HRM Unit Discussion Response

PLEASE CREATE A RESPONSE TO THE BELOW DISCUSSION. THIS IS TO DISCUSS THE RESPONSE GIVEN BY THE OTHER STUDENT.

STUDENTS TOPIC BELOW

 I have not had an opportunity to facilitate a training session for participants from another country. The organization that I work for is specific to one city only. While I don’t have specific experience, I would anticipate that this would require additional planning and consideration. Culture influences the development and content of training development and delivery because people from different cultures have different expectations and ways of learning. Nahavandi (2021) explains the rules that work in one small world do not always apply to a larger world. Therefore, you cannot simply assume that training that was developed in one cultural context would apply to all cultures. According to the Unit V Study Guide (n.d.), if considerations for cultural differences are not recognized the learning will probably be restricted. Recognizing and understanding other cultural perspectives on training approaches can maintain a cultural mindset that considers culture in how decisions are made and how to implement them.

Communication styles in how you communicate vary based on cultural differences. No one way is more correct than the other. It just is part of how an individual prefers to communicate based on their cultural upbringing. It is important to understand the different communication styles across cultures especially when working in an international team or multicultural team. Team members feel more comfortable communicating in their preferred communication style, whether they are the sender or the receiver. Understanding these differences can prevent frustration and confusion and help them to develop a more high-functioning team.

People frequently underestimate the effectiveness of having an honest conversation in the workplace for various reasons. Examples include misconceptions of how different people communicate, stereotypes, language barriers or broken English, and other various reasons. Diversity in communications is more about recognizing that different people have unique points of view and life experiences based on their backgrounds. It's about educating every team member that they have privileges and hardships not shared by others and that they need to be aware of this when they communicate within and outside the company. Diversity in personality and/or culture depends on the viewer. The results of the training, as well as the satisfaction people get from it on a personal and professional level, can benefit from cultural diversity.

Bhardwaj and Sharma (2017) state there are five factors are considered important for successful intercultural communication within a global organization. These factors enhance competencies at the individual as well as organizational levels, self-reflection, awareness of other’s culture, personality, and identity in that situation, and various other factors. It can be difficult to express oneself verbally for a variety of reasons. Poor word choice, divergent viewpoints, and inadequate communication strategies can all lead to misunderstandings, and arbitrary judgments about appropriate language can trigger communication breakdowns. Misunderstandings are frequently caused by language problems. With strategic competence and skills in building a friendly culture, the barrier may be converted into strength. Lastly, a global organization must apply skills of adaptability, flexibility, training, and monitoring to reduce differences.

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