There are many cultures in the world; some countries include several cultural movements at once. Some people understand the differences between cultures, whereas others try not to pay attention to the differences in order to avoid conflicts.
However, people that are not aware of the cultural differences are more likely to be involved into the conflicts than those who know at least the basic principles existing in other cultures. As a rule, people with shallow knowledge and those who are likely to follow others in their wrong assumptions believe the stereotypes and prejudices about representatives of other cultures.
Culture shock is one of the concepts that are sure to affect people unaware of different cultures. A cultural difference essay is likely to approach all issues relevant to other cultures and the most common mistakes in assessing other’s traditions and vision of the world.Cultural Difference Essay: Understanding.
Embracing Cultural Differences Free Essays - Paper Camp
Cultural Difference Essay - Dr. Lyos Plastic Surgery Houston
Explain the concept of cultural diversity as you can understand it in a cultural difference essay. You can provide examples from the everyday life to support your opinion in your cultural difference essay.
Analysis and explanation are the most appropriate ways to dwell on the concept of cultural diversity in a cultural difference essay.
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A key to being successful in business internationally is to understand the role of culture in international business. Whatever sector you are operating in, cultural differences will have a direct impact on your profitability. Improving your level of knowledge of international cultural difference in business can aid in building international competencies as well as enabling you to gain a competitive advantage.
However, on the one hand where it is important to be aware of cultural differences of different countries, on the other, it is also hard to be aware of every single aspect of each country’s organisational culture. Therefore, you should be aware of the key factors that have a direct impact on business. These are:
Communication is the key to success for any business, whether you are operating nationally or internationally, but when operating internationally it becomes even more important due to language barriers. Passport to Trade 2.0 project aims to remove this barrier by providing training materials in the languages of the country you are operating.
Being aware of basic customer needs is an important aspect as this will give the advantage of conveying your message. In simple terms, if you are aware of the customer’s cultural background, then you will be able to adopt better and more suitable advertising methods.
Body language is another key factor in cultural difference. As different countries have different ways to convey or share their message, for instance in Germany people tend to speak loudly when sharing ideas, whereas in Japan people speak softly, it very important to know what your body language should be doing when interacting with people whether it’s your business partner or an interviewer.
Before launching a marketing campaign, always conduct research to become aware of your target audience since customer demand, decision making, gender views.
Princeton University Application Sample Essay on Racial or Cultural Differences
Essay by Nicole Clarke
So there's a girl. You've read her application, but do you really know her? You know that she works hard and that she dreams of going to Princeton, but does that count as knowing her? I'll tell you a bit about her. Then, you decide.
She was born on the small Caribbean island of Trinidad. Brighteyed and smiling, she came to America with her mother, having no idea of the hard times she would have to face. She lives with her mother, and her father has never played a significant role in her life.
This girl has had hard times, especially on the home level. Her relationship with her mother has deteriorated to the point where it is non-existent. She has had to make decisions about the "big stuff" on her own. She has had to deal with the financial troubles of a low-class single parent family, the drama that is a prerequisite to being a teenager, and the lack of sleep that is sure to hit after pulling too many all-nighters.
Surprise, surprise, I am this girl. But don't worry; my life has by no means been all bad. I play an active role at school serving as both National Honor Society and Senior Class president. I spend my summers at math and science programs, and this year I've spent my free time working on an independent research project, and yes, to me these activities are fun!
This past summer I spent six weeks in Socorro, New Mexico, studying astronomy, physics, calculus, and computer programming at the New Mexico Institute of Mining and Technology. Aside from its academic benefits, the Summer Science Program or SSP also gave me room to grow as a person. Forging new friendships and developing certain characteristics that will stay with me throughout the rest of my life, this summer for me was when I "grew up."
People for years have been throwing terms like "mature" and "responsible" at me, but only now do I truly understand the breadth of these words. I am responsible for my own actions, my successes and my accomplishments, my failures and my mistakes, my hopes and my dreams, and the path by which I choose to reach them.
