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La comunicación intercultural consiste en reconocer las diferencias y similitudes entre los grupos culturales para poder interactuar de manera efectiva. En el ámbito laboral es esencial para prevenir y resolver conflictos, construir redes y crear un entorno inclusivo que potencie el rendimiento de todos los miembros del equipo. Se trata de comprender cómo los valores culturales influyen en la comunicación y adaptarse para que el intercambio sea fluido.

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How To Improve Cross-Cultural Communication in the Workplace

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Learn how you can improve cross-cultural communication in the workplace and why doing so is important to organizational success.

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Ilustración que simboliza la diversidad cultural y la colaboración global.

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La teoría de las dimensiones culturales de Hofstede identifica seis dimensiones que ayudan a comparar culturas nacionales y comprender cómo influyen los valores en el comportamiento y la comunicación. Estas son: la distancia al poder (aceptación de la desigualdad), individualismo vs. colectivismo (prioridad de los objetivos personales o del grupo), masculinidad vs. feminidad (valorización de la competencia y el éxito frente a la cooperación y la calidad de vida), la evitación de la incertidumbre (tolerancia frente a la ambigüedad), la orientación a largo plazo vs. corto plazo (importancia del futuro o del presente) y la indulgencia vs. restricción (búsqueda de la gratificación frente al control). Este marco se utiliza para analizar cómo las diferencias culturales afectan la comunicación intercultural y la gestión de equipos.

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Geert Hofstede's cultural dimensions theory (1980) examined people's values in the workplace and created differentiation along three dimensions: small/large power distance, strong/weak uncertainty avoidance, masculinity/femininity, and individualism/collectivism.

Power-Distance Index

The power distance index describes the extent to which the less powerful members of an organization or institution - such as a family - accept and expect that power is distributed unequally.

Although there is a certain degree of inequality in all societies, Hofstede notes that there is relatively more equality in some societies than in others.

Individuals in societies that have a high degree of power distance accept hierarchies where everyone has a place in a ranking without the need for justification.

Meanwhile, societies with low power distance seek to have an equal distribution of power. The implication of this is that cultures endorse and expect relations that are more consultative, democratic, or egalitarian.

In countries with low power distance index values, there tends to be more equality between parents and children, with parents more likely to accept it if children argue or "talk back" to authority.

In low power distance index workplaces, employers and managers are more likely to ask employees for input; in fact, those at the lower ends of the hierarchy expect to be asked for their input (Hofstede, 1980).

Meanwhile, in countries with high power distance, parents may expect children to obey without questioning their authority. Those of higher status may also regularly experience obvious displays of subordination and respect from subordinates.

Superiors and subordinates are unlikely to see each other as equals in the workplace, and employees assume that higher-ups will make decisions without asking them for input.

These major differences in how institutions operate make status more important in high power distance countries than low power distance ones (Hofstede, 1980).

Collectivism vs. Individualism

Individualism and collectivism, respectively, refer to the integration of individuals into groups.

Individualistic societies stress achievement and individual rights, focusing on the needs of oneself and one's immediate family.

A person's self-image in this category is defined as "I."

In contrast, collectivist societies place greater importance on the goals and well-being of the group, with a person's self-image in this category being more similar to a "We."

Those from collectivist cultures tend to emphasize relationships and loyalty more than those from individualistic cultures.

They tend to belong to fewer groups but are defined more by their membership in them. Lastly, communication tends to be more direct in individualistic societies but more indirect in collectivistic ones (Hofstede, 1980).

Uncertainty Avoidance Index

The uncertainty avoidance dimension of Hofstede's cultural dimensions addresses a society's tolerance for uncertainty and ambiguity.

This dimension reflects the extent to which members of a society attempt to cope with their anxiety by minimizing uncertainty. In its most simplified form, uncertainty avoidance refers to how threatening change is to a culture (Hofstede, 1980).

A high uncertainty avoidance index indicates a low tolerance for uncertainty, ambiguity, and risk-taking. Both the institutions and individuals within these societies seek to minimize the unknown through strict rules, regulations, and so forth.

People within these cultures also tend to be more emotional.

In contrast, those in low uncertainty avoidance cultures accept and feel comfortable in unstructured situations or changeable environments and try to have as few rules as possible. This means that people within these cultures tend to be more tolerant of change.

The unknown is more openly accepted, and less strict rules and regulations may ensue.

For example, a student may be more accepting of a teacher saying they do not know the answer to a question in a low uncertainty avoidance culture than in a high uncertainty avoidance one (Hofstede, 1980).

Femininity vs. Masculinity

Femininity vs. masculinity, also known as gender role differentiation, is yet another one of Hofstede's six dimensions of national culture. This dimension looks at how much a society values traditional masculine and feminine roles.

A masculine society values assertiveness, courage, strength, and competition; a feminine society values cooperation, nurturing, and quality of life (Hofstede, 1980).

A high femininity score indicates that traditionally feminine gender roles are more important in that society; a low femininity score indicates that those roles are less important.

For example, a country with a high femininity score is likely to have better maternity leave policies and more affordable child care.

