By: Jonathon Hardcastle
According to Peter Drucker in his article “The Transnational Economy” written back in 1987, “To maintain a leadership position in any one developed country, a business-whether large or small-increasingly has to attain and hold leadership positions in all developed markets worldwide. It has to be able to do research, to design, to develop, to engineer and to manufacture in any part of the developed world, and to export from any developed country to any other. It has to go transnational.” But is going international as simple as it sounds in this passage, or business leaders and executives need to consider another usually unforeseen barrier commonly referred to as “the effective communication principle?”
Companies in developed countries such as the United States must engage in international business transactions or lose an important competitive advantage. Such firms have not only found tremendous commercial opportunities a thousand or ten thousand miles from their plants, but they have also found cooperative partnerships because of a community of interest. Community of interest is in fact the common ground upon which a business relationship can be based and later flourish. If a firm in Japan, for example, finds an American company with expertise in marketing and handling its products in foreign markets, then a community of interest has been found and remains to be exploited to the advantage of both. But how is that possible and on which factors does it depend upon?
Although the answer is rather complex, undoubtedly one factor is that the worldwide level of technology has greatly advanced easing the process of communicating among people located in different countries. Their ability to share information almost instantly has turned the globe to resemble a village, and as a village its citizens can communicate with one another quickly and easily with the use of various technology-based methods. But then again how come and the message is not received in the manner intended when sent by the messenger? The answer is simple: worldwide we share the much of the same information and technology, but no the same culture. Our family, recreational, financial and other values are different, as these values spring from diverse experiences, expectations and habits. Even if the language used to communicate is the same, the cultural differences between states are evident and a message can be distorted or at least not understood as one intended.
Technological advances in the last 100 to 200 years have spread and been adopted and refined worldwide. But cultures based on thousands of years of development are slow to change. For many, they should not change, as these cultural differences among societies and nations give individual identity to each group. In fact, this persistence diversity in the thinking of human beings has made this world an exciting place to be in. But at the same time it has also created barriers that constitute a major challenge for communicators. Even with the advancement in the transition of information, when words and actions are not understood in the same way because of differences, communication can suffer. This is a key factor for people to remember when dealing with different cultures or employed in different countries from that of their origin. Verbal or nonverbal communication can have different meanings to different people and thus careful consideration and examination of the others’ environment can ensure a better delivery of a message and overall a much more successful communication process.
Keyword Articles: http://www.keywordarticles.org
Today, most of the employers find it really hard to establish good communication between them and their employees. Although most of the people think that this is almost impossible, I can assure you that if you put some effort, you will run your company a lot better. Here are some really useful tips, which I hope will help you in this endevor:
First, when you are making some changes in your company, make sure that you will spend some time and explain to your employees why and how are the things supposed to happen. Remember that the key to effective communication between employees and management is to present your employees with all the information that they require for the company.
Another key for effective communication between employees and management is to give all the information on time. For example, if you are making some major changes at your company, which will cause you to fire a couple of your employees, make sure that you will tell them on time, because that way you will gain the trust of your remaining employees.
Make sure that you will communicate with your employees continuously, because that way you will learn first all the new information about them. If you manage to share all the information that is troubling you with your employees, they will be able to help you. Make sure that you will take your employees as friends, because that is the main thing if you want to establish effective communication between employees and management.
The truly effective communication between employees and management depends on how the management can help the employees get in their role. That way they will be aware of all the problems that they might concern them, like for example the current financial status of your company, the competition and the organization. There are many other things that you should share with your employees and I can assure you that they will understand you, when you have to make some changes at your organization.
When there are negative news, make sure that you will not tell your employees how you feel. For example if you tell them that they would love the changes that you will make, but fire a couple of them, you will provoke only negative emotions. Furthermore, those emotions have direct effect on the way your company will function. Remember that the key to establish effective communication between employees and management is to respect their emotions and avoid trying to replace them with your ones.
