It goes without saying that managers should pay much attention to their workforce due to the fact that today’s workers originate from different countries and regions. In order to get effective results, managers need to apply intercultural strategies, since intercultural communication is considered to be a pillar in diverse groups’ management (Locker & Donna, 2012). They should also develop communication strategies that are flexible to meet the needs of different communities.
Being aware of different values and viewpoints of various cultural groups in the organizations should also be considered an important task for management. Depending on the cultural background, and efficient intercultural communication process will evaluate the weak and strong points of the employees. Consequently, both verbal and non-verbal communication types need to remain flexible to fit every worker. Managers should also understand acceptable communication modes applied to the workforce. Successful communication within the organization is reinforced by a strong organization’s objectives. In this case, managers are to ensure that the organization’s values are widely spread and explained in order to improve interpersonal communication in the workplace (Mary & Dana, 2012).
In the communication process, understanding the cultural context is a vital tool for a manager. He/she has to pay attention to human diversity like gender, age, nationality, religion, social class, physical ability, and race. Some of these differences are distinct in some communities while too narrow in others. A manager needs to deeply comprehend unique cultural contexts in his/her organization for effective communication. For instance, understanding of religious differences will enable managers to pass information that is free from bias to employees (Clampitt, 2009).
Non-verbal communication strategies for a diverse workplace cover a considerable understanding of cultural differences. Effective communication should, however, be limited by certain communication barriers which are numerous speaking about non-verbal communication. A manager will be able to pass information effectively once he/she understands how his/her workers perceive his/her nonverbal communication cues. At the same time, he/she will be able to understand how his/her message is received. For example, the fidgets in many cultures are a sign of discomfort; eye contact reflects attentiveness among Americans while in Latin and Japanese groups, it is considered as a sign of disrespect. Moreover, holding a thumb up is a symbol of approval in many cultures but a vulgar message among the Greeks. While developing an effective communication strategy, managers need to devote much understanding to their employees (Locker & Donna, 2012).
No one should forget about language nuances which are to be considered an important side of communication within the working staff. An effective communication strategy should be directed to limit the problems caused by language differences. Normally, a man positively admits compliments in regard to his physical outlook. On the other hand, a woman might take such compliments negatively. Exaggerations and figures of speech are accepted in US communication, while the British give very little attention to exaggerated information. The Germans, on the other hand, reject exaggerated information instantly. As can be seen, while developing communication strategies, managers need to be aware of the language limits to ensure their entire workforce receives the intended message (Clampitt, 2009).
Thus, managers should train their staff to enhance positive diversity in organizations. Intercultural organization’s training will ensure that employees accept and appreciate their diverse cultural grounds. Understanding each other is the best strategy for effective communication (Mary & Dana, 2012). Consequently, managers should focus on achieving organizational goals, and the company’s vision and goals should act as guiding principles in management. When organizational values are enhanced, employees will easily fit and accept the mode of communication used by their managers who should also encourage open communication in the organizations because only open communication allows workers to share their problems easily.
Clampitt, P. (2009). Communicating for Managerial Effectiveness: Problems Strategies Solutions. California: SAGE.
Locker, K. & Donna, K. (2012). Business and Administrative Communication. New York: McGraw-Hill.
Mary, G. & Dana, L. (2012). Essentials of Business Communication. London: Cengage Learning.