Evaluate the impact of Canadian cross cultural issues on change and analyze the impact of resistance to change by a US company working in Canada. What strategies can be implemented to manage the resistance that may be encountered?
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1. Evaluate the impact of Canadian cross-cultural issues on change.
2. Analyze the impact of resistance to change by a US company working in Canada.
3. What strategies can be implemented to manage the resistance that may be encountered? Please provide sources.
1. Evaluate the impact of Canadian cross-cultural issues on change and analyze the impact of resistance to change by a US company working in Canada.
Canadian cross-cultural issues impact strategic negotiations for change, mainly because cultural issues need to be considered in the change process. Thus, leaders need to understand the principles and processes of cross-cultural negotiation and develop effective strategies for negotiating and communicating effectively in different cultures, especially those cultures that make up the Canadian society and organization. However, they also need to understand cross-border cultural differences, as well. Often, it is about training leaders in cross-cultural negotiations to deepen her or his understanding of cross-cultural issues and how to best negotiate change from a cross-cultural perspective. It has necessitated organizations and managers to be trained e.g., cross cultural training, to strengthen leaders with the capability to deal with major issues in cross-cultural change initiatives and formulate strategies through effective communication and negotiation to reach a win-win situation. It is about embracing diversity (e.g., individuality) and valuing the different ideas and knowledge each person brings to the table of the change process, which often results in better strategies. Each culture has unique strategies that can add to the final strategy formulation.
2. Analyze the impact of resistance to change by a U.S. company working in Canada.
It impacts the motivation of all workers, and if the manager is a Canadian, then she or he must be trained and knowledgeable in basic change strategies as well as how to deal with resistance effectively, as it has the power to de-motivate and decrease overall productivity. When the U.S company resists change, it discourages adaptability among colleagues and subordinates as well. New initiatives may be halted or stifled. Employee enthusiasm, co-operation, morale and creativity can be jeopardized.
Thus, the key to effective cross-cultural communication is knowledge (see Example 1 and 2 below). First, it is essential that people understand the potential problems of cross-cultural communication and potential resistance, and then make a conscious effort to overcome these problems. Second, it is important to assume that one's efforts will not always be successful, and adjust one's behavior appropriately. For example, one should always assume that there is a significant possibility that cultural differences are causing communication problems and resistance to change, and be willing to be patient and forgiving, rather than hostile and aggressive, if problems develop. One should respond slowly and carefully in cross-cultural exchanges, not jumping to the conclusion that you know what is being thought and said. For example, William Ury's suggestion for heated conflicts is to stop, listen, and think, or as he puts it "go to the balcony" when the situation gets tense. By this he means withdraw from the situation, step back, and reflect on what is going on before you act. This helps in cross-cultural communication as well. When things seem to be going badly, stop or slow down and think. What could be going on here? Is it possible I misinterpreted what they said, or they misinterpreted me? Often misinterpretation is the source of the problem. Active listening can sometimes be used to check this out-by repeating what one thinks he or she heard, one could confirm that one understands the communication accurately. If words are used differently between languages or cultural groups, however, even active listening can overlook misunderstandings. http://www.colorado.edu/conflict/peace/treatment/xcolcomm.htm
Often intermediaries who are familiar with both cultures can be helpful in cross-cultural communication situations. They can translate both the ...
Evaluates the impact of Canadian cross cultural issues on change and analyzes the impact of resistance to change by a US company working in Canada. It also examines the strategies that can be implemented to manage the resistance that may be encountered.