Revisiting Intercultural Communication Competence †MyAssignmenthelp

Question: Discuss about the Revisiting Intercultural Communication Competence. Answer: Introduction: From the given case study, it is clearly evident that the accounting firm employs the use of a hierarchical organizational structure, whereby all the employees working in the organization belong to a specific level in the hierarchy, depending on their designation, with the senior managers forming the top of the hierarchy, and the subordinate staffs making up the bottom. Owing to the hierarchical organization structure, the chief problem the company is experiencing in terms of its communication is the absence of open communication. In order to function properly, an organization must have open interaction amongst all the staff members as well as the managers. However, owing to the strictly hierarchical organizational structure, the employees do not get the opportunity to engage in interpersonal communication, that s clearly impeding the growth of the company (Miller Barbour 2014). The next problem here is lack of employee engagement and feedback process withi the company. Each organiz ation works in accordance with a set of organizational strategies, a Mission Statement or a long-term vision. While the organizational strategies are chalked out by the senior managers, and the immediate goals of he company with regards to annual target or expected revenue growth are clear to the senior managers, it is important to keep on updating the junior level employees about the same. Otherwise, the junior staffs may not be able to comprehend the importance of accomplishing a task at hand. Besides, it may also lad to the loss of employee engagement as well (Karanges et al., 2015). The next communication issue that has been identified here is the total absence of feedback. It is highly important for the senior employees to monitor and evaluate the performance of the junior employees, and provide each one of them with a comprehensive feedback so that they can understand what more they need to contribute to the organization (Schwinn et al. ,2014). Owing to the excessive intervent ion of the middle managers, the feedback process gets interrupted, and the junior level staffs are unable to reach out to the senior level employees as well. The next communication issue here is the complete absence of any business meeting or interactive session within the company, as a result of which the senior and junior level employees cannot communicate and understand what job role is expected out of them. The middle managers do not exhibit effective listening skills, as they do not patiently listen to the problems experienced by the junior staffs, nor do they try to cooperate with them to listen to their problems. It is evident here that one-way communication is another big challenge here (Eisenberg et al., 2013). Considering the problem of poor communication issue, it is important to recommend useful strategies to the company for future improvement of its internal communication issue as well as external communication issue. First of all, for improving internal communication, the management authority needs to incorporate effective interpersonal communication policies within the company (Martin Nakayama, 2015). Consequently, it is recommended that the manager should conduct a business meeting at least twice a week, and at least two interactive sessions a month with the junior employees, so that they can communicate the goals and long-term vision of the organization. This will also help the senior managers to guide the employees individually how each of their tasks can contribute to the accomplishment of the organizational goals and realization of the vision (Keyton et al., 2013). Next, it is also recommended that the company incorporates a new communication policy, whereby the team leads of ev ery department in the accounting firm, will need to conduct a 20 minute meeting with the employees, informing each one of them about their daily tasks, and motivating them to accomplish their targets most productively. This will help in increasing employee engagement at workplace, and enhance their commitment towards the company. Next, the middle as well as the senior level employees will be enrolled in various communication training and communication skill developing seminars to be funded and organized by the company. Further, the junior employees often ge penalized for approaching the middle managers and complaining about an issue. This is the reason why a separate manager will be appointed for the designation of an Operational Manager who will have his personal email id so that whereby any employee can write a mail to him, and while maintaining his anonymity can easily get his query or trouble solved. This will help in eliminating the unnecessary intervention of the middle manage rs, and will boost employee morale (Williams, 2013). In order to improve external communication, the organization will arrange seminars and training sessions for the staffs. Conferences training the employees the dos and donts of a effective communication will especially b arranged for those staffs who have to directly interact with the customers, such as the service desk employees or the customer care executives. Special training will be provided by the experienced workers of the company, within the organization, since in-house training will be very inexpensive and nevertheless accessible and effective. The tools that will be needed in this case are computer, internet communication, an access to communication skill training websites, a demo classroom. The training session will focus more on enhancing the listening skills of the employees, promoting their emotional intelligence, while also training them to become assertive. Reference List: Eisenberg, E. M., Goodall Jr, H. L., Trethewey, A. (2013).Organizational communication: Balancing creativity and constraint. Macmillan Higher Education. Karanges, E., Johnston, K., Beatson, A. and Lings, I. (2015). The influence of internal communication on employee engagement: A pilot study.Public Relations Review,41(1), pp.129-131. Keyton, J., Caputo, J. M., Ford, E. A., Fu, R., Leibowitz, S. A., Liu, T., ... Wu, C. (2013). Investigating verbal workplace communication behaviors.The Journal of Business Communication (1973),50(2), 152-169. Martin, J. N. (2015). Revisiting intercultural communication competence: Where to go from here.International Journal of Intercultural Relations,48, 6-8. Miller, K., Barbour, J. (2014).Organizational communication: Approaches and processes. Nelson Education. Schwinn, M., Zhao, J., Wang, B. and Lu, J. (2014). Trust in the Workplace: Analysis and Recommendations. Williams, C. (2013).Principles of management. South-Western Cengage Learning.