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56
But at the end of the day it‟s all about respect and being understanding of the differences.
Have you noticed any difference in how different cultures accept messages that you try to communicate? Mainly, between Korean and American culture.
Sure, Korean employees tend to be very obedient towards superiors and directives. They will usually say „yes yes‟ even when they are not sure, which can be difficult for managers to gauge the exact level of understanding.
I‟ve also noticed a lot of work-related issues are discussed during off-hour get together or over dinner and a drink.
American employees are usually more direct and tend to want/ask for feedback from managers. However, American employees sometimes tend to do what is (and only what is) clearly stated, failing to investigate the task deeper on their own. It is then on the manager‟s part to give clearer instructions and explain what the expectations are.
How do you measure your effectiveness in internal communications?
We conduct anonymous surveys at least once a year to gauge the employee morale including effectiveness of communication.
Also, in our employee evaluation process, communication is a required item.
Object Description
| Title | Intercultural internal communication: Engaging with multinational employees |
| Author | Lim, Chan S. |
| Author email | clim0927@gmail.com; chansoo_83@hotmail.com |
| Degree | Master of Arts |
| Document type | Thesis |
| Degree program | Public Relations |
| School | Annenberg School for Communication |
| Date defended/completed | 2011-04-01 |
| Date submitted | 2011 |
| Restricted until | Unrestricted |
| Date published | 2011-05-05 |
| Advisor (committee chair) | Floto, Jennifer D. |
| Advisor (committee member) |
Thorson, Kjerstin Pierson, Jillian |
| Abstract | Internal communication has evolved over the years from simple one-way communication to multi-directional communication; sources have gone online and it is now easy for employees to talk to one another with help of social media. People are relying on each other to provide and receive information which has eliminated sole information broadcasting. Now, communicators have more platforms and tools to explore in communicating with employees and having them communicate among themselves. Additionally, internal communication becomes more complicated once an employer goes multinational, bringing in different cultural traits. Language and cultural barriers start to form providing obstacles in communicating with each other. So, the role of what the author deems “cultural translators” becomes important. To support this notion, the paper also reviews three multinational companies, NHN USA, PEAK Sports USA and Novartis Oncology. |
| Keyword | intercultural communication; Internal communication; public relations |
| Geographic subject (country) | USA |
| Coverage date | 1995/2010 |
| Language | English |
| Part of collection | University of Southern California dissertations and theses |
| Publisher (of the original version) | University of Southern California |
| Place of publication (of the original version) | Los Angeles, California |
| Publisher (of the digital version) | University of Southern California. Libraries |
| Provenance | Electronically uploaded by the author |
| Type | texts |
| Legacy record ID | usctheses-m3876 |
| Contributing entity | University of Southern California |
| Rights | Lim, Chan S. |
| Repository name | Libraries, University of Southern California |
| Repository address | Los Angeles, California |
| Repository email | cisadmin@lib.usc.edu |
| Filename | etd-Lim-4478 |
| Archival file | uscthesesreloadpub_Volume26/etd-Lim-4478.pdf |
Description
| Title | Page 61 |
| Contributing entity | University of Southern California |
| Repository email | cisadmin@lib.usc.edu |
| Full text | 56 But at the end of the day it‟s all about respect and being understanding of the differences. Have you noticed any difference in how different cultures accept messages that you try to communicate? Mainly, between Korean and American culture. Sure, Korean employees tend to be very obedient towards superiors and directives. They will usually say „yes yes‟ even when they are not sure, which can be difficult for managers to gauge the exact level of understanding. I‟ve also noticed a lot of work-related issues are discussed during off-hour get together or over dinner and a drink. American employees are usually more direct and tend to want/ask for feedback from managers. However, American employees sometimes tend to do what is (and only what is) clearly stated, failing to investigate the task deeper on their own. It is then on the manager‟s part to give clearer instructions and explain what the expectations are. How do you measure your effectiveness in internal communications? We conduct anonymous surveys at least once a year to gauge the employee morale including effectiveness of communication. Also, in our employee evaluation process, communication is a required item. |