The effective communication between employees and management is one of the main things that will help your business to grow. You will also make your employees to feel like they are actually a part of the company, but not just people, who spend some time there. I can assure you that if you manage to make your employees, friends, you will make the whole working process a lot easier.
Article Author: Ryan Fyfe
Article Source: http://www.articlealley.com/article_1513483_15.html
About the Author: Ryan Fyfe is the CEO of http://www.shiftplanning.com/ – An intuitive and free online employee scheduling tool for businesses of all sizes in all industries.
Even though people in the various generations often don’t agree, there is one thing they all agree on: Respect for each other in the workplace simply doesn’t exist. Those in the older generations (the Silent Generation and the Baby Boomers) think the younger workers of today are lazy and disrespectful. On the other hand, the younger generations (Generation X and the Millennials) think the older workers are stuck in their ways and too closed-minded.
Despite these differences, people from the varying generations must work together productively for the company to succeed. If they let their generational outlooks get in the way, conflict will result.
Use the following suggestions to overcome generational differences so everyone can get along:
Know each other’s preferences
In a nutshell, the Silent Generation and the Baby Boomers prefer face-to-face communication. They like consensus, and they expect everyone to respect authority. They don’t like conflict and will avoid it at all costs. Generation X and the Millennials love online meetings. They twitter each other and use e-mail the majority of the time. They’re not afraid to confront others; they want their voices heard. They dislike being on teams and prefer to work alone.
While we can’t automatically assume every single person in a particular generation behaves and thinks a certain way, knowing the generalities is a great first step. Therefore, take the initiative to learn about the other generations you work with. The more you understand their point of view and what events shaped their lives, the more you’ll be able to work with them without conflict.
Spend time with each other
Simply knowing each other’s preferences is one thing; it’s another to actually spend time learning from the person. Remember that learning and mentoring is a two-way street. Just as younger people can learn things from older people, the older generation can definitely learn from the “kids.”
As you do this, realize that you’ll likely have to make compromises. For example, a younger person can teach an older person about some new computer communication tool. The younger person will need to employ patience during the training, and the older person will need to keep an open mind to the new technology. You’ll also have to confront your own personal biases and work through them. Only then can you truly benefit from the interaction.
Be open to talking things out
The older people don’t understand what all the pierced noses and tattoos are about, while the younger people can’t comprehend how someone can be so loyal to a company. Instead of just wondering in silence, it’s time to talk it out – with the very people you don’t understand. As long as the conversation stays respectful and does not turn into an accusatory yelling match, it will be a healthy way to gain broader understanding of each other. The sooner you start the conversation, the quicker you’ll resolve differences.
Bridge the Gap
Remember to do the following to effectively communicate between generations:
• Know each other’s preferences
• Spend time with each other
• Be open to talking things out
Generational differences can be tough. However, when you are open and honest and take the time to really listen to each other, you can overcome any perceived differences – real or otherwise. A little generational understanding can go a long way to boosting the company’s bottom line.
Joyce Weiss, M.A., CSP (Certified Speaking Professional) is a conflict resolution consultant and accountability coach who provides bold solutions to boost the bottom line® for individuals and teams. Contact Joyce at 800.713.1926. Resolve conflict and interpersonal issues by looking at video blogs and podcasts at http://JoyceWeiss.com. Joyce invites you to visit http://www.Joyceweiss.com/newsletter-i-33.html to receive the Bold Solutions Ezine to improve your working condition.
Article Author: Joyce Weiss
Article Source: http://www.articlealley.com/article_2042134_15.html
About the Author: Joyce Weiss, M.A., CSP is a conflict resolution consultant and accountability coach who provides bold solutions to boost the bottom line® for individuals and teams. She is the author of Take The Ride of Your Life and Full Speed Ahead. Contact Joyce at 800.713.1926 or Joyce@JoyceWeiss.com. Resolve conflict and interpersonal issues by looking at video blogs and podcasts at http://JoyceWeiss.com. Joyce invites you to visit Joyce’s Bold Solutions Newsletter
to receive the Bold Solutions Ezine to improve your working condition