STRATEGIC MANAGEMENT

Strategic Management, Communications, and Culture

Strategic Management, Communications, and Culture

Introduction

Effective cross-cultural communication is one of the most important issues dealt with in business, particularly when a firm operates at an international level. Communication is a process with three key elements, which includes a source, an audience, and a channel. Communication derived from businesses will have listeners that include, but are not limited to customers, employees, suppliers, and the community (Caddy et al.). These listeners contribute to the success of a firm, which is why there is so much emphasis put into creating appropriate channels of communication. This effect is further amplified when dealing at an international level, where the effect of culture and time has more bearing.

Discussion

What makes effective communication important is the fact that it affects all aspects of the business function. Therefore, failing in just one of these areas can create repercussions that reverberate throughout the whole company. This essay will examine the importance of cross-cultural communication, and how it is intertwined with a firm?s HR management, strategic planning, operations, ethical decisions, and marketing campaign.

Human resource management deals with people within the organisation first and foremost. For a Human Resource manager, managing the cultural aspect of communication becomes is vital because of the effect it can have on each individual employee. In an international work environment, there will likely be a number of employees from different parts of the globe sharing the same space (Parzhiger 2002). This can be a source of friction within a work environment, particularly when you consider that ethnocentric attitudes can exist within a workplace (Han et al 2007). Such friction within the communication process can manifest itself through racism, bias, prejudice, and discrimination (Parzhigar 2002). Not only are such actions considered illegal, but it can also contribute to low morale within the workforce. This eventually leads to unmotivated and therefore unproductive staff.

In order to resolve such cross-cultural issues, a Human Resources manager must first come to realize that both individuals and groups differ in terms of the way they communicate (Parzhigar 2002). That way, policies or extra training programs can be established to act as a guide the actions of employees. Many managers, though, are fail to realise such differences, or unqualified to handle them. This is why much consideration must be given when deciding who is qualified to lead an international assignment (Hodges 2003, p. 450.) By acknowledging people?s differences, the manager can create policies that will limit friction in the workplace, thereby ensuring that it runs peacefully.

An effective communication system will help a firm gain a distinct competitive advantage because the constraints of time will be limited. Time distances can often be a hindrance to a company looking to collect information from overseas branches or partners. Firms have combated this problem by utilizing contemporary technology such as phones and videoconferences (Bovee 2008). This will help firms operating at an international level, collect information from overseas subsidiaries or clients more effectively. Additionally, by keeping these relationships close, manager?s gain the ...