Looking at my application there are many things you won't know about me. I hate ice cream. I love meteor showers. I don't understand basketball. I cherish rainy nights. And, I believe in true love! I know one pair of socks can be worn more than once, although four times is pushing it. I absolutely adore bowling shoes, comfort and cuteness all packed into a "rental." I swear by true friends; they are angels in disguise. Sweatshirts should be an unchangeable part of the worldwide uniform. And snow days rock! So my life has not been easy. But, as I continue on this path to what lies ahead, I believe—and invite you to do the same—that life will be what you make of it. You cry sometimes, you laugh sometimes, and many times you'll be ready to give up, but you will reap the rewards of your hard work and looking back, your personal growth will make it all worth it.
So tell me, do you know me now?
Nicole Clarke attends Princeton University.
"I wanted to be truthful"
A great essay doesn't need to be glitzy. This one begins with a simplebut-effective rhetorical question and ends with a repetition of the same question. In between, the essay consists mainly of a retelling of life experiences, but the directness of the prose makes the story interesting and even poignant. The author's use of the third person in the first part of the essay is a subtle way of signaling her shyness to reveal such intimate details—a touch that adds both charm and sincerity. The paragraph that begins with "Looking at my application" reveals the likes and dislikes of a typical teenager and thereby shows (rather than tells) that she has risen above her challenging circumstances.More Information
One of the results of increased globalization in the world economy is the frequent interaction of different cultures in the business world. Wherever a business establishes itself, growth and expansion will likely lead to engagement with customers, colleagues and competitors from a different cultural background. Managing cultural differences in business is essential for those who want to participate internationally and succeed globally.Sources
Businesses experience cultural differences for a number of reasons. When a company does business internationally, it is likely to bring its workers into contact with a new culture, either by adding an overseas office or bringing on workers with different cultural backgrounds to help with the expansion. Another situation involves contract labor, with specialists from another cultural background coming in, sometimes on a temporary basis, to support an existing workforce. General trends toward multiculturalism, including immigration and emerging economies, also increase the amount of cultural difference in business.Communication
One of the key ways cultural difference reveals itself in business is through communication methods. Each culture has its own approach to communicating and collaborating to solve problems. High-context communication, which is a normal means of communicating in some cultures, relies on previous knowledge and a high level of context for the communication to make sense. On the other hand, low-context communication is common in other cultures and supplies a great deal of information that listeners are expected to interpret as meaningful to the main point of a statement. The meaning of phrases and gestures also varies from one culture to another, increasing the chance for misunderstanding. Finally, work ethics take different forms in each culture, resulting in patterns for work hours and daily routines that vary.Training and Policies
Businesses that bring together workers from various cultural backgrounds benefit from training that teaches employees about diversity and the value of cultural differences in business. This training can take the form of reading material or group seminars that teach employees about the etiquette, language and taboos of a culture they're likely to come into contact with. Memos explaining cultural holidays that some workers observe create a sense of understanding and tolerance through shared celebration and new knowledge.Impact
The impact of cultural differences in business is significant, whether it's positive or negative. Employers who fail to prepare their employees for dealing with cultural diversity risk miscommunication, reduced productivity and low morale, while those that manage cultural diversity well can expect better communication and increased efficiency due to multiple viewpoints and a mutual exchange of ideas that takes advantage of what each culture has to offer. A business that disregards cultural differences also puts itself at risk of violating antidiscrimination laws that make it illegal for employers to make hiring and compensation decisions on the basis of religion or ethnicity.You May Also Like
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Operating a small brick-and-mortar shop in rural Pennsylvania is a far different undertaking than running a multinational corporation that distributes its products.
