Intercultural Competencies: Environmental Scan and Analysis

Intercultural Competencies: Environmental Scan and Analysis

In this assignment, I hope to search and analyze the position of translators and interpreters at the World Trade Organization in Canada. The World Trade Organization is an international and intergovernmental body that is responsible for the regulation of international trade.  By its global nature, WTO comprises of many nations from different parts of the world. Consequently, workers in the organization are from different cultural backgrounds. Due to its diversity in human personality, WTO is the best for analyzing and understanding intercultural competencies and environmental scans.Cass (2005) noted that WTO was established in Canada in 1995, and it has grown in coverage, encouraging multilateral trade system. The branch in Canada has several job openings and positions that those who qualify can apply for and get absorbed. Some of the job descriptions available are research economists, dispute settlers, trade policy specialists, statisticians, and human resource professionals (Cass, 2005). Of interest in this paper is the position of translators and interpreters in Canada. This position was chosen based on the rationale that it involves a high level of interaction with people from different cultural background hence will require a raised rate of intercultural adaptation, communication, and tolerance. The purpose of this commentary is to research and analyze intercultural aspects of the position of interpreters and translators at the Word Trade organization in the Canadian branch.

Understanding intercultural concepts require examination of international organizations that employ people from different cultural backgrounds. The primary reason for choosing WTO is because it is an international organization that reflects many countries’ cultural practices. For example, the body has 164 members and observers (Van, 2008). This implies that the organization has approximately 164 members from different cultural setups, and this makes it vital for intercultural analysis. The position of interpreters and translators involves interaction between many people from different countries. This makes it a position of interest in cultural diversity issues. I hope to search for interpretation and translation jobs in WTO from various books, journal articles, and WTO websites.

Available Information on World Trade Organization

From the research, it is pointed out that WTO has helped create trade rules for 164 members and made Canada a strong proponent of multilateral trade partners (Van, 2008). It has helped the country administer trade agreements between different countries, and this has significantly boosted the country’s economy. Further, WTO has helped Canada to monitor its trade policies by providing technical assistance. Through trade negotiations, member countries have created a positive relationship with each other. This has further enhanced peaceful co-existence and acceptance. World Trade organization promotes peaceful dispute settlement that maintains peace within the borders. Apart from the benefits mentioned above, WTO has enhanced intercultural adaption and tolerance in many ways (Matsushita, Schoenbaum, Mavroidis& Hahn, 2015). First, WTO draws a clear line of respect within the organizations. In the Canadian branch, there are employees from different cultural backgrounds such as the natives, non-natives, and settlers. Dealing with these diversities requires well-defined lines of respect that should not be crossed. Through WTO rules, people have learned to understand each other because they can freely interact and share ideas (Matsushita, Schoenbaum, Mavroidis& Hahn, 2015). In international organizations, employees are always required to choose their words wisely to ensure that nobody gets offended. Standard communication rules enhance intercultural communication.

Information on Interpretation and Translation job at WTO

Since there are many people from different countries at WTO organization in Canada, there is a need for translators and interpreters.  According to the information available on the WTO websites, translators are expected to help change spoken information from one language to the other (WORLD TRADE ORGANIZATION, n.d.). For example, in Canada, there are several languages due to the existence of various social groups such as the natives, non-natives, and immigrants.  Due to the many groups, there are several languages spoken in the country, such as French, English, Mandarin, Cantonese, and Punjabi. Communication in all the languages will require a translator and an interpreter to ensure effective communication (Bassnett, 2007). Translators and interpreters enhance communication by conveying the right information accurately from one language to the other. Bassnett (2007) revealed that the work of translators is to convert written communication while interpreters are concerned with verbal communication. The job requires someone with a high level of intercultural adaptation, acceptance, tolerance, and appreciative. Those working as interpreters and translators help people understand and appreciate diverse languages across the globe.

Notable differences can be note while working for an international organization such as the World Trade Organization and local firms that are only based in Canada. The differences are as highlighted below.

Work Place Culture

Collinson (2010) argues that workplace culture entails characters and personalities within an organization that makes it unique and different from other companies. It involves values, beliefs, interactions, and traditions that are adhered to by all employees. Workplace culture defines all stakeholders’ behaviors and attitudes. Behaviors and attitudes differ significantly at the global and local levels. Office culture varies widely in international and local organizations. There are significant variations in communication styles, whereby global organizations practice intercultural communication to enhance inclusivityCollinson, 2010).They also focus on cross-cultural communication with French and English being the dominant language. As a multinational organization, WTO expects recruits from various countries who should be oriented using diverse languages.

