This document discusses cross-cultural communication and some of the differences in communication styles between high and low context cultures. It notes that culture is learned rather than inherent and can influence factors like preferred methods of interaction, understanding of verbal vs non-verbal cues, reasoning patterns, and formality. The document provides examples of high and low context cultures and lists some non-verbal communication behaviors and tips for effective cross-cultural communication.
Hofstede - Cultural differences in international managementCarmen Neghina
This document discusses Hofstede's study on cultural dimensions and how it can be applied to international business. It provides an overview of Hofstede's research analyzing IBM data from over 50 countries to identify 5 cultural dimensions: power distance, uncertainty avoidance, individualism, masculinity, and long-term orientation. Examples are given of how these dimensions impact leadership styles, organizational structures, and communication between cultures with differing scores. The document also notes some criticisms of Hofstede's study and poses discussion questions.
D10_E5 Intercultural Communication Skills_Yuri Kagolovsky & Kathryn Brillingerocasiconference
This document provides an overview of intercultural communication skills and competencies. It discusses several key principles of successful intercultural communication, including that we are cultural beings influenced by our cultures in both conscious and unconscious ways, and that building intercultural skills is an ongoing process requiring cognitive, affective, and behavioral changes. It also examines different factors that can influence intercultural interactions such as language, discourse patterns, cultural norms and values, contextual situations, and personalities. Developing intercultural communication repair strategies is suggested to involve asking open questions rather than "why" questions that could come across as accusatory.
Americans value independence and self-reliance due to their geography and history of immigration. In negotiations, they prefer direct, candid communication and taking firm positions early on. Decision making is often individual and fast-paced to respect the value of time. While relationships are only moderately important, establishing trust is key. Regional differences exist but diversity is tolerated.
Cross cultural communication refers to the communication between people who have differences in any one of the following: styles of working, age, nationality, ethnicity, race, gender, sexual orientation, etc. Cross cultural communication can also refer to the attempts that are made to exchange, negotiate and mediate cultural differences by means of language, gestures and body language. It is how people belonging to different cultures communicate with each other.
This document discusses cross-cultural communication and its importance. Culture shapes a person's identity and values in many ways, including race, ethnicity, gender, religion, and country of origin. There are fundamental patterns of cultural differences like communication styles, conflict resolution, decision making, and disclosure. Cross-cultural communication examines how people from different cultures communicate within and across cultures. It is important for business opportunities, globalization, and understanding diverse markets. Barriers include ethnocentrism, discrimination, stereotyping, and cultural imposition. Improving cross-cultural communication requires overcoming ethnocentrism, recognizing cultural variations, learning about cultures, and improving listening and respecting style preferences.
This document discusses cross-cultural communication and some of the differences in communication styles between high and low context cultures. It notes that culture is learned rather than inherent and can influence factors like preferred methods of interaction, understanding of verbal vs non-verbal cues, reasoning patterns, and formality. The document provides examples of high and low context cultures and lists some non-verbal communication behaviors and tips for effective cross-cultural communication.
Hofstede - Cultural differences in international managementCarmen Neghina
This document discusses Hofstede's study on cultural dimensions and how it can be applied to international business. It provides an overview of Hofstede's research analyzing IBM data from over 50 countries to identify 5 cultural dimensions: power distance, uncertainty avoidance, individualism, masculinity, and long-term orientation. Examples are given of how these dimensions impact leadership styles, organizational structures, and communication between cultures with differing scores. The document also notes some criticisms of Hofstede's study and poses discussion questions.
D10_E5 Intercultural Communication Skills_Yuri Kagolovsky & Kathryn Brillingerocasiconference
This document provides an overview of intercultural communication skills and competencies. It discusses several key principles of successful intercultural communication, including that we are cultural beings influenced by our cultures in both conscious and unconscious ways, and that building intercultural skills is an ongoing process requiring cognitive, affective, and behavioral changes. It also examines different factors that can influence intercultural interactions such as language, discourse patterns, cultural norms and values, contextual situations, and personalities. Developing intercultural communication repair strategies is suggested to involve asking open questions rather than "why" questions that could come across as accusatory.
