15.5 Violet’s Web Poster

Organizational culture is still a very polemic subject. Although many companies advocate on their behalf that they value diversity, that they communicate with their employees, and so on, they do not necessarily practice what they say. Consequently, the members of such organizations tend to be resistant to changes.

One of the most common tools used by companies before promoting any change, like Violet mentioned, is interview and survey. These are, indeed, excellent channels to perceive what changes employees expect, and what changes are good for the organization. However, many companies do not take it seriously, and as consequence, employees do not give enough credit to tools that could help the organization to head towards assertive directions.

In my view, it would be better if companies did not make any attempt to conduct any interview or survey, if their real aim is not to make assertive directions based on the data collected.

Garota de Ipanema

15.4 Hapa’s Web Poster

To me, it makes all sense that employees do not accept changes without questioning them. Human beings are used to question things since early age. To illustrate it, think about a child, whose parents say he or she can not play outside the house without supervision. Most likely, this child will want to know why he or she can not play outside by himself or herself. If a vague “because yes” will not convince the child. The same happens in the companies. Managers make changes but need to do a better job showing the employees why those changes make sense and will be beneficial.

“The level of employees’ involvement in the process also creates buy-in, essential for sustainable change” (Sobo & Sadler, 2002). Clearly when employees are somehow involved in those changes and understand why they are necessary, they will engage in the process expecting that the outcome of it will be positive for all parts involved.

Garota de Ipanema

15.3 Crives’ Web Poster

Crives discussed organizational communications climate and work-related outcomes. Fantastic picture! Indeed employees who do not know what’s going on in the company barely can see, hear, or talk precisely about anything. Again, the fact that Crives did not find articles that directly related to the initial theme he intended to research was a challenge my project partner and I faced ourselves. Fortunately, like Crives, we could find links related to our area of interest. I indeed believe that employees who receive information on a timely manner are happier at work, and consequently, will think carefully before leaving the company.

The way Crive designed his web poster was quite interesting. The arrows made his findings clear at the first sight. I was a real pleasure to read your Web Poster, given that my main areas of interest are Organizational Communication and Intercultural Communication.

Garota de Ipanema

15.2 Kartik’s Web Poster

Kartik discussed cross-cultural communication issues in USA and India organizations. His web poster indeed provides useful information for multinational businesses and whoever else is interested in understanding the dynamics of USA/India trade. There is no doubt about the importance of the relationship between India and USA, given that both countries have been more and more unified by business’ interests.

I learned interesting information about India. I did not know that a handshake did not mean the same in the US and in India. When it comes to handshake, Brazil, for instance, interprets it like USA: a strong handshake means interest and a gentle one indicates one does not care or is afraid of something. Indeed non-verbal communication plays a big role in intercultural relationships. In terms of similarities, Brazil is a collectivist country like India. So whenever US executives deal with Brazilians executives, they need to bear in mind this cultural difference. Like Kartik, since I started my Masters program at SJSU I have been encountering similar contextual intercultural situations that teach me valuable lessons.

Garota de Ipanema