DATE \ "d-MMM-yy " 22-May-07
Table of Contents
TOC \o "1-3 " \h \z \u HYPERLINK \l "_Toc5 " Introduction PAGEREF _Toc5 \h 2
HYPERLINK \l "_Toc6 " Discussion PAGEREF _Toc6 \h 5 HYPERLINK \l "_Toc7 " Cultural differences and business opportunity location PAGEREF _Toc7 \h 6
HYPERLINK \l "_Toc8 " Cultural differences and business opportunity partner PAGEREF _Toc8 \h 7
HYPERLINK \l "_Toc9 " Cooperation PAGEREF _Toc9 \h 11
HYPERLINK \l "_Toc0 " National culture PAGEREF _Toc0 \h 12
HYPERLINK \l "_Toc1 " Table 1. Cultural context classification
br of export channel partner respondents PAGEREF _Toc1 \h 13
HYPERLINK \l "_Toc2 " Conclusion PAGEREF _Toc2 \h 21
HYPERLINK \l "_Toc3 " Works Cited PAGEREF _Toc3 \h 24 Cultural Differences and Business Opportunities
In the first decade of the 21st century. the U .S. economy was experiencing slower growth in domestic markets and fierce foreign competition. Entering foreign markets is no longer just something to think about. but rather an action that must be taken without delay by more and more U .S. companies
Many firms that enter international markets use a direct exporting approach that relies on overseas channel members taking products manufactured for the home U .S. market and making them available to final customers in the foreign countries to which they are exported. The use of such overseas distributors as an entry strategy for international marketing is usually quicker. less risky. and less capital-intensive than setting up business opportunities or establishing international subsidiaries to manufacture the products in foreign markets. On the other hand. using foreign distributors poses a formidable channel management challenge. the U .S. exporter needs to turn foreign distributor channel participants. who are essentially strangers. into partners willing to cooperate enthusiastically in promoting and distributing the U .S. manufacturer 's products. Consequently. the foreign manufacturer must not only develop an inter-organizational channel structure for reaching final customers in overseas markets. but must build strategic alliances with these channel members as well. According to Webster (2003. strategic alliances require that channel partners share the same long-term strategic goals as well as commitment of capital and management resources. Building and managing these strategic alliances can be a difficult task. In the context of marketing channels even though a written agreement may be signed by each channel partner strategic alliances are usually not legally defined entities governed by state. national. or international laws. Rather. the real foundation underlying the relationship is based on trust. commitment. and cooperation between the parties. To work together successfully. the channel partners have to believe each other (trust. be willing to assist each other on a regular rather than on an ad hoc basis (commitment. and work together to achieve their goals (cooperate Thus. the creation. nurturing. and sustaining of strategic alliances in international export channels must be based on substantial degrees of trust. commitment. and cooperation on the part of all channel members
Given that such strategic alliances are based on trust. commitment. and cooperation. the channel partners ' perceptions of these attributes need to be congruent so.
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The US society has experienced ethnic and cultural shifts in demographics, which have resulted in the current existence of different ethno-cultural groups that preserve their separate identities within the larger society. Therefore, major similarities and differences exist between different ethno-cultural groups living in the United States. This paper considers such similar and distinctive characteristics between the African-American and the non-Hispanic white groups. Accordingly, these comparisons will form the basis upon which the need for food service providers to initiate culturally competent accommodations in the workplace will be assessed.
Comparisons between African-Americans and Whites
In 2011, 43.8 million of civilians living in the United States, which amounted to 14% of the country’s total population, were African American, and thus, they formed the second largest minority after the Hispanic population (U.S. Department of Health and Human Services. African American Profile par. 1). In 2007, about 56% of the African-American population resided in the south, compared to 34% of their white counterparts (African American Profile par. 2). As of 2008, New York, Michigan, Texas, North Carolina, Florida, Virginia, California, Illinois, Georgia, and Maryland were the top ten states with population including 59% of African Americans. In 2007, 80% of African Americans aged 25 years and above earned a high school diploma as compared to 89% of whites in the same age bracket. Among the African Americans, 16% of women compared to 14% of men obtained a Bachelor’s degree in contrast to 25% of men and 24% of women among the non-Hispanic whites (African American Profile para. 1-2).
As per the 2007 US Census Bureau report, the average median income of a typical African-American family amounted to $33,916 in contrast to $54,920 among the non-Hispanic white families, as of 2007 (as cited in Katz par. 9). In the same year, the number of people living below poverty line was 24.5% and 8.2% for African-Americans and whites respectively (US Census Bureau as cited in Katz par. 10). Furthermore, the rate of unemployment stood at 8% for African-Americans and 4% for whites, which was consistent with the demographics of both men and women (Katz par. 11). Still in 2007, 49% of African-Americans and 66% of whites had employer sponsored health insurance coverage, which meant that 23.8% of African-Americans as opposed to 9% of whites were covered by the public health insurance (African American Profile par. 2). Additionally, the number of persons who were uninsured in 2007 was 19.5% and 10.4% for African-Americans and whites respectively (African American Profile para. 3-4).