Americans value independence and self-reliance due to their geography and history of immigration. In negotiations, they prefer direct, candid communication and taking firm positions early on. Decision making is often individual and fast-paced to respect the value of time. While relationships are only moderately important, establishing trust is key. Regional differences exist but diversity is tolerated.
Cross cultural communication refers to the communication between people who have differences in any one of the following: styles of working, age, nationality, ethnicity, race, gender, sexual orientation, etc. Cross cultural communication can also refer to the attempts that are made to exchange, negotiate and mediate cultural differences by means of language, gestures and body language. It is how people belonging to different cultures communicate with each other.
This document discusses cross-cultural communication and its importance. Culture shapes a person's identity and values in many ways, including race, ethnicity, gender, religion, and country of origin. There are fundamental patterns of cultural differences like communication styles, conflict resolution, decision making, and disclosure. Cross-cultural communication examines how people from different cultures communicate within and across cultures. It is important for business opportunities, globalization, and understanding diverse markets. Barriers include ethnocentrism, discrimination, stereotyping, and cultural imposition. Improving cross-cultural communication requires overcoming ethnocentrism, recognizing cultural variations, learning about cultures, and improving listening and respecting style preferences.
Dokumen tersebut membahas konsep dasar manajemen memori pada sistem operasi, meliputi konsep binding, dynamic loading, dynamic linking, overlay, ruang alamat logika dan fisik, swapping, pengalokasian berurutan (contiguous allocation), dan pengalokasian tidak berurutan (non contiguous allocation).
This document discusses cross-cultural communication and provides tips for improving it. There are four fundamental patterns of cultural difference: communication styles, attitudes toward conflicts, decision making, and approaches to knowledge. High context cultures rely heavily on non-verbal cues while low context cultures rely more on words. Gestures can have different meanings across cultures. Barriers to cross-cultural communication include ethnocentrism, discrimination, stereotyping, cultural blindness, and cultural imposition. Ways to improve include slowing down, separating questions, avoiding negatives, taking turns, checking meanings, and maintaining etiquette. Developing skills like respecting differences, building trust, understanding body language, and connecting with people can help overcome cultural barriers.
Peter Wilner is a consultant who helps organizations address cross-cultural workplace conflicts. He has over 10 years of experience working with Latino and Brazilian communities. His services include identifying cultural differences that can lead to misunderstandings, such as differences in communication styles, emotional expression, and attitudes toward uncertainty. He conducts research on cultural dimensions and interviews people from various cultures to understand challenges in cross-cultural negotiations and dispute resolution. His goal is to help organizations establish mutual understanding and prevent assumptions, respect different perspectives, and incorporate cultural knowledge into resolving conflicts.
Frederick Taylor developed the principles of scientific management which broke work down into small, repetitive tasks. This increased efficiency but reduced worker autonomy. Henry Ford further systematized production using assembly lines and interchangeable parts. This allowed mass production of standardized goods. George Ritzer argues modern society has become "McDonaldized" as principles of efficiency, calculability, predictability, and control spread beyond manufacturing into other sectors. While increasing accessibility, McDonaldization can reduce complexity, individuality, and quality of life through rationalization and deskilling of labor.
Intercultural Communication in the WorkplaceJodie Nicotra
This document discusses intercultural communication in the workplace. Effective intercultural communication requires cultural intelligence, including understanding cultural differences in communication styles, verbal and nonverbal behaviors, and attitudes toward areas like time and gender. Achieving intercultural competence involves recognizing and appreciating cultural differences, avoiding stereotypes, establishing trust, and approaching interactions with an open mindset. The document provides examples of how thought patterns, attitudes, and workplace communication differ between high-context and low-context cultures.
