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Intercultural Communication - Coggle Diagram
Intercultural Communication
What is cultures?
Definition
Shared assumptions, values, and beliefs of a group of people which result in characteristic behaviors
Values & Behaviours
Being direct
Centrality of family
Fatalism
Saving face
Respect for age
Informality
Deference to authority
Being indirect
Self-reliance
Egalitarianism
Chủ nghĩa quân bình
Building blocks of culture
Concept of Self
Individualist
Personal fulfillment is the greatest good
Independence and self-reliance are highly valued
Collectivist
Employees don't like to stand out
Responsibility
Personal / Particularist
Societal / Universalist
What is right is right
Treat everyone alike
ingroup / outgroup distinctions are minimized
Lay personal felling aside
Look at situations objective
Concept of Time
Monochronic
Time is a commondity & quantifiable
--> Limited amount
Considered most efficient to do one thing at a time
As far as possible, you shouldn't let circumstances/ unforeseen events interfere with your plans
Interruptions are nuisance
Polychronic
Time is limitess + NOT quantifiable
--> always more time + pp are never too busy
Time is the servant & tool of pp
--> adjusted to suit the needs of pp
Schedules and deadlines often get changed
so several things simutaneously
have to take circumstances into account & make adjustments
there is no such thing as an interruption
Locus of Control
refers to how much control a person feels they have in their own behavior
to what degree human beings can control or manipulate corces outside themselves and thereby shape their destiny
Internal Locus of control
There are few givens in life (things/circumstances) which have to be accepted as they are
No limits on what you can do / become
as long as you set your mind to it & make the necessary effort
--> your success is your own achievement
you are responsible for what happend to you
Life is what you do
--> represent
activist cultures
External Locus of Control
some things in life are predetermined
There are limits & must be accepted
Your success = your effort + your good fortune
--> represent more
fatalist cultures
Orientation
Long-term orientation
encourage thrift and efforts in modern education as a way to prepare for the future
people believe that truth depends very much on situation, context and time
show an ability to adapt traditions easily to changed conditions
a strong propensity to save and invest
thriftiness and perseverance in achieving results
(thriftness: tính tiết kiệm)
Short-term orientation
normative culture
strong concern with establishing the absolute Truth
exhibit great respect for traditions
a relatively small propensity to save for the future
a focus on achieving quick results
Style of
communication
Verbal
Direct / Low context
more individulist cultures
have fewer shared experiences
less instinctive understanding of others
need to spell things out & more explicit
say exactly what they mean
should not read anything into what is not said / done
the goal of communication exchanges: getting / giving information
telling the truth > sparing SO's feelings
Indirect / High Context
pp tend to infer, suggest, & imply rather than say things directly
these cultures tend to be more collectivist
(harmorny + saving face are the greatest goods)
(ingroups are well established & members have an intuitive understanding of each other, in part because of shared experiences)
non-verbal communication might be enough
Non-verbal
Body Lg.
Personal space
Touching
Eye-contact
Holding hands in public
Male / Female displays of affection in public
Use of the left hand
Loundness of speaking voice
Shaking hands
Pointing the soles of your feet at another person
The "Yes" gesture with the head
Facial expression
Chronemics
Time concept
Vocalics
Tone & voice
Dess & Make up
Culture in the workplace
Workplace Norms
Power Distance
High Power Distance
accept that inequalities in power & status are natural / existential
Those with power tend to emphasize it / not share it + distinguish themselves as much as possible with those who do not have power
Expected to accept the responsibilities that go with power
Subordinates are not expected to take initiative, but closely supervised
Low Power Distance
PP see - inequilities in power, status - are man-made
accept it may be convenient that some pp have power over the others
Superordinates tend to:
-- de-emphasize their power
-- minimize thhe differences between themselves & subordinates
-- delegate and share power to the extent possible
Subordinates are rewarded for taking initiative + do not like close supervision
Attitude toward Uncertainty
Positive / Low Uncertainty Avoidance
not afraid of taking risks / failing
trial & error / experiementing is how we learn & improve our products & services
what is deffirent is intereting
change is positive
new is often better
tradition is not valued for its own sake
what we don't know can't hurt us
Skeptical / High Uncertainty Avoidance
taking risks & failing have strong negative consequences & should be avoided
doesn't try something until knowing it will work
differences can be dangerous
change is threatening
new is not necessarily better
traditions should be respected and are good guide to the future
what we don't know can be troubling
Attitude toward Work
Achievement
motivated by achievement
ambition is rewarded
being successful =
-- moving up
-- getting ahead
-- have greater power & responsibilities
professional opportunity / the change to make more money is more important than job security
work > family
pp live to work
Quality of Life
A better quality of life is what motivated pp to work
motivating
a pleasant work setting & good relations with coworkers
= the chance to make more money & move up
having time to spend with family / friends is importatnt
more power and responsibility are not automatically attractive
Success = you are admired and respected by others
work to live
Key to Productivity
Results
Focus on the task ensures success
what matter most in employees is their productivity and output (related to technical skills and experience)
conflict is sometimes neccessary to clear the air & move forward
getting results > how to get them
employee & employer relationship is often opportunistic
employee loyalty is not as importatnt as performance / productivity
Harmony
Harmony in the workplace ensures the success of an organization
what matters in ployees is their ability to get along / work well with others (related to personal qualities)
conflict shouls be minimized because of disruptive consequences
how you get results is as important as the result themself
employee & employer relationship is like a family
loyalty is expected and reciprocal
Source
of Status
Achived / Meritocracy
Must be earned & do not come with the position / title
-- Meritocracy
-- Rank
-- Status
-- Respect
Family name and social class do not confer automatic status
Promoted / Respected based on their performance & achievements (NOT age / seniority)
relatively easy to change your status (to move up)
Pp of higher rank/status should NOT act superior to/better than those of lesser
Ascribed (Được gán cho) / Aristocracy
Autocracy (chế độ chuyên quyền)
confer automatic status & respect
-- rank
-- position
-- title
family name / social class confe initial status
(but can be lost if you don't perform well)
achievements are important for promotion
age /seniority
-- highly valued
-- confer automatic status & srespect
difficult to change your status (especially to move up)
Pp should be behave above / below their station in life
The cross-Cultural Perspective