In terms of health conditions, the rate of death among African-Americans was relatively higher than among whites as of 2005. For instance, African-American men were more likely to be diagnosed with new cases of cancer (prostate or lung) compared to their white counterparts. Additionally, more African-Americans were twice as vulnerable to diabetes as their white counterparts. Heart diseases, strokes, and HIV/AIDS showed similar numbers, with more African-Americans likely to die from these diseases than whites. In 2006, the rate was decreased in 30%having showed that less African-American adults (65 years and over) had received an influenza shot within a 12-month period in comparison to their white counterparts. Despite African-American children showing comparable demographics in terms of immunization against influenza, MMR, and polio among other diseases, the rate of infant mortality was about 2.3 times higher among the African-Americans as compared to whites in 2005 (Infant Mortality and African Americans par. 3).
Accommodating Cultural Diversity in the Workplace
Taking note of the disparities in ethnicity, income, health, locations, and education between the two groups described in the foregoing discussions, one cannot fail to recognize the importance of cultural competence in providing various services, including food services to different ethno-cultural groups in the U.S. society. To achieve cultural competence in a food service organization, it is imperative for food service directors to make various accommodations in the workplace. Accordingly, making culturally competent accommodations in the workplace is important of the following reasons:
Reppas, Stacey, Lester Rosenzweig and National Policy and Resource Center on Nutrition and Aging, Florida International University. Providing Food Services to Meet the Needs of Culturally Diverse Participants. 5 Jul. 2004. Web. 7 Dec. 2011.
U.S. Department of Health and Human Services. African American Profile. 2011. Web. 7 Dec. 2011.
Infant Mortality and African Americans. 2011. Web. 7 Dec. 2011.
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Research Paper on Business Environment
As the business environment becomes more global, existing and emerging businesses have to face numerous challenges created by new markets. The first challenge is management of the virtual teams conducting its work though electronic technology. Virtual teams have become the integral part of every organization due to the increase in corporate restructuring and global competition. The second challenge modern businesses experience is the management of the culturally diverse workforce. The third challenge is related to e-commerce activities and its legal aspects.
The management of virtual teams is one of the new challenges of modern business environment; however, it is very important for the success of every organization operating on the global market. Virtual team members are dispersed both geographically and organizationally and they rarely meet face to face while communicating. This is the challenge because communication is often seen as the vital factor in team work coordination. With the lack of opportunity to see each other, the process of developing the shared understanding is more complicated (Brock 2004). When meeting in person, employees can depend on the voice levels and other non-verbal clues, while virtual communication makes it impossible to determine whether everything is understood. Another issue is that accessing and leveraging the knowledge of each member to successfully achieve the team’s objectives while communicating virtually is not possible to the same extent as in the face to face communication.
To overcome the challenges of managing virtual teams, managers need to ensure that individuals who are the part of virtual communication are sensitized to the importance of these barriers and are paying close attention to their interactions in order to support the positive interpersonal relations and mutual understanding. In addition, the system of sharing information should be developed so that nothing relevant in sold and everybody has the opportunity to share ideas and express opinions. There may be several reasons why virtual team managers will not express their ideas as openly as they would do in face to face communication: cultural differences, conflict management style or the uncertainty about the reaction of others. Nevertheless, this challenge can be handled if managers pay close attention to it.
The second challenge is developing the effective methods of managing culturally diverse workforce. This challenge is especially important to be addressed taking into account that companies need to become more diverse if they want to operate globally and meet demands of global customers. This is the challenge because many managers are not willing to or do not understand that the managerial style preferred by Americans, may be ineffective with Japanese employees, for example. If the manager fails to take into account the cultural differences of individual employees, the overall effectiveness of the company may decrease. Consideration of cultural background and preferences motivates culturally diverse workforce to contribute more to the company, to share ideas openly and cooperate willingly.
Thus, managers need to recognize the need to develop the managerial system which is satisfactory for all employees in the first way. One of the ways to do this is to conduct the survey and ask employees how they want to be managed. Alternatively, the manager should spend some time researching information about the cultural peculiarities of his workers and take them into account while preparing and implementing the inner company policies. One of the mistakes commonly done by managers is formation of teams consisting of individuals from one culture – Japanese team, American team, or Italian team. Even though the overall workforce remains diverse, the benefits of diversity are lost when the representatives of different cultures do not interact. Therefore, culturally diverse workforce should be provides with the means to share information and communicate ideas.
