Managerial Communication
In miscellaneous collections first of all we would like to touch upon the inevitable globalization of the modern world
Globalization is the process of international integration arising from the exchange of ideas, products and worldviews
And other aspects of culture One of the effects that globalization brings is the influx of foreign talent into our local workforce Foreign talent not only brings their expertise but also their culture and their differences with them, we have learned that there are five areas of concern when it comes to communication within a fundamentally diverse group
direct punctuality versus indirect nonverbal cues dominant language and finally sensitivity we will focus on,
We would like to first mention what sensitivity and culture are because they play a big part of what will happen.
Others and culture which is a pattern of common core assumptions that the group has learned to recognize and we feel that we have identified mainly four forms of culture
- Organizational culture
- Sub culture and
- Micro culture
To understand sensitivity better we have built a mind map
to expand on the topic by having sensitivity in the workplace
will lead to better communications within diverse groups
cultural easily into verbal and nonverbal forms of misinterpretation,
and when misinterpretation occurs it can cause sensitivity issues,
and this constitutes a cycle of problems if any of them are compromised so
we wanted to find out how this
Applicable in the real world
Managerial Communication
We interviewed a manager working at UOB
to ask him about his experiences and how he solved them,
and he noted that culture is the main problem
he faced when managing a variety, he explained that while it is easy
to understand local workers because similar cultures forum talents face less urgency
when there is the same Workload slows down workflow He also mentions that
language barriers force him to ensure that communications are properly handled as his own solution,
he makes sure that culturally different people feel part of the team and that employees understand the cultural difference they may encounter with each other some we have
To better understand social identity theory in order to improve the ergonomics of group social identity theory, when people tend to form groups with people who have the same social groups,
the problem with this is that groups will bias people from outside the group in this way we must point out how That working in a variety would cause problems in the formation
If reversed, it degrades the overall communication message team needs which could lead to a less cohesive team,
But there are a lot of benefits from working in a culturally diverse group with different perspectives
Managerial Communication
It increases the team’s flexibility for creativity and marketing opportunities, which was not possible. If it’s not about diversity, one of our solutions is better group bonding through cohesion where groups can play games to interact and relax after work and if possible, better equipped managers with the necessary skills
Dealing with cultural sensitivity in diverse groups Managers need to promote diversity among employees rather than as a cause of conflict, it is used as a source of opportunity
