Cross-Cultural Communication and Change.

Hackman and Johnson (2000) state that cultures change over time and older groupings within a given culture may not be the same as newer groupings within the culture (p 298). Therefore, it is reasonable to argue that when listening and sharing ideas within a culture we must take into account these demographics. Older generations typically wonder how effective younger generations are in the workplace because the younger generation is constantly connecting through social networks (Lancaster & Stillman, 2010, p 198). Boomers are more likely, at least in the West, to wonder whether or not the younger generations are pulling their weight (Lancaster & Stillman, 2010, p 198). Further, not every member within a cultural group will act and respond the same way (Hackman & Johnson, 2000, p 298). When we recognize that cultural activities outside of the market create customized products relevant to the culture (Branch, 2012), we create innovation and cultural market viability. Millennials want to be innovators and have mastered the ever-evolving array of technology (Lancaster & Stillman, 2010, p 102). While it has been argued that changes within a given culture are difficult because cultures are organized around deeply rooted assumptions and values (Hackman & Johnson, 2000, p 243), we must relish diversity and learn from each other’s differences so that cultural difference can thrive and coexist (Marquardt and Berger, 2000, p 50).

References:

Hackman, Michael Z and Johnson, Craig E. (2000). Leadership. A Communication Perspective.

Lancaster, Lynne C. and Stillman, David (2010). The M-factor. How the Millennial Generation is Rocking the Workplace. New York, NY: HarperCollins Publishers.

Branch, Chester (2012). Retrieved from his posting: Blackboard Dialogues for Doctorate in Strategic Leadership, Regent University, Virginia Beach, VA.

Marquardt, Michael J. and Berger, Nancy O. (2000). Global Leaders for the 21st Century. Albany, NY: State University of New York Press.

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Philip A Foster, MA is Founder/CEO of Maximum Change Inc. Elevating leaders and their organizations to the next level since 2005. Master Certified Coach, Philip A Foster, MA and his associates facilitate effective positive change by helping organizations, leaders and individuals in high demand — design and implement strategies that maximize focus and deliver results. Specializing in Organization and Strategic Leadership.

Email | LinkedIn | Facebook | Twitter | Web | Skype: philip.a.foster | 615-216-5667

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