E-commerce, similar to management of virtual teams, is the technology-based challenge of modern businesses. Every small, medium and big business units see the importance in developing their own website informing the customers about the products and services as well as selling their good online. Even though some aspects of internet shopping are under control of governmental institutions, most of the internet activities are beyond government’s control. The internet operations pose special challenge for traditional businesses in mature markets who need to find effective ways to use e-commerce to supplement their existing sales volume (Epstein 2004).
Therefore, every business entering e-market should be committed to resources – infrastructure costs and business risks associated with internet are substantial. In addition, the managers need to think about their e-commerce strategy. For example, it can be decided to enter e-market while being still a start-up company, or wait until the consumers develop brand loyalty and feel confident enough to buy the product online. In addition, e-commerce impacts all aspects of the company, not only marketing and sales. In particular, distribution of resources, HR management, and even strategic planning are influenced by the company’s e-commerce operations. In most cases, this challenge cannot be handled effectively without the professional outside help.
In conclusion, businesses operating on the global markets need to be ready to respond to the changing environment, needs of consumers and new technologies which offer opportunities for convenient product development, marketing and distribution. The effective management of virtual teams will help the manager to ensure that the company’s objectives are met and all ideas shared. The recognition of cultural difference of diverse workforce and implementation of proper managing techniques increases the employees’ satisfaction who are willing to contribute more to the company’s success. Finally, assuming the risk of online operations and usage of professional expertise might help the tradition businesses as well as start-ups to increase the sales volume and save on advertising.
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All of us global minds have been confronted with cultural differences at some point. They often lead to amusing misunderstandings, but can also have a serious impact on your career. We help you avoid cultural conflicts at work and leave a good impression.
In this article, we will focus on cultural differences in communication and in valuing time before briefly touching on some general guidelines. You may also be interested in our articles on international etiquette and international business culture. or in our cross-cultural communication section.Differences in Communication
If you have traveled a lot before, you know that there are huge differences in communication between people from one country to another. In some cultures, people are loud, direct or even blunt and tend to interrupt others during a conversation. In others, people are typically soft-spoken, use flowery or indirect language and wait patiently for others to finish their sentence.
During a business meeting, these differences are likely to come to the fore. Try to adjust to the way your business partners communicate, e.g. when addressing and greeting your business partners, your boss and your colleagues. Always use last names and titles unless you are invited to do otherwise.
Hierarchies may have a great influence on the communication style in your new surroundings, so it is important to keep an eye on this. The most senior business partner may be the one who is making the decisions at a meeting. Failing to acknowledge their status within the company or to greet them with due respect can leave a bad impression.Valuing Time
Cultural differences also become apparent in differing concepts of time. Is the scheduled time frame for a meeting set in stone, or does it allow for some flexibility? Will you jeopardize a business deal by arriving late, or is it perfectly acceptable to let family matters, for example, take precedence over business appointments?
A popular example: Everyone would agree that Germans are well-known for their punctuality. In many African and South American countries, however, scheduled appointments are often treated like a general guideline rather than something one has to strictly abide by.
Seeing how some cultures are more time-conscious than others, it is always best to be punctual at first and simultaneously adopt a relaxed attitude towards time management. Even if you are always on time, your business partners may not take the appointed time for a business meeting as seriously as you do. After a while, you will learn to adjust to your business partners’ unique pace at work.Cultural Differences Aside…
There are always a few generally valid guidelines you should pay attention to in order to make a positive impression in the business world. Being dressed appropriately for the occasion and arriving at a business meeting well-prepared are two very obvious ingredients for your success in international business. Whether you are in France or in China, your business partners will appreciate your efforts to make a good impression, regardless of cultural differences.
When you fly abroad for business purposes, jet lag is a factor that needs to be taken into account as it might inhibit your professional skills significantly. After all, who makes a great impression when they are sleep-deprived and stressed out?
To mellow the effects of jet lag, try to arrive a couple of days early to give your body enough time to adjust. It may help to set your watch to the new time before you leave and to act accordingly. If at all feasible, this could involve slowly adjusting your sleeping and waking hours to the new time zone. This may seem trivial to you, but a well-slept and alert traveler is much better equipped to deal with cultural differences than someone who is underslept and exhausted.