Dokumen tersebut membahas tentang komunikasi dan pola-pola komunikasi. Terdapat empat pola komunikasi yaitu komunikasi antarpribadi, kelompok kecil, publik, dan massa. Komunikasi antarpribadi adalah komunikasi tatap muka langsung antara dua orang atau lebih, sedangkan komunikasi kelompok kecil melibatkan lebih dari dua orang secara tatap muka. Komunikasi publik melibatkan pembicaraan satu arah kepada aud
Perilaku Organisasi Konflik dan negosiasi Aqsathya Chan
Dokumen tersebut membahas tentang konflik, termasuk definisi konflik, pandangan-pandangan terhadap konflik, jenis-jenis konflik, proses konflik, dan negosiasi sebagai salah satu cara penyelesaian konflik.
This document discusses the relationship between culture, communication, and conflict. It defines culture as shared interpretations that affect group behavior and is expressed through communication patterns. Communication can be high or low context depending on the relationship, situation, and purpose. Cultural fluency and self-knowledge are important for resolving conflict, which is often cultural in nature. Cultures also differ in their emphasis on community versus individual autonomy and how this impacts responses to conflict.
Dokumen tersebut membahas tentang pemodelan sistem pengolahan informasi pada manusia dan komputer, yang mencakup proses sensasi, persepsi, memori jangka pendek dan panjang, serta pengolahan secara sadar dan otomatis."
This document provides an overview of intercultural communication and cultural differences. It defines culture and why cultures differ, and discusses types of cultural communication including cross-cultural, international, multicultural, and intercultural communication. Examples of cultural differences in business are provided around gestures, touch, masculinity and femininity, and the separation of power. The importance of intercultural communication for international business success is outlined. Globalization and a multicultural workforce are two trends driving greater intercultural communication needs. Guidelines for effective intercultural communication include dos like avoiding assumptions and don'ts like considering other traditions backward. The conclusion emphasizes that not practicing effective intercultural communication can damage business deals.
Group 8 presented on cultural issues in business communication. They discussed that culture is the distinctive way of life united by common language and rules that shape beliefs and behaviors. Communication across cultural lines can be challenging when interacting outside one's comfort zone. There are six fundamental patterns of cultural difference including communication styles, conflict approaches, and decision making styles. Factors like language, environment, social organization, and nonverbal communication influence cross-cultural exchanges. The presentation provided a model for developing cultural competency and outlined ways to facilitate communication across cultural boundaries such as recognizing differences, building self-awareness, and maintaining proper etiquette. Key differences between Japanese and American business cultures were also highlighted.
This document discusses cross-cultural negotiation. It defines negotiation and provides examples of negotiation patterns across different cultures like Russia, Arab, Japanese, etc. It outlines different negotiation strategies like distributive vs integrative. It describes the stages of negotiation like preparation, bargaining and agreement. It also discusses negotiation styles and provides tips for successful cross-cultural negotiation like understanding cultural beliefs, being sensitive to communication styles and nonverbal cues across cultures.
Dokumen tersebut membahas konsep dasar manajemen memori pada sistem operasi, meliputi konsep binding, dynamic loading, dynamic linking, overlay, ruang alamat logika dan fisik, swapping, pengalokasian berurutan (contiguous allocation), dan pengalokasian tidak berurutan (non contiguous allocation).
This document discusses cross-cultural communication and provides tips for improving it. There are four fundamental patterns of cultural difference: communication styles, attitudes toward conflicts, decision making, and approaches to knowledge. High context cultures rely heavily on non-verbal cues while low context cultures rely more on words. Gestures can have different meanings across cultures. Barriers to cross-cultural communication include ethnocentrism, discrimination, stereotyping, cultural blindness, and cultural imposition. Ways to improve include slowing down, separating questions, avoiding negatives, taking turns, checking meanings, and maintaining etiquette. Developing skills like respecting differences, building trust, understanding body language, and connecting with people can help overcome cultural barriers.
Peter Wilner is a consultant who helps organizations address cross-cultural workplace conflicts. He has over 10 years of experience working with Latino and Brazilian communities. His services include identifying cultural differences that can lead to misunderstandings, such as differences in communication styles, emotional expression, and attitudes toward uncertainty. He conducts research on cultural dimensions and interviews people from various cultures to understand challenges in cross-cultural negotiations and dispute resolution. His goal is to help organizations establish mutual understanding and prevent assumptions, respect different perspectives, and incorporate cultural knowledge into resolving conflicts.
