Building Cross-Cultural Competence
Posted in Small Business on August 25th, 2010 by Kathy Jia – Be the first to commentCross-cultural competence refers to the ability to communicate proficiently with people from diverse cultural communities. Even though the definition differs, the foundation of cross-cultural competence is really a mix of knowledge, understanding, skill, and attitude (Jane Suderman, Understanding Intercultural Communication).
At the organizational level, cross-cultural competence refers to a set of values, principles, behaviors, attitudes, and policies that allow a workplace system to work effectively cross-culturally (Cross, Bazron, Dennis, & Isaacs, 1989). Generally there are a couple critical items to consider in understanding cross-cultural competence: * Cross-cultural competence is really a constant learning process. * Cross-cultural competence emphasizes effectiveness.
Benefits
The major advantages for an organization include: Staff really feel highly valued. The company attracts more diverse talent. Cross-cultural competence assists the company reach more diverse markets.
Four Building Blocks Four vital building blocks can certainly help one achieve cross-cultural competence: knowledge, cultural relativism, mindful observation, and empathy (concept based on Jane Suderman, Understanding Intercultural Communication).
(1) Cultural understanding is not just interested with learning about different cultures; it also calls for a good examination of an individual’s unique beliefs and upbringings. This points to an understanding of cultural differences.
In the office, being familiar with variations in cultural values and communication variations will help engender much better choices. If an employee new to Canada waits until the “last minute” to explain to his boss that he can’t finish the assignment on time, he could possibly be perceived as being deceitful or derelict in his work. The actual reason could be that the new staff is worried of “losing face”. Many people from China, India, and Mexico place a lot more “value” on “face”. There is a Chinese phrase, “never ever strike a person in the face”. Harmony is typically more valued in these types of cultures than in North America; to turn down a request by saying “no” may also be very difficult. Understanding the distinction, a skillful supervisor may encourage an employee to communicate any issues early, providing clear goals, and follow up with the employee regularly.
(2) Cultural relativism. Cultural relativism holds that cultures are “different but equal”; they exist because of their relevance to the people of their cultural group. Cultural relativism counterbalances ethnocentrism.
Confusion happens when specific cultural routines are clashing with popular Canadian values. Some feel that being culturally sensitive may require us to give up ethical standards. This is really a misconception. The reason is that: we might not agree, however we need to be aware that there are other sets of ethical or moral guidelines (Jane Suderman, Understanding Intercultural Communication).
A line must be drawn between cultural relativism and extreme cultural relativism. The latter could accept violent acts which are illegal under Canadian law and would certainly be condemned in Canadian society.
(3) Business leaders and HR specialists are well-positioned to study, develop, and instigate long term cross-cultural competence strategies, guidelines, practices, and education. As communication is two way, cross-cultural training of both employers and staff is important.
(4) Cross-cultural competence can find its ideal building ground in mutual respect, understanding, and inclusiveness. The principle of justice and fairness should be applied to all. There must also be a balance between diversity and unity. Five fingers are different but equal parts of a hand; yet “one finger can’t lift a pebble” (Hopi Indian Proverb).
The whole article was originally prepared for Financial Post, Executive HR, and was published on July 28, 2010.
Cross Cultural Training Toronto is a leading company in cross-cultural training and consulting. We are specialized in cross-cultural business solutions and how to do business in China.