Intercultural Communication In The Workplace

Intercultural Communication In The Workplace

There is much diversity at Canyon Springs. There are numerous ethnic groups, which include African-American, Asian descent, Mexican-American and other Spanish speaking individuals; Africans, Filipinos, Native Americans, and Indians are also included.

Canyon Springs' Health and Safety Officer (HSO) is of Asian descent; she came to the United States, with her parents, from Indonesia as a teen. She completed high school in Orange County, California and earned a Bachelor of Arts degree from California State University, Fullerton. She worked at Fairview Developmental Center for two years before coming to work at Canyon Springs four years ago. Although the HSO received the majority of her education here in the United States, her first language is Indonesian and she frequently experiences language issues.

As a member of Canyon Springs' Health and Safety Committee, I have first hand experience with the HSO's language issues. In meetings, when the HSO presents her reports, it is difficult to understand what she is saying; she has a strong Indonesian accent. Her written reports, as well as her emails, often contain grammar and spelling errors. Many committee members and other Canyon Springs' employees have complained, amongst themselves, that the HSO's verbal communication language is difficult to understand and that her written communications were unprofessional and reflected poorly on Canyon Springs. I am unaware of any official complaints to upper management, but I am confident that upper management is aware of the HSO's communication problems.

"The reality is that language and cultural barriers and misunderstandings can get in the way of effective communication and create complications in the workplace" (Charlotte-Mecklenburg). While language barriers and cultural differences can pose additional problems and misunderstandings in the workplace, personally I do not see the HSO's culture as a problem. Many cultural nuances exist. "However, with the increasing number of nationalities in the workforce, it is impossible to identify all of the potential cultural differences" (Charlotte-Mecklenburg). Some common cultural differences and misunderstandings identified by the Charlotte-Mecklenburg Workforce Development Board are roles and status, personal space, body language, religion, and personal appearance.

According to Indonesian culture, everyone has status. "This status may be situational; one is subordinate in a given situation and superior in another. When one is in a superior position, be it in one's own home or in the board room, an Indonesian expects to be treated in a certain manner by his subordinates" (Whitfield). Except for the Muslim population, most Indonesians have a very relaxed view of personal space. Body language has its own set of rules. For instance, you do not shake hands with the left hand, the left hand is considered unclean. Also, "never hand anything to another person using your left hand." There are five government-recognized religions in Indonesia; Muslim is 86% of the population and the remaining 14% are Catholic, Protestant, Buddhist and Hindu. Dress in the Indonesian workplace should be formal; wearing jeans and a t-shirt would be considered disrespectful. The HSO occasionally wears traditional Indonesian clothing mixed with traditional American business apparel. While, her appearance is exotic, is always professional.