Frederick Taylor developed the principles of scientific management which broke work down into small, repetitive tasks. This increased efficiency but reduced worker autonomy. Henry Ford further systematized production using assembly lines and interchangeable parts. This allowed mass production of standardized goods. George Ritzer argues modern society has become "McDonaldized" as principles of efficiency, calculability, predictability, and control spread beyond manufacturing into other sectors. While increasing accessibility, McDonaldization can reduce complexity, individuality, and quality of life through rationalization and deskilling of labor.
Intercultural Communication in the WorkplaceJodie Nicotra
This document discusses intercultural communication in the workplace. Effective intercultural communication requires cultural intelligence, including understanding cultural differences in communication styles, verbal and nonverbal behaviors, and attitudes toward areas like time and gender. Achieving intercultural competence involves recognizing and appreciating cultural differences, avoiding stereotypes, establishing trust, and approaching interactions with an open mindset. The document provides examples of how thought patterns, attitudes, and workplace communication differ between high-context and low-context cultures.
Dokumen tersebut membahas tentang komunikasi dan pola-pola komunikasi. Terdapat empat pola komunikasi yaitu komunikasi antarpribadi, kelompok kecil, publik, dan massa. Komunikasi antarpribadi adalah komunikasi tatap muka langsung antara dua orang atau lebih, sedangkan komunikasi kelompok kecil melibatkan lebih dari dua orang secara tatap muka. Komunikasi publik melibatkan pembicaraan satu arah kepada aud
Perilaku Organisasi Konflik dan negosiasi Aqsathya Chan
Dokumen tersebut membahas tentang konflik, termasuk definisi konflik, pandangan-pandangan terhadap konflik, jenis-jenis konflik, proses konflik, dan negosiasi sebagai salah satu cara penyelesaian konflik.
This document discusses the relationship between culture, communication, and conflict. It defines culture as shared interpretations that affect group behavior and is expressed through communication patterns. Communication can be high or low context depending on the relationship, situation, and purpose. Cultural fluency and self-knowledge are important for resolving conflict, which is often cultural in nature. Cultures also differ in their emphasis on community versus individual autonomy and how this impacts responses to conflict.
Dokumen tersebut membahas tentang pemodelan sistem pengolahan informasi pada manusia dan komputer, yang mencakup proses sensasi, persepsi, memori jangka pendek dan panjang, serta pengolahan secara sadar dan otomatis."
This document provides an overview of intercultural communication and cultural differences. It defines culture and why cultures differ, and discusses types of cultural communication including cross-cultural, international, multicultural, and intercultural communication. Examples of cultural differences in business are provided around gestures, touch, masculinity and femininity, and the separation of power. The importance of intercultural communication for international business success is outlined. Globalization and a multicultural workforce are two trends driving greater intercultural communication needs. Guidelines for effective intercultural communication include dos like avoiding assumptions and don'ts like considering other traditions backward. The conclusion emphasizes that not practicing effective intercultural communication can damage business deals.
Group 8 presented on cultural issues in business communication. They discussed that culture is the distinctive way of life united by common language and rules that shape beliefs and behaviors. Communication across cultural lines can be challenging when interacting outside one's comfort zone. There are six fundamental patterns of cultural difference including communication styles, conflict approaches, and decision making styles. Factors like language, environment, social organization, and nonverbal communication influence cross-cultural exchanges. The presentation provided a model for developing cultural competency and outlined ways to facilitate communication across cultural boundaries such as recognizing differences, building self-awareness, and maintaining proper etiquette. Key differences between Japanese and American business cultures were also highlighted.
This document discusses cross-cultural negotiation. It defines negotiation and provides examples of negotiation patterns across different cultures like Russia, Arab, Japanese, etc. It outlines different negotiation strategies like distributive vs integrative. It describes the stages of negotiation like preparation, bargaining and agreement. It also discusses negotiation styles and provides tips for successful cross-cultural negotiation like understanding cultural beliefs, being sensitive to communication styles and nonverbal cues across cultures.
