QUICK BRIEF 

  Other People’s Culture

One of the reasons why many of us go abroad on our holidays is because the people there act think and do things differently. Its not just the language and currency abroad that is different. It’s the locals were brought up, their way of thinking, their education, their legal system, the way they work, their politics, religion and sport. It’s their complete lifestyle which is subtly different to ours.

We notice these cultural differences all the time we are abroad: When queuing for a taxi, When shopping, Ordering in restaurants, Or simply walking on the ‘wrong’ side of the street. Its fascinating, one of the reasons why we return to the same part of that country year after year, attempting to improve our understanding. Yet, no matter how often we have been back there, we are never really sure if we fully understand the culture. Often, just as we think we are beginning to understand, we realise we have the wrong interpretation, or incorrect assumptions. Anyone who has placed an order in a restaurant and been presented with an unexpected dish, or accompaniment, will know the feeling.

If things are not right, we cannot just demand their correction by shouting, in English, until we are understood. We need to be able to explain clearly what is wrong and what needs to be done to correct things, in terms that the locals can understand. A few words of the local language, or an awareness of their feelings and culture, will help us express our concerns and get things corrected quickly with the minimum of fuss.

This is also a familiar story for business today. Often there are feelings of unfamiliarity and cultural differences when dealing with new organisations. These feelings are not just confined to dealings with our overseas customers and partners. Anyone who has ever dealt with an unfamiliar organisation, a different technology, or new areas of work gets these feelings. Staff are often left wondering; ‘How is the organisation going to react?’, ‘What will happen if I put a foot wrong?’, ‘What is the best way to discuss an issue?’.

Most of the time we are tempted to get around these concerns through trial and error. However, this approach can be time consuming, and expensive. Therefore we need to take the time to find out about the way the other organisations work, for the sake of the contract. This will help with our discussions and negotiations, whilst also indicating further familiarity with the organisation.

If something goes wrong with a contract that is underway, we need to correct it promptly, with minimal fuss, otherwise penalties and mistrust may occur. It is not always appropriate to follow the letter of the contract, or the law. There may be simpler and quicker ways of correcting the problems, which do not harm the trust and reputation that has been developed. To achieve this, we need to know more about the business culture and workings of these organisations, to identify the most appropriate solutions.

The need to know more about the business culture may stem from organisations based abroad, or around the corner. They may be providing new or different services to yours, or providing a fresh face on existing services. You may need to buy, sell, or partner with these organisations. You may need to resolve problems, conflicts, or negotiate with them. Migrators can help you understand the business culture of these and other types of organisations. To find out more about business culture, and how it effects your work, contact Migrators on 00 44 79 73 167 005, or info@migrators.co.uk

Related Links

Staff development      Business Culture    Change management

Return to Quick Brief Introduction