Working across cultures
Introduced| English | Meaning |
|---|---|
| culture/ˈkʌltʃə/ | culture |
| cultural diversity/ˈkʌltʃərəl daɪˈvɜːsɪti/ | cultural diversity |
| stereotype/ˈsterɪəʊtaɪp/ | A generalised belief about members of a group that overlooks differences between individuals. |
Check the meaning before assigning a cause
In a fictional meeting, Wei asks whether the group can send a draft on Friday. Ana says, “That could be difficult.” Wei records “everyone agreed”. No one has asked Ana what the difficulty is.
Culture 文化 includes shared practices, meanings and expectations. Individuals also differ, and work conditions matter. Ana's sentence could identify an obstacle or express reluctance. Her nationality alone cannot establish its meaning. Ask about the task: “What makes Friday difficult, and what can you complete by then?”
Ana says Friday could be difficult. Which action checks what she means?
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Ask about the obstacle and available work. Nationality or a polite phrase alone does not establish intention.
Confirm a specific decision
Silence or a polite response is not enough to establish agreement. Restate who will do what and by when, then invite correction. “Wei will send the draft on Friday at 16:00; each member will comment by Sunday 18:00. Can everyone meet those times?”
Record a confirmed answer or an unresolved point. A confirmation question reduces ambiguity but does not guarantee that everyone understood it. Allow questions, check availability and compare the later handover with the agreement.
A meeting that ends without objection has definitely ended in agreement.
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Confirm the task, owner and deadline; invite correction and record unresolved points. Silence alone does not prove agreement.
Write one sentence that confirms a group decision explicitly, so nobody leaves with a different understanding.
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Example: "So Wei sends the draft to the group on Friday and we each comment by Sunday — is that right?"
Invite evidence from different perspectives
Cultural diversity 文化多样性 means that different cultural backgrounds are represented. It can bring different experiences and questions; it does not guarantee better decisions or tell you what a particular person knows.
A stereotype 刻板印象 applies a generalised expectation about a group to an individual. “People from her country never disagree directly” does not establish Ana's intention. Check her explanation, relevant experience and actual contribution instead of assigning a role from that claim.
Applying a generalisation about a group to an individual is a useful shortcut in teamwork.
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A group generalisation does not establish an individual intention or ability. Ask about the work and check the evidence.
Design turns, then review them
Four presenters, one trial. Two students answered every rehearsal question before the others had a turn. The quieter two said they had prepared answers but needed time to read each question. The group agreed question areas and a short pause before assigning a turn.
At the next rehearsal all four answered at least one question. The group checked answers against the report and found one figure still needed correction. More balanced turns improved participation in that trial; they did not establish that every answer was accurate or identify nationality as the cause of the earlier silence.
Two presenters say they need time to read questions and have been interrupted. Which plan directly addresses those reported obstacles?
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This addresses the reported obstacles. Review participation and accuracy in rehearsal; an agreed turn does not guarantee correctness.
Agree a shared process
Discuss how to raise a concern, confirm a deadline, ask for clarification and review contributions. Offer clear turns and written decisions; ask whether these meet the actual need. Keep the course's task and accessibility rules in view.
Do not assume that the quickest or loudest answer is correct. Compare the explanation and evidence with the task. Also avoid assuming that the quietest person must be the expert. Both claims replace a check with an impression.
Clarify the task, invite correction and record the result. Culture may help you ask respectful questions; it cannot supply a person's answer. In the rehearsal, all four spoke and one figure still needed correction. The next step is to fix and check that figure, then review another trial.