Este bine să cunoaştem calea concretă prin care se aduc prejudicii învăţământului de la noi. Este vorba despre concepte şi despre aşa-zise metode moderne de predare în învăţământ. Se spune că ele duc la integrare, când în fapt produc tulburarea climatului psihologic dinlăuntrul grupurile şcolare, segregare şi abandon şcolar.
Nu am făcut o critică explicită metodelor, dar se bagă de seamă repede ca ele pervertesc sarcinile activităţii instructiv educative. Şcoala este chemată să transmită experienţa teoretică şi practică a generaţiilor anterioare, nu să se pună în lucrare piese de teatru în care elevii să vorbească despre suferinţele lor, legate de excludere socială şi alte năzbâtii de felul acesta. Să ne închipuim pentru o clipă ce ar însemna să ne trimitem copii la şcoală şi în loc de matematică, fizică, chimie, istorie, limba şi literatura romănă să înveţe despre excludere, despre minorităţi sexuale şi să joace piese de teatru alcătuite de ei pe aceste teme, să se constituie în perechi care să expună şi să comenteze experienţele mai puţin plăcute pe care le-a întâmpinat în viaţă, el sau alţii ca el, conştienţizearea până la stânjenire că unul nu este român, ci poate ungur sau neamţ sau ţigan. Ce vină au copii ca să treacă prin aşa experienţe traumatizante, sub cunvânt că le va face bine. Nu cumva au toţi în comuun faptul că sunt copii şi că vor trăi în societatea românească şi că toţi vor să contribuie la bunăstarea acesteia. Iată de ce trebuie să iubească şi să apere ţara în care trăiesc, oricare ar fi aceasta.
The Visual Framing of Romanian migrants in the national press. A social semio...Bianca Cheregi
The document summarizes a research study analyzing how Romanian migrants are visually framed in the national press through news photographs. The study examined over 100 photographs from three major Romanian newspapers, categorizing them based on social distance, visual modality, contact, and dominant frames. It found the photographs primarily depicted Roma people and framed migration around public security, economic, and employment issues. The frames emphasized Romanian migrants as homeless, from impoverished villages, or seeking jobs or unemployment assistance.
Poveștile pentru copii au un rol complex și benefic în dezvoltarea lor, le vor oferi nu doar divertisment, ci și oportunități de învățare și creștere personală.
PROIECT DE PARTENERIAT TRANSFRONTALIER „Educație online fără hotare”DusikaLevinta1
Colaborarea la nivel transfrontalier prin împărtășirea opiniilor, practicilor, metodelor și strategiilor de lucru cu cadrele didactice Republica Moldova și România pentru îmbunătățirea procesului educațional cu finalități comune.
OBIECTIVE Contribuirea la dezvoltarea unei educații de calitate;
Încurajarea formării continue a cadrelor didactice și manageriale;
Facilitarea accesului transfrontalier la resurse educative;
Promovarea dimensiunii interculturale a educației;
Încurajarea inovărilor în elaborarea materialelor didactice;
Utilizarea noilor tehnologii în educație.
PARTENERIAT TRANSFRONTALIER REPUBLICA MOLDOVA-ROMÂNIAFlorinaTrofin
olaborarea la nivel transfrontalier prin împărtășirea opiniilor, practicilor, metodelor și strategiilor de lucru cu cadrele didactice din Republica Moldova și România pentru îmbunătățirea procesului educațional cu finalități comune.
1. SEMINAR 7 – CONDIȚII DE REALIZARE A
COMUNICĂRII INTERCULTURALE ȘI
INTERIDEOLOGICE
Bianca-Florentina Cheregi,
Dr. în Științele Comunicării
Adresă de contact:
bianca.cheregi@comunicare.ro
2. CONCEPTUL DE ”A TREIA CULTURĂ”
• Cum pot găsi un limbaj comun posesorii diferitelor organizări
mentale, purtătorii diferitelor paradigme culturale și locuitorii
diferitelor referențiale?