Meanwhile, a country with a low femininity score is likely to have more women in leadership positions and higher rates of female entrepreneurship (Hofstede, 1980).

Short-Term vs. Long-Term Orientation

The long-term and short-term orientation dimension refers to the degree to which cultures encourage delaying gratification or the material, social, and emotional needs of their members (Hofstede, 1980).

Societies with long-term orientations tend to focus on the future in a way that delays short-term success in favor of success in the long term.

These societies emphasize traits such as persistence, perseverance, thrift, saving, long-term growth, and the capacity for adaptation.

Short-term orientation in a society, in contrast, indicates a focus on the near future, involves delivering short-term success or gratification, and places a stronger emphasis on the present than the future.

The end result of this is an emphasis on quick results and respect for tradition. The values of a short-term society are related to the past and the present and can result in unrestrained spending, often in response to social or ecological pressure (Hofstede, 1980).

Restraint vs. Indulgence

Finally, the restraint and indulgence dimension considers the extent and tendency of a society to fulfill its desires.

That is to say, this dimension is a measure of societal impulse and desire control. High levels of indulgence indicate that society allows relatively free gratification and high levels of bon de vivre.

Meanwhile, restraint indicates that society tends to suppress the gratification of needs and regulate them through social norms.

For example, in a highly indulgent society, people may tend to spend more money on luxuries and enjoy more freedom when it comes to leisure time activities. In a restrained society, people are more likely to save money and focus on practical needs (Hofstede, 2011).

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Hofstede's Cultural Dimensions Theory & Examples

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Hofstede's cultural values or dimensions provide a framework through which sociologists can describe the effects of culture on the values of its members and how these values relate to the behavior of people who live within a culture.

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El marco de alto y bajo contexto desarrollado por Edward T. Hall explica que las culturas de alto contexto (Japón, China, Francia, Brasil, etc.) utilizan una comunicación implícita y dependen del contexto, el lenguaje no verbal y las relaciones para transmitir significado; comparten experiencias, valores y normas similares, lo que permite entender los mensajes sin explicitar cada detalle. En cambio, las culturas de bajo contexto (Reino Unido, Australia, Estados Unidos, Alemania) valoran la comunicación directa y explícita, con mensajes claros y detallados; la diversidad interna requiere que la información sea accesible para todos. idos y mejorar la comunicación intercultural.Conocer estas diferencias ayuda a evitar malentend

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How people communicate with one another varies wildly from culture to culture. In our fully globalized times, it is more important than ever to understand these differences and where they come from. One way to reach such an understanding is through the high and low context culture framework, developed by anthropologist Edward T. Hall.

In 1976, Hall proposed that cultures can be divided into two categories-high context and low context. The concept has been a popular frame of reference since its introduction 40 years ago, and is used as a training tool to this day.

What are the differences?

The differentiation between high and low context cultures is meant to highlight differences in verbal and nonverbal communication. High-context cultures will use communication that focuses on underlying context, meaning, and tone in the message, and not just the words themselves.

Countries that fall into this categorization are Japan, China, France, Spain, Brazil, and more.

On the flipside, low-context cultures expect communications to be explicitly stated so that there's no risk of confusion, and if a message isn't clear enough, it will slow down the process of communication. In the most extreme cases, leaving any sort of wiggle room for interpretation can be disastrous.

Some of the cultures that fall into low-context communication are Western cultures like the UK, Australia and the United States.

High Context vs. Low Context Culture Characteristics

Cultures typically can't be organized strictly into either high or low context. Most cultures fall between the extremes on the spectrum and can share characteristics of both high and low context traits to varying degrees.

Although it can be a complex characteristic whether a culture is high context or low context, it can determine many other aspects of a particular culture. For example, in a high-context culture, similarity is an important characteristic. This is because the majority of the population in high context cultures typically have the same level of education, as well as a shared ethnicity, religion, and history.

Through these shared experiences, messages can be contextualized by assuming an audience will think in the same way and follow the underlying message implicit in someone's speech or writing.

In low-context cultures, the opposite is true. They are usually diverse, and focus on the individual, instead of the group. Since there are so many differences within a low-context culture, communication must be basic enough to allow for as many people to understand it as possible.

Forms of Communication

Just as communication in general is different for high and low context cultures, the forms of communication also change, including the types of media that they enjoy. In today's fast-paced digital age, these forms can shift, but underlying preferences stay the same.

Generally, high-context cultures prefer oral communications, while low-context cultures favor written communications.

When it comes to emails, texts, and online messaging, low-context cultures use it to fire off quick, frequent messages. Low-context cultures also want these communications to revolve around basic questions, like:

What's happening?

Where's it happening?

When's it going to happen?

How's it going to happen?

Of course, high-context cultures will tend to move in the other direction, with a focus on longer forms of communication that don't always focus on basic questions.

Communicating in International Business

Clearly, it's important for a multinational organization to know the difference between high and low context cultures in order to communicate effectively and avoid making embarrassing or offensive mistakes. A full understanding of these differences will effectively improve both outward, client-focused communication as well as inter-business relationships. Working with a quality translation services, interpreting services or localization services company can help you navigate cultural differences.