On the other hand, local organizations cultivate formal communication styles that may only consider a few employees (Collinson, 2010).  The general global organization culture is clan oriented, which is a family-like. Clan culture promotes the mentoring and nurturing of the entire human resource personnel for the greater good of the world.It is essential to note that positive workplace culture promotes a good relationship between employer and the employee’s hence increasing organizational performance. Further, a positive workplace attracts international talents, develops happiness, satisfaction, and drives engagement. It is, therefore, essential to be inclusive, recruiting people from diverse cultural backgrounds to promote broad experiences within the organization.

Work-Life Balance

Another significant difference between global and local organizations is the work-life balance. Global organizations such as WTO have short working hours hence helping employees balance their work-life and social-life (Collinson, 2010). Interpreters and translators ate global companies are paid and significantly rewarded for good work done and extra time dedicated to quality work. Local organizations tend to exploit local employees by extending their working hours without a proper reward system.Collinson (2010) further highlighted that it is essential to note that working at WTO provides an individual with the opportunity to interact with various people from different countries. This widens the scope of employee thinking, skill, and performance capacity. When people interact and integrate their ideas, job performance tends to be perfect. A balance in work-life provides international organization employees with time and opportunity to interact and share their views on a particular subject. Consequently, workers tend to develop a desire to accept their cultural differences. The final result may be total acceptance and understanding of other cultures at the workplace.

CareerAdvancement and Salary

At the international level, there are chances of interacting with people with a high degree of professional experience. Interaction with professionals provides people with the opportunity to advance their job experience through various connections. Ting-Toomey &Oetzel (2001) noted that it is essential to network with individuals of different professional experiences from various countries or organizations for career development. WTO has a culture of promoting professional development by organizing training and seminars for its employees. The seminars present an opportunity for interaction of individuals from different cultural and societal setups. As people meet and share at the international levels, they tend to learn from each other and appreciate the existence of cultural diversity. Global and local organizations are also different in terms of the salary they offer. Multinational organizations have several benefits and bonuses that employees enjoy as compared to local firms. This makes international opportunities more desirable and profitable than the local ones. From the above differences, it is clear that global organizations promote intercultural interaction in many ways, therefore, enhancing cultural tolerance.

International organizations and job opportunities have their unique relationship and leadership qualities different from any other organization. In order to be a global leader, several leadership qualities need that one should have. Most importantly, leadership position requires tolerance and inclusivity to accommodate diverse cultures and people from different backgrounds (Ting-Toomey &Oetzel, 2001). This is to ensure that the benefits of inclusivity are all captured and enjoyed by the organization. As noted earlier, the above leadership cultures promote aspects of cultural diversity and adaption. This creates a sense of acceptance and appreciation of one’s culture, especially at workplaces. Understanding how leadership structure at the world trade organization promotes diversity requires a critical examination of its managerial system (Ting-Toomey &Oetzel, 2001). It is essential to note that its highest authority dominates WTO at the ministerial conferences. The top management is composed of representatives from different member countries, and they meet after every two years to make decisions and rules regarding multilateral trade. In Canada, there are members of the General Counsel who reports to the Ministerial Conference. The dispute settlement body is composed of experts from various countrieswho have delegated duty on behalf of the body (Ting-Toomey &Oetzel, 2001). WTO has a directive and culture of consistency in multiple states. At the regional and divisional levels, leaders tend to cultivate servant and inclusive leadership cultures. At the international standards, WTO top management promotes participative leadership cultures. In all its levels, the most practiced leadership cultures are consistency, inspiration, inclusion, and culture of innovation. Leaders in WTO exhibits different leadership qualities that promote inclusiveness and cultural adaption.