• ”A treia cultură” – subcultură de situație: ajustarea temporară a
comportamentului pentru a atinge scopuri comune
• Modelul lui Casmir – paradigma “și-și”
• A treia cultură – adaptarea referențialelor ideologice.
Semiotică. Teorii ale limbajului
*Casmir, Fred L., Asuncion-Lande, Nobleza C. (1990). Intercultural Communication Revisited: Conceptualization,
Paradigm Building, and Methodological Approaches, Communication Yearbook, no. 12, pp. 278-309,
University of Kansas.
Fred. L Casmir* (1990): “A treia cultură” – produsul “armonizării”
reciproce a două culturi, care devin componentele unui întreg
coerent;
3. CONCEPTUL DE ”A TREIA CULTURĂ”
• Trăsăturile caracteristice celei de-a treia culturi (Casmir & Asuncion-
Lande*, 1990):
.
Semiotică. Teorii ale limbajului
*Casmir, Fred L., Asuncion-Lande, Nobleza C. (1990). Intercultural Communication Revisited: Conceptualization,
Paradigm Building, and Methodological Approaches, Communication Yearbook, no. 12, pp. 278-309,
University of Kansas.
Este deschisă;
Este expansivă;
Este sensibilă la provocări;
Este orientată spre viitor;
1
2
3
4
4. CONCEPTUL DE ”A TREIA CULTURĂ”
Semiotică. Teorii ale limbajului
MULTICULTURALISMUL A TREIA CULTURĂ
• Viziune “bidimensională” ( în plan) asupra
pluralismului cultural;
• Comunicarea interculturală se poate realiza
doar prin “cunoașterea mai bună a părților” și
“înțelegere reciprocă”;
• Unificarea culturală este percepută ca
omogenizare (=pierderea identităților)
• Viziune tributară iluziilor iluministe
• Țara care o aplică par excellence este Franța.
• Viziune “tridimensională” (în spațiu)
• A treia cultura este o construcție;
• Comunicarea culturală devine posibilă
datorită unor condiții obiective și
constrângătoare (sarcinile comune);
• Unificarea culturală se poate realiza prin
păstrarea identităților inițiale;
• Țara cea mai reprezentativă în care se
aplică filosofia obiectivelor este SUA.
5. CONCEPTUL DE ”A TREIA CULTURĂ”
• “A treia cultură” presupune 3 niveluri de analiză:
• Este posibila construirea unor standarde comunicaționale
transculturale, a unui cod transcultural al comportamentului
comunicațional?
• “ A treia cultură” – o nouă paradigmă, în care participanții la
comunicare își adaptează referențialele mutual și “din mers”;
• Codul și standardele se nasc de la sine, în procesul comunicării;
• Comunicarea interideologică – metacomunicare.
Semiotică. Teorii ale limbajului
Comunicarea individuală;
Comunicarea organizațională;
Comunicarea mediatică;
1
2
3
6. MC DONALD’S – WE DON’T HIRE (DDB SWEDEN)
Semiotică. Teorii ale limbajului
7. NIKE – FIND YOUR GREATNESS (LONDON OLYMPICS 2012)
Semiotică. Teorii ale limbajului
• https://www.youtube.com/watch?v=zyfU6pTLrOU
9. ESEU
• Deadline: 12 iunie 2017
• Eseurile se trimit pe adresa de email: dumitru.bortun@comunicare.ro
• Structura eseului:
1) Introducere – incadrare teoretica, prezentarea conceptelor ce vor fi analizate,
cum sunt ele studiate in literatura de specialitate: 1-2 pagini
2) Prezentare pe scurt a situatiei de comunicare (roman, spot publicitar,
campanie de CSR, campanie electorala, film, spectacol de teatru, print-uri
publicitare etc.): 1 – 1 1/2 pagini
3) Aplicarea conceptului pe situatia de comunicare (motivare si argumentare -
de ce se aplica, cum se leaga teoria de exemplul ales): 3-5 pagini
4) Concluzii - discutati critic relatia dintre conceptul ales si situatia de
comunicare; sugestii pentru viitoare cercetari: 1/2 – 1 pagina
5) Bibliografie.
Semiotică. Teorii ale limbajului