Navigating Negative Feedback in High-context and Low-Context Cultures: Understanding Challenges, Strategies, and the Role of Cultural Intelligence Training

Duong Thao My (2023) Navigating Negative Feedback in High-context and Low-Context Cultures: Understanding Challenges, Strategies, and the Role of Cultural Intelligence Training. Pénzügyi és Számviteli Kar.

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Absztrakt (kivonat)

This thesis explores the complexity of cross-cultural communication in the context of multinational organizations. The study focuses on delving into the challenges that employees faced when giving negative feedback between two cultural frameworks introduced by Edward T. Hall in 1976, High-context cultures and Low-context cultures. Moreover, strategies that respondents used to navigate conflicts caused by this sensitive situation and the status and impact of formal Cultural Intelligence (CQ) training in these organizations are also investigated. All the mentioned findings are used to answer two research questions: “Are there significant differences in the challenges when providing negative feedback in high-context versus low-context cultures within multinational organizations. What is the most common strategies to the conflicts that employees have developed before and after giving criticism to their colleagues (including peers, subordinates) from opposite cultural context (High/low context)?” and “Do people with more years of experiences, more nationalities (without formal CQ training) they have worked with tend to have higher CQ and be successful when giving negative feedback to their colleagues from opposite cultural contexts compare to whom having less years of experiences and number of nationalities that they have been working with (but with formal CQ training). Do CQ training help employees to develop strategy in multinational organization to navigate better in case of giving negative feedback?” A common challenge was found in the survey result: Choosing appropriate words, tones, and attitudes when giving negative feedback to colleagues, which emphasizes the necessity for international context-specific training initiatives that cater to the intricacies of High and Low-context cultures. Despite differences in communication styles, most survey participants answered that they all struggle with "Choosing the right words, tones, and attitudes." This common challenge underlines the universality of this difficulty, showing that individuals, regardless of their cultural backgrounds, cope with the intricacy of expressing negative feedback in a constructive and culturally sensitive manner. Strategies applied by respondents to resolve conflicts appeared while giving negative comments to co-workers expressing the dynamic nature of global workplaces. Participants reported in the survey many different strategies that they have used in case of conflicts resolution caused by negative feedback provision and not all of them worked well. Therefore, a one-size-fits-all may only be practical in some circumstances, needs, and challenges from varied cultural backgrounds. By integrating these strategies in a training module, companies can equip their employees with the necessary skills and awareness to communicate effectively and sensitively across cultural boundaries. Formal cultural Intelligence (CQ training) emerged as a significant factor when most of the participants who reported that they received such training had a higher rate of success in conflict resolution related to negative feedback provision. People provided with CQ training reported the rate at which they could resolve conflict successfully after they give criticism to their colleagues (91%), which is significantly higher than those without training. This positive correlation between CQ training and successful conflict resolution rate highlighted the positive influence of CQ training on individuals' proficiency in navigating and resolving intercultural conflicts, particularly in feedback provision. Integrating cross-cultural competency into performance reviews and regular training assessments of training effectiveness contributes to organizations' commitment to fostering aculturally intelligent workforce. This comprehensive approach aims to create an effective communication environment within diverse teams in multinational organizations. In short, this study contributes practical insights for international organizations to promote a comprehensive, cohesive, and effective communication environment within diverse teams. By recognizing diverse challenges in negative feedback provision, integrating strategies in training modules, and investing more in CQ training, organizations can shorten the communication distance and nurture a collaborative and culturally intelligent workforce.

Intézmény

Budapesti Gazdasági Egyetem

Kar

Pénzügyi és Számviteli Kar

Tanszék

Menedzsment és Vállalkozás Tanszék

Tudományterület/tudományág

NEM RÉSZLETEZETT

Szak

Gazdálkodási és menedzsment

Mű típusa:	diplomadolgozat (NEM RÉSZLETEZETT)
Kulcsszavak:	Cross-cultural communication, Cultural Intelligence (CQ), Feedback provision, High-context cultures and Low-context cultures, Multinational organizations
SWORD Depositor:	Archive User
Felhasználói azonosító szám (ID):	Archive User
Rekord készítés dátuma:	2024. Máj. 14. 08:10
Utolsó módosítás:	2024. Máj. 14. 08:10

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