Will a company in Japan appreciate your attempts to get right to the point? Will a German company become bored if you talk around a subject, instead of directly addressing it? Know your audience and their cultural standing, and your message will never get lost.

For more information about global communication practices, browse our full blog.

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Communicating in High Context vs. Low Context Cultures

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Understand the differences in ways people in various cultures communicate so you're fully prepared for globalized business.

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Importancia de la capacitación intercultural

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Importancia de la capacitación intercultural

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La capacitación intercultural ayuda a los equipos a comprender las diferencias culturales y convertir la diversidad en una ventaja. Permite desarrollar conciencia cultural, mejorar la comunicación y reducir los conflictos. Entre los beneficios destacan la mayor sensibilidad cultural, la comunicación efectiva, menos conflictos, mayor satisfacción laboral, mejores relaciones con clientes y el desarrollo de competencias globales. Para impartirla con éxito se recomienda recoger comentarios de los equipos para identificar necesidades, explicar claramente el propósito de la formación, adaptar el contenido al contexto de la organización, utilizar métodos interactivos como la gamificación y el microaprendizaje para mantener el compromiso, y mantener abiertas las líneas de comunicación para fomentar el aprendizaje continuo.Importancia de la capacitación intercultural

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Cross-cultural training for a diverse workplace | SC Training

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Promote inclusivity, cultivate empathy, and bridge differences. Explore the best practices, benefits, tools, and examples of cross-cultural training here.

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Existen numerosas películas que ayudan a ilustrar la comunicación intercultural. Entre las recomendadas se encuentran Bend It Like Beckham (2002), French Kiss (1995), Green Card (1990), Lost in Translation (2003), Moonstruck (1987), My Big Fat Greek Wedding (2002 y 2016), The Gods Must Be Crazy (1980), Brave (2012), Coco (2017), My Family (1995), Slumdog Millionaire (2008) y The Joy Luck Club (1993). Estas películas presentan temas como el choque cultural, la asimilación y las relaciones entre culturas. Pueden utilizarse como recursos didácticos para fomentar discusiones y actividades en torno a la interculturalidad.Películas recomendadas

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If you are an instructor looking to teach intercultural communication, consider using film to enhance your teaching methods. Films give substance and meaning to intercultural communication discussions in the classroom. Rather than simply talking about and discussing cultural differences or culture clash, why not integrate film clips that can provide pragmatic illustrations of various communicative acts.

Films serve as a veritable stimulus and starting point for a range of communicative language activities and strategies that can be practised in pre-viewing and post-viewing phase activities. Based on your target audience and student needs, you may choose to use several clips from one or different films, or you may decide to work on the didactization of an entire film for several lessons or a course. Many different teaching strategies exist and you can adapt them to your students, as well as your teaching and learning environment.
Below you will find a list of films that are based on intercultural communication and culture in general. These films illustrate interactions between people of different cultures and are grouped by genre:
Comedy, Drama, Romance

Cultural Topic: Culture Shock

Cultures: American /Japanese culture

Animated Adventure

Cultural Topic: Mexican holiday Día de los Muertos (Day of the Dead)

Genre: Animated Adventure

Cultures: Latin culture

Drama

Appealing to different age groups, the above films are just a few of my favourites based on a variety of cultures. The films can be used in many different ways to encourage discussion and debate on how we deal with the intercultural dimensions of communication. Online, you will certainly find more films on intercultural communication.

And finally, with additional online research, you may find that some of the above films have already been through the didactization process. For instance, pedagogic resources already exist for the film Bend it Like Beckham (source: https://www.teachingenglish.org.uk/article/bend-it-beckham ). Either simply use the resources you find online, or be daring, creative, and inspired: make your own resources.

Related Questions

What are good movies about interculturality? Some movies that can be used to teach intercultural communication include French Kiss (1995), Green Card (1990), Lost in Translation (2003), Moonstruck (1987), My Big Fat Greek Wedding (1: 2002 and the sequel 2: 2016), The Gods must be Crazy (1980), Brave (2012), Coco (2017), My Family (1995), and The Joy Luck Club (1993).

Why do we study intercultural communication? We study intercultural communication to develop our cognitive, affective, and behavioural skills to facilitate communication with people from different cultural origins. This type of knowledge assists us in achieving high levels of personal and cultural self-awareness and a deep understanding of and respect for the influence of culture on behaviour, values, and beliefs.

In a mobile and globalized world, the knowledge and understanding of intercultural communication are of great significance and value, since it supports the development of lifelong learning and soft skills, which are required to help people navigate through their careers and future relationships towards both personal and professional fulfilment (source: me - Going Beyond Words and Actions: Teaching Metacognitive and Soft Skills to ESP Communication Students at the Dawn of the Fourth Industrial Revolution).

For example, imagine that you meet your soulmate, who is from a foreign culture. This person announces that you will be eating "frog legs, à la provençale " or "delicious snails" for dinner. How would you react?

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12 Films for Teaching Intercultural Communication | Reflective Teaching Journal

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Below you will find a list of films that are based on intercultural communication and culture in general. These films illustrate interactions between people of different cultures and are grouped by genre.

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Cursