Sample by My Essay Writer
This memo covers an important component in the modern international business community that I think our classmates could improve upon to maximize their performance in global negotiation. The global market is demanding many companies take their business international. As they do, there becomes an increased requirement to interact with businesspeople of different cultures. Because effective communication is so vital in doing business, a clear understanding of the culture with which business is being conducted is important. That’s why more international negotiations training is a common component to solving this communication problem.
Attitudes are the demonstration of behaviours in international negotiations that emphasizes the attempt to come to agreements, and proper attitudes require savvy negotiation. This becomes more challenging when the business with which one is negotiation speaks a different language and has different customs due to the fact that the firm is located in a different country. But in effective negotiation, understanding the other culture helps promote attitudes of:
Under conditions where each party better understands the other, negotiations could likely be better managed; however, the challenging part is getting people to behave in these ways. These basic negotiation rules of principles of practice and ethics aren’t easily attained by those who have issues with the ways in which they are conducting themselves due to cultural barriers, (Farmer, 2011).
Breaking Down Barriers of Understanding
While understanding the culture with which one is negotiating, it is also important to understand and be trained in the basics of negotiation. This is important in executing business. For example, negotiations are important in deciding contracts at work. The ability of parties to negotiate efficiently can have ripple effects that last many years. Some contracts might last 10 years or more. This makes effective negotiating skills at the time of the agreements to be a major priority. Various strategies are obvious when it comes to negotiations. Different strategies are effective in different situations, and this is why it is important to know which strategy to use in the given situation. This becomes more complicated when various cultures are taken into consideration. Developing a better understanding of each negotiation strategy could help those who are negotiating to put the best strategy into practice. While many might believe that people are either proficient negotiators or not, by practicing negotiation techniques, a person can refine and develop their negotiating skills to a point where they could be much better at getting what they want, (Wu, 2006).
Globalization is going to have a massive role on the way in which negotiations are carried out and the degree of usefulness of traditional negotiation styles. Because globalization is obviously such a massive influence on the corporate culture, there won’t be a single business, big or small, that won’t be affected by the dominance of the world market. “The ever expanding scope of global competition is forcing a continuous re-examination of how human resources can best support the rapid pace of business globalization,” (Pucik, 1996). As part of the influence of Globalization is technology. Innovations such as the iPhone and iPad have made it possible to communicate with people throughout the world extremely easily. Now, more than ever, paperwork can be completed timely and effectively, and digitally. With the increase in the amount of technology comes a change in the way that negotiations are carried out, as it offers more options, (Pucik, 1996). This could lead to an increase in the number of employees who are able to negotiate, due to advancements in translation devices and quick global response, for example.
· Develop workplace training in cross-cultural negotiations
· Recruit a diverse staff
· Recruit staff that has training in cross-cultural negotiations.
Farmer, C. (2011, March 25) Communication skills training: voice tone. Corporate Coach
Pucik, V. (1996, July 15). Human Resources in the Future: An Obstacle or a Champion of
Globalization? Cornell University ILR School.
Wu, M.Y. (2006). Hofstede’s Cultural Dimensions 30 Years Later: A Study of Taiwan and the
United States. Western Illinois University.