Archive for January, 2010
January 28th, 2010 | 
Author: Hurdles To Cross Cultural Business Communication
International businesses are facing new challenges to their internal communication structures due to major reforms brought about through internationalization downsizing mergers acquisitions and joint ventures.
Lack of investment in cross cultural training and language tuition often leads to deficient internal cohesion. The loss of clients/customers poor staff retention lack of competitive edge internal conflicts/power struggles poor working relations misunderstandings stress poor productivity and lack of cooperation are all byproducts of poor cross cultural communication.
Cross cultural communications consultants work with international companies to minimise the above consequences of poor cross cultural awareness. Through such cooperation consultancies like Kwintessential have recognised common hurdles to effective cross cultural communication within companies.
Here we outline a few examples of these obstacles to cross cultural cooperation:
Lack of Communication
It may seem obvious to state that noncommunication is probably the biggest contributor to poor communication. Yet it continues to prove itself as the major problem within most companies.
Lack of communication with staff is not solely due to lack of spoken dialogue. Rather it relates to access to information.
For example not giving feedback (negative or positive) informing staff of decisions and actions that will affect their roles or failure to properly communicate expectations are all ways in which information can be withheld from staff. This will eventually result in an alienated staff base that feels divided from management and superiors.
If managers are too selective in providing information this can cause suspicion and jealousy among staff and will eventually result in internal strife instead of cohesion.
A management which does not and will not communicate and interact physically with staff demonstrates a lack of interest trust and respect.
In the West it is often the case that communication lines are vertical. Staff report up to managers and managers up to senior levels and so on. Ideally lines of communication should run both ways. Those with a subordinate place in the communication process tend to feel estranged indifferent and possibly even belligerent.
Lack of communication in all its forms is unhealthy. Companies and managers must be aware of how what and to whom they are communicating.
Language
Communication difficulties through language come in two forms:
Use of inappropriate language
Language carries with it subliminal meanings and messages transmitted through vocabulary stress and tone. The wrong use of words or emotions hidden behind phrases can send messages that affect staff selfperception confidence and attitude. Critical language causes poor interpersonal relationships and low selfconfidence whereas supportive language and tones has the opposite effect.
Foreign Languages
These days offices may have native speakers of over 50 languages all under one roof. It is important that the main language of the office is established whether it be English French or Spanish. Once this is constituted all employees should only converse in the main language. This avoids exclusion of staff who can not understand other languages. In addition a company should ensure that all its employees are fully conversant in the main language. Language tuition should be seen as a necessity not a luxury.
Culture
International businesses with a highly diverse workforce in terms of nationality and cultural background face challenges from the differences in language values belief systems business ethics business practices behaviour etiquette and expectations.
Cross cultural differences can negatively impact a business in a variety of ways whether in team cohesion or in staff productivity. As we have seen above different methods of communication are just one area in which cross cultural differences are manifested.
In such multicultural companies objective help may be needed through a cross cultural consultant who will show teams and individuals how to manage communication and work together more cohesively and productively.
Company Culture
Company culture pertains to the internal culture of a company in terms of how it is managed. For example does the company view its different departments such as sales production administration and HR as closed or open systems? A closed system is one in which a total lack of synergy exists between a sales and production department due to the structure and communication lines between the two. A consequence of such compartmentalization is that managers of departments have a tendency to become territorial. It is vital that team work team building and team spirit are encouraged in order to create open systems.
Such measures are especially valid in joint ventures and mergers whereby cooperation between two or more companies requires their total commitment to an open system.
Understandably many companies are primarily focused on the financial and strategic side of company operations. International businesses are now realising that many of their business problems have roots in manmanagement and communication.
In summary we can conclude that the biggest hurdle to effective cross cultural communication is a reluctance to invest in the expertise and resources needed to overcome the problems as outlined above. Cross cultural hurdles are easily negotiable with some objective and wellqualified assistance.
copy; Kwintessential Ltd
About the writer:
Neil Payne is Director of Cross Cultural Communications consultancy http://www.kwintessential.co.uk
Posted in 
Human Resource Communication Pays Off
Human Resource Communications and Corporate Communications are they one in the same? Both plan and develop written communication strategies to further the understanding and perceptions of their audience. Both provide counsel and editorial support for management communications.
Business communications transmits and manages messages that inform persuade and collaborate by speaking the language of the company. HR Communications creates a one company culture integrates acquisitions and facilitates information sharing company wide. Both work at the highest levels of the organization aligned with senior management and the board.
The most successful HR professionals are consummate communicators. Typically their organizations over communicate with all constituents. Their leadership styles transmit the traditions and values of their company. You often find a strategic HR function when the spoken and written words parallel leadership actions.
Human Resource Communications is a subset of our corporate culture. Corporate cultures determine communication styles. Cultures as diverse as a business headquarters viewed as a traditional downward style with an abundance of males in dark suits and white starched shirts to other companies which express their identity by polos with logos and scores of identical sites around the country.
Which of the three following communication styles dominate your culture?
- Downward helping employees perform their jobs
- Upward senior management and board level
- Horizontal selling your value proposition and merging cultures
HR COMMUNICATIONS ARE SPECIALIZED
Human Resource professionals uniquely position themselves at both the start point and finishing point of the communication chain. New hire orientation and policy and procedure manuals exemplify downward communication intended to help employees perform their jobs. Employee opinion polls employee focus groups and exit interviews deliver information upward to solve problems and make executive decisions. Employee newsletters help work teams requiring a coordinated action between units or locations.
How well is HR information exchanged in your company?
Human Resource Communications Consultants manage and direct the planning creation and execution of communication strategies to further the understanding and perception of HR policies procedures programs or initiatives. This often involves conceptualizing researching writing editing and design/production of materials. Either print or electronic projects often involve web pages (internet and intranet) and enewsletters. HTML experience and knowledge of Dreamweaver and other graphic programs will serve this function well by providing the HR Communication Consultant a larger repertoire of uptodate tools.
Is your HR information timely accurate and understandable?
What should I expect from my Human Resource Communications Consultant? First excellent writing and project management skills. Either internal or external this person should display a record of accomplishment of interpersonal and project management competencies. They must be experienced in managing multiple assignments with strong problem solving abilities. This internal consultant must have your confidence in an environment of highly confidential matters. Perhaps their past included the responsibilities of corporate due diligence matters.
Have they work experience at the highest levels of HR?
Do they have the proven ability to motivate themselves and others to generate strong results? To round out your choice have they led HR initiatives and crossfunctional teams? Ad industry / communication industry exposure just could be the icing on the cake.
Formally by PowerPoint or informally by walking the second and third shifts we demonstrate HR Communications leadership as we amass information process facts and disseminate intelligence at lightning speed. Our free flowing atmosphere of dialog and written messages translates values traditions and habits into words and actions employees interpret
Operating as an internal consulting agency or external resource HR Communication Consultants work with employees and vendors on communication matters relating to the highest work initiatives. By building and managing cohesive communication strategies and working closely with HR process owners they oversee the integration of both print and multimedia content and distribution. They may also create HR Communication metrics to measure results using employee communications to create a distinct competitive advantage.
Onepage field memos and one hundred page policy manuals present a challenge for busy HR professionals. Your Human Resource Communications requires advanced knowledge and professionalism. Our HR role singularly positioned at both the start and end of the communications continuum offers an advantage to HR professionals who initiate and advance HR correspondence for field and headquarters functions.
copy; John T. Mooney 2003 All Rights Reserved
About the writer:
Focused exclusively on EMPLOYEE RELATIONS HR COMMUNICATIONS and RECRUITMENT PROJECTS contact John Mooney at (972) 3557481 or email JMooneyConsultiveSource.com or the company website www.ConsultiveSource.com. I utilize extensive handson industry competencies to solve your HR challenges. Supporting small medium or large human resource projects with 20 years of human resource and operating experience John Mooney has a resultsoriented focused approach to the human resource needs.
How Your Personal Credit Affects Your Chances Of Getting A Business Loan
Your business idea first begins with a dream and then extends to a passion. The passion to do what you love leads you to need financial assistance. Having the means to expand on your passion will bring hope to your livelihood. Does your personal credit affect your chances of getting a loan to begin the business of your dreams? We will explore this question.
All lenders especially local banks will do a thorough check of your personal credit history. It most likely will affect your chances of receiving or being declined for a business loan.
You can increase your chances of receiving approval for a business loan by paying close attention to the following personal credit factors:
Show a steady source of income. Changing jobs prior to or not having employment will decrease your chances. Lenders need to see stability.
Credit card balances should be paid off or carried at low amount. Never cancel a credit card or apply for a new one prior to applying for a business loan.
Obtain credit reports from all credit bureaus to check for accuracy. Almost half of the reports have been found to contain errors.
Determine a manageable down payment amount. It may mean rejection or approval.
Lenders want to be assured the person they are loaning funds to is capable of managing personal finances because it will reflect spending habits within a business. Always be honest with lenders about your personal credit history. Anything you cover up can be deemed as fraud and will further you from getting the financial assistance you need. Honesty about past financial failures with explanation is your best investment for getting a business loan. Finally before you approach a lender concerning your business financial needs need to be organized with key documents a business plan financial statements and a repayment plan.
In order to get a business loan a business owner must think like a bank. If he or she is not prepared most likely the loan will be turned down. Business loans are somewhat different than personal loans; in addition to having a good credit standing usually banks and financial institutions require business owners to supply a well thought out business plan. Banks want to be assured that the business owner will repay the loan even if the business goes into default.
A wellthought out business plan should include the following:
Cover letter or executive summary
Photographs of the business if possible
A description of you your business and the history of the business along with your background regarding the business.
Any collateral or fixed assets to be acquired with the loan and their cost (include appraisals on real estate and recent tax appraisals).
Market or target audience potential or existing customers; competitors and supplier information
A good marketing plan which should include advertising and public relations
Financial soundness of the plan which includes Cash Flow Projections projected Profit/Loss summaries any business credit reports copies of any business tax returns lease agreements any contracts with customers etc.
Business license Franchise Agreements (if applicable) any other construction contracts partnership agreements employment agreements; environmental assessments if necessary and copies of any other financial paperwork of worthiness
Summary which lists the benefits from the loan and a brief statement indicating how the loan will be repaid
In addition to a wellthought out business plan a business owner will most likely find that most institutions require personal financial information as well. Be prepared to present the lender with personal financial statements personal tax returns an uptodate credit report and resumes or letters of recommendation from former partners or proprietors. It is the business owners responsibility to ensure the lender that the business is of little risk because after all they are in a business for profit as well.
About the writer:
John Williams is the business loans blogger at http://businessloans.blogspot.com. He reviews business loans and interprets complicated financial data into simple to understand language.