From the E-Activity, Examine Key Communication Barriers in Multicultural Working Environments. Suggest Two (2) Possible Effects of Cross-Cultural Communication Barriers. Recommend Two (2) Actions That a Leader Could Take in Order to Demonstrate That He Or She Respects a Member From Another Culture. Justify Your Response
Despite the obvious challenge of understanding people in different languages in a typical multicultural workplace, other communication barriers include hostile stereotypes, different behaviors, as well as having too much or too little emotions. Differentials in language bar people from understanding one another. Stereotypic beliefs distort attitudes about others thereby making people unfriendly ( Rozkwitalska & Basinska, 2015) . Also, behavioral principles in people and their levels of emotional variations from different backgrounds may make others disrespectful to others. Cross-cultural barriers of communication may either cause hostility at the workplace or share misinterpreted or distorted information that may interrupt regular flow of operations. A leader could train employees on cultural sensitivity and lead through inspirational communication while integrating it as part of the organizational culture ( Rozkwitalska & Basinska, 2015) . Additionally, a leader could allow inclusive practices that respect and values everybody in order for people to embrace diversity and appreciate different talents.
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Suppose a Manager Believes That Hiring Three (3) More Staff Members Would Double Productivity for the Business Unit; However, There is a Hiring Freeze in the Organization. Suggest Two (2) Negotiating Techniques that the Manager Could Use with the Company Executives to Receive an Exemption from the Hiring Freeze. Provide a Rationale for Your Suggestion.
One negotiating technique managers could use is a business case where a manager could show the executives that investing in human resources is better than savings from the hiring freeze. The overall benefits of hiring extra people should indicate growth and increased productivity that aims at achieving organizational missions and objectives. The second negotiating technique would be benchmarking where similar organizations that have successfully invested in the human resource are showcased ( Rozkwitalska & Basinska, 2015) . The successful intervention should also be accompanied by an analysis that demonstrates that hiring more people does not interfere with normal operations such as lowering employee morale. The two techniques should illustrate and describe the importance of productivity and compare the costs and benefits of the hiring freeze with hiring more people. Adding more people to the firm should contribute to the overall growth of a firm for the executive to be convinced.
References
Rozkwitalska, M., & Basinska, B. A. (2015). Job satisfaction in the multicultural environment of multinational corporations: Using the positive approach to empower organizational success. Baltic Journal of Management , 10 (3), 366-387.