Cass (2005) noted that the leader’s attributes at WTO promote inclusivity, integrity, accountability, and resilience. From the top management to junior employees, WTO has a culture of inspiring people to undertake actions and do things that are deemed impossible. The position of interpreter and translator at the WTO Canadian branch has an elaborate job description that entails constant interaction with diverse communities (Cass, 2005). For this reason, it is critical for a worker in those positions to possess the necessary leadership qualities that promote inclusivity. When based in Canada, the position involved interaction with approximately 250 ethnic groups. Each of these social groups has different expectation which has to be met diligently. It is, therefore, clear that international positions require a high standard of intercultural adaptation and tolerance (Cass, 2005). Personal attributes have a significant impact on how people relate with others, especially at the international levels. Interpreters and translators at the WTO should have desirable personal attributes that enhance positive relationships within the organization. This will promote understanding, respect, and peaceful co-existence. One of the most crucial attributes that international workers should have is the ability to communicate fluently and in different languages. Speaking multiple languages such as French, English, and native languages in Canada is an added advantage to the WTO workers. Cass (2005) pointed out that being multilingual helps in communicating with people from different communities and societies. It promotes easy understanding and passing of information without distortion. In a nutshell, leadership qualities needed at the global organizations are similar to those needed at the local organizations. However, international workers, such as interpreters and translators, need to be well-equipped with diverse language skills and tolerance.

Bassnett (2007) pointed out that working in a global organization as an interpreter and translator is associated with intercultural conflicts that need consideration. First, it is essential to note that cultural conflict at workplaces is not healthy and desirable for any organization. Intercultural conflicts result in a reduction in personnel productivity and reduce their morale for work. It is, therefore, essential to managing cultural conflicts before they get serious and create a harmonious work environment. Organizations should have creative ideas of multiculturalism, whereby diverse cultures are accepted and encouraged (Bassnett, 2007). At individual levels, cultural conflicts may arise from disputes over resources, struggle for power and influence, reward and remuneration, prioritizing personal objectives, and personality clashes.

At the global level, intercultural conflict may arise from ethnic divisions and lack of inclusivity, the formation of polarized groups based on cultural interests, and differences in ideas.Ting-Toomey &Oetzel (2001) argued that intercultural conflict resolution revolves around intercultural communication, which promotes interactions between people from different cultural backgrounds. The entire communication process entails negotiation, exchanging, and mediating cultural differences. The process happens through language, non-verbal communications, and space relationships (Ting-Toomey &Oetzel, 2001). Communication helps people understand others’ views and learn to appreciate their cultural perspectives. With proper communication, intercultural conflicts at the global levels can be resolved in a peaceful manner enabling improvement in performance.Ting-Toomey &Oetzel (2001) further pointed out that there are personal efforts that an individual can make to solve intercultural conflicts. First, you need to learn how to communicate with people from diverse cultural backgrounds. Know what is okay with them and what offends them while communicating.  Second, it is essential to learn other people’s culture to understand why they perceive things the way they do and their views.Secondly, show some sense of appreciation of cultural differences. In this case, one needs to stop viewing his or her culture as the best or perfect instead be open-minded with several possibilities. Lastly, be accommodative with the desire to try new things.

In conclusion, the subject of intercultural competency revolves around cross-cultural adaptation and communication. Due to cultural diversities in the world, international organizations such as World Trade Organizations need to adopt strategies that would help workers accept, appreciate, accommodate, and respect different cultures. Organizational practices should focus on assisting employees in learning and understanding various cultures to promote adaptation. The hiring of translates and interpreters at the global organizations would help improve cultural adaptation by assisting individual employees in understanding multiple languages.Learning several cultures help people develop tolerance, respect, and love for each other making them open-minded.

References

Bassnett, S. (2007). Culture and translation. A companion to translation studies, 13-23.

Cass, D. Z. (2005). The constitutionalization of the World Trade Organization: Legitimacy, democracy, and community in the international trading system. OUP Catalogue.

Collinson, D. L. (2010). Managing the shopfloor: Subjectivity, masculinity, and workplace culture (Vol. 36). Walter de Gruyter.

Matsushita, M., Schoenbaum, T. J., Mavroidis, P. C., & Hahn, M. (2015). The World Trade Organization: law, practice, and policy. Oxford University Press.

Ting-Toomey, S., &Oetzel, J. G. (2001). Managing intercultural conflict effectively. Sage.

Van den Bossche, P. (2008). The law and policy of the World Trade Organization: text, cases, and materials. Cambridge University Press.

WORLD TRADE ORGANIZATION. (n.d.). Retrieved from https://www.wto.org/english/res_e/corpus_e/corpus_e.htm