This presentation tells you about the nature of cross cultural communication in the form of High-context and Low-context cultures.

1. Cross-Cultural Communication: High-context vs. Low-context cultures
It is best to treat people the way they expect to be treated.
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2. Culture
Culture is a shared system of symbols, beliefs,
attitudes, values, expectations and norms for behavior.
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3. Ethnocentrism
A serious challenge for individual
culture: Ethnocentrism is judging
another culture solely by the
values and standards of one's own
culture.
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4. Cross-Cultural Communication
• Cross-cultural communication has become strategically important to
companies.
WHY?
Due to the growth of global
business, technology, and
the Internet.
• Understanding cross-cultural
communication is important
for any company that has a
diverse workforce or plans
on conducting global
business.
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5. Cross-Cultural Communication
• This type of communication
involves an understanding of
how people from different
cultures speak, communicate,
and see the world around them.
Cross-Cultural Communication
deals with understanding
different business customs,
beliefs and communication
strategies.
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6. Benefits of Cultural Diversity in the Workplace
Enhances employee
Engagement by showing
the company understands
And respects different
cultures
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7. High-context vs. low-context cultures
A major factors
that can affect
cross-cultural
communication.
Cultural difference may lead to lost
business without YOU even knowing what
YOU did wrong.
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8. High-context vs. low-context cultures
• One of the ways people assign meaning to a message is according to
context, the pattern of physical cues, environmental stimuli, and implicit
understanding that convey meaning between two members of the same
culture.
• However, from culture to culture , people convey contextual meaning
differently. In fact, correct social behavior and effective communication
can be defined by how much a culture depends on contextual cues.
• Cultural context is the pattern of physical of physical cues, environmental
stimuli, and implicit understanding that convey meaning between two
members of the same culture.
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9. High-context vs. low-context cultures
The concept of high- and low-context culture relates to
how an employee's thoughts, opinions, feelings, and
upbringing affect how they act within a given culture.
North America and Western Europe are generally considered
to have low-context cultures. This means that businesses in
these places have direct, individualistic employees who tend
to base decisions on facts. This type of businessperson wants
specifics noted in contracts and may have issues with trust.
For example:
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10. High-context vs. low-context cultures
Factor High-context culture Low-context culture
Overtness of messages
Many covert and implicit
messages, with use of
metaphor and reading
between the lines.
Many overt and explicit
messages that are simple
and clear.
Locus of control and
attribution for failure
Inner locus of control and
personal acceptance for
failure.
Outer locus of control and
blame of others for failure.
Use of non-verbal
communication
Much nonverbal
communication
More focus on verbal
communication than body
language.
Expression of reaction Reserved, inward reactions
Visible, external, outward
reaction
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11. High-context vs. low-context cultures
Factor High-context culture Low-context culture
Cohesion and separation of
groups
Strong distinction between
in-group and outgroup.
Strong sense of family.
Flexible and open grouping
patterns, changing as
needed.
People bonds
Strong people bonds with
affiliation to family and
community
Fragile bonds between
people with little sense of
loyalty
Level of commitment to
relationships
High commitment to long-
term relationships.
Relationship more important
than task.
Low commitment to
relationship. Task more
important than relationship.
Flexibility of time
Time is open flexible.
Process is more important
than product.
Time is highly organized.
Product is more important
than process.
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