By Ellen Harris, International Product Director, Living Abroad Everyone has a general understanding of what culture is, but we often are challenged to put it into words.
Merriam-Webster defines CULTURE as:
a) the integrated pattern of human knowledge, belief, and behavior that depends upon the capacity for learning and transmitting knowledge to succeeding generations;
b) the customary beliefs, social forms, and material traits of racial, religious, or social group; also: the characteristic features of everyday existence (as diversions or a way of life) shared by people in a place or time.Consider a group of people living insular lives, devoid of interaction with others outside their community. They might have little conscious awareness of their own culture, experiencing nothing for comparison. But the first exchange of communication or trade brings to light the many differences between groups, heightening awareness and curiosity (ideally) or conflict.
In today’s global world, we are increasingly exposed to different cultures through educational materials, journalism, social media, and by personal travel or relocation.
At the very least, understanding another’s culture sheds light on behavior that differs from our own. At best, it facilitates personal and business relationships, and avoids costly mistakes created by misunderstanding.
You may have heard the iceberg analogy:
Culture’s external manifestations are those things visible “above the waterline” that can be observed. These behaviors, writings, and displays are conscious, accessible, and susceptible to change. But the larger part of one’s culture lies below the surface. It is not typically visible or obvious. It has been acquired and layered unconsciously over time, and is difficult to change. Deep-seated beliefs and values shape all aspects of life, forming a major factor in personal and business relations.
Renowned Dutch social psychologist Geert Hofstede called culture the “software of the mind.” Who wouldn’t want a user’s guide to this software?
Acknowledging your own preferences in certain situations is a first step. Think about how you tend to think and behave when it comes to choices of individualism or group orientation, hierarchy or participation, need for certainty or tolerance for ambiguity, achievement or quality of life, and long-term or short-term view. These preferences are not personality traits. They are dimensions that link you to your culture and predispose you to certain other cultures which share your degree of preference in one or more of those areas. They can also create obstacles when you encounter those with opposite preferences, unless you take the time to understand them.
There are two ways to answer this question. One is to highlight the benefits of better communication, deeper understanding, and more productive and satisfying relationships with people in your host country. The other is to point out the pitfalls, conflict, and missed opportunities that come from not understanding cultural differences.
Cultural preferences appear in business meetings, in work and personal groups, in person and via video conferences. Gaining self-awareness and appreciating other approaches promotes smoother collaboration and boosts efficiency. It also takes advantage of team members’ strengths while avoiding misunderstandings that label “differences” as “weaknesses.”
Cultural training is invaluable. It is accessible in many forms, from in-person classes to mobile platforms, from structured programs to self-paced tracks. Timing can vary, too, from pre-travel self-assessments and seminars to one-on-one or virtual coaching after arrival. Some organizations find that a combination works well.
The important thing is to dig into the differences that can cause miscommunication and to work toward understanding that leads to effective, productive exchanges.
For example, it is not uncommon for a manager to fire someone due to divergent behavioral styles and communication preferences. What someone views as reticence or lack of contribution might be simply respect for authority and an innate belief in keeping one’s opposing views and ideas to oneself. Such misunderstandings are unfortunate for both the manager and the employee, and can actually lead to discrimination claims in the event of termination.
By comparison, consider a manager who is aware of the employee’s predisposition toward silence, and finds ways to encourage participation so that the business unit gains the full benefit of everyone’s input.
Beyond the very obvious “tip of the iceberg” flags like language, dress, and overt behavior, there are so many layers to one’s culture. In the flurry of activity before moving abroad, we tend to focus on the many physical tasks and psychological preparation. Once in the host country, we are busy accommodating new logistics and assimilating into the work environment. Both ends of the journey provide fertile ground for sowing seeds of cultural knowledge. Paying attention to cultural differences can pay huge dividends both in business and personally.
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