This research aimed at answering the following strategic question: in which way does the employees’ multi-cultural background influence the corporate cultural environment through the communication that is prevailing in a company?
Further to that the following secondary questions are to be dealt:
• Does communication result to conflict or conflict resolution?
• What is the problem represented to be?
• What presuppositions underlie the conceptions concerning the communication process?
• What effects are produced by such representations?
• How are subjects constituted within the communication?
The questions were answered by different personnel working at various levels of the hierarchy chain and of the all departments of an enterprise.
Table of Contents
1. Introduction
1.1. Defining the Problem:
2. Material and methods
2.1. Research Strategy
2.2. Content analysis
2.3. The Research Questions
2.4. Research design
2.4.1. Research Techniques
2.4.2. Research Setting
2.5. Practical and Ethical Issues
2.6. Expected Contribution
3. Theory/Calculation
3.1. Conceptualizing the Organization
3.2. Multi-culture in the organization context
3.3. Global companies
3.4. Cross-culture
3.4.1. Anglo Cluster
3.4.2. Southern Asia Cluster
3.5. Communication Forms
3.6. Culture and organizational culture
3.6.1 Culture
3.6.2. Organizational culture
4. Results
5. Discussion
6. Conclusions
Research Objectives and Themes
This research investigates how the multi-cultural background of employees influences corporate culture through internal communication processes, specifically examining whether communication patterns facilitate or hinder conflict resolution in large multinational enterprises.
- The influence of multi-cultural diversity on internal organizational communication.
- Identification of communication patterns and their role in workplace conflict.
- Analysis of employee perceptions regarding management and organizational goals.
- Evaluation of the relationship between communication efficiency and organizational culture.
- Exploration of how different cultural backgrounds affect the interpretation of corporate directives.
Excerpt from the Book
Multi-culture in the organization context
Every company creates a unique culture, the corporate culture, which has to be managed effectively. This corporate culture hast to make sure that there is efficiency and effectiveness in the performance, in order to maintain the goal orientations set by the company top management.
The concept of culture and multi-cultural issues are predominant factors in international business. When a company operates in the international setting, a batch of multi-cultural challenges emerges.
These challenges appear in forms such:
• understanding the differences in communication patterns,
• preferences for leadership style,
• different principles of hierarchy,
• organizational structures,
• decision styles, and
• dyadic relationship (Kuchinke, 1999).
A proper understanding, controlling, treatment and handling of the multi-cultural dimensions of management is a prerequisite for becoming a global player. Hence, these create a lot of challenges to the leaders in handling the multi-cultural conflicts.
Summary of Chapters
1. Introduction: This chapter outlines the corporate environment, defining both internal and external factors, and establishes the book's objective to analyze how multi-cultural backgrounds influence corporate culture through communication.
2. Material and methods: This section details the exploratory, qualitative research strategy, employing semi-structured interviews and content analysis to investigate communication patterns within a large multinational soft drink producer.
3. Theory/Calculation: This chapter establishes the theoretical foundation by exploring organizational theory, the challenges of multi-cultural management in global firms, cross-cultural clusters, and the various forms of communication.
4. Results: This chapter presents the raw data collected from interviews, focusing on employee education levels, perceptions of the employer, communication modes, efficiency, and attitudes toward conflict resolution and change.
5. Discussion: This section interprets the study's findings, highlighting the gaps between official corporate communication and employee perceptions, and the role of informal communication in influencing organizational behavior.
6. Conclusions: This chapter summarizes the study, noting the impact of diverse cultural backgrounds on corporate communication, and emphasizes the need for companies to develop adaptable cultures to manage organizational change effectively.
Keywords
Multi-culture, Organizational Culture, Communication, Content Analysis, Conflict Resolution, Multinational Company, Employee Perception, Globalization, Management, Leadership Style, Qualitative Research, Corporate Strategy, Communication Patterns, Institutional Theory, Hierarchy.
Frequently Asked Questions
What is the core focus of this research?
The research examines how employees' multi-cultural origins influence corporate culture and behavior through the prevailing internal communication processes within a company.
What are the primary themes discussed?
Key themes include multi-cultural management challenges, the relationship between communication and conflict resolution, organizational structure, and the impact of globalization on workforce retention and diversity.
What is the main research question?
The central question is how the multi-cultural background of employees influences the corporate cultural environment via the communication channels prevailing in a company.
Which research methodology is employed?
The study uses an exploratory, qualitative research approach, primarily utilizing semi-structured interviews and content analysis to gather and interpret data.
What topics are covered in the main body of the work?
The main body covers organizational theory, the specific challenges of managing multi-cultural dynamics, different communication forms (formal vs. informal), and an analysis of interview results concerning employee perceptions.
How would you describe the key terminology used?
The work is defined by concepts such as "Multi-culture," "Organizational Culture," "Content Analysis," and "Communication Patterns," which are used to analyze the interplay between employee backgrounds and business operations.
What did the results reveal about employee-supervisor relationships?
The study found that 79% of employees perceive themselves as working for their immediate supervisor rather than the company, suggesting a focus on micro-level relationships over broad corporate loyalty.
How does the author view the role of organizational change?
The author argues that change is often seen as a taboo in bureaucratic environments but is essential for efficiency, requiring leadership that can foster a culture capable of supporting both planned and unplanned transitions.
What is the significance of the "Anglo" and "Southern Asia" clusters in the theory section?
These clusters are used to illustrate how cultural differences in dimensions like power distance and uncertainty avoidance provide a framework for multinational companies to better understand and manage diverse workforces.
- Arbeit zitieren
- Professor Dimitrios Kamsaris (Autor:in), 2007, The Influence of Multi-Culture Effect on Organizational Culture and Communication, München, GRIN Verlag, https://www.hausarbeiten.de/document/292718
