance of Organizational Communications
According to Harris and Nelson (2008), among the most crucial organizational activities is communication. Through communication, relationships are created, and the survival and functioning of organizations entirely depend on these relationships. The capabilities of organizations are only created through a social and intense communication process among individuals. Communication enhances effective and smooth coordination and collaboration among individuals to realize their objectives, and it is crucial in decision making, change management, socialization and problem-solving not only to organizations but even in individual lifestyles.
Consequently, communication is important to the members of an organization since it provides them with important information such as job specifications, organizational adjustments, and environmental changes among others. Moreover, it helps in motivating employees, build trust in the organization, create a shared identity and initiate engagements. Communication provides individuals with a way through which they can express themselves, share ambitions as well as celebrate achievements in their lives. In conclusion, communication provides a base from which individuals can know what their organization is and what it means.
Communication Processes
Traditional communication models focused on a one-way message transmission process. A classic example is the Shannon-Weaver model (S-M-C-R) that was developed in 1949. In this model, a source or sender (S) encodes the message that needs to be delivered (M) through a selected channel (C) to a specific receiver (R), who interprets it. Later, this model was modified to include a feedback loop between the receiver and the sender. In this model, the meaning of the message was within the message itself and would be understood if it was sent using the right channels.
Later, in 1960 Berlo developed the S-M-C-R model which was an upgrade of Shannon's. This one was more interactive than the earlier version of it. In this model, Berlo emphasizes on sender and receiver relationships and suggests that the message will be encoded and decoded in an effective manner if the communication skills and knowledge of the sender and receiver are well developed. He also acknowledged the value of culture and attitudes of the senders and receivers. Later communication models focused on transactional relationships in the process and how individuals construct meanings and purposes from these communications (Harris & Nelson, 2008).
In the modern world, the model has become more complex due to technological advancements (Burton, 2008). However, the major components are still maintained. First, organizational leaders develop the objectives of the organization, they then construct relevant messages regarding those objectives, and then they deliver them through different channels to initiate engagements with other members.
Challenges
Direct vs. Indirect Communication
Communication styles differ from one culture to another. Communications in the Western cultures are more direct and so are their meanings whereas other cultures especially the Western tend to be discrete when presenting their messages. Therefore, communication between people from these two cultures will create a confusion within an organization. The confusion is likely to occur in cases of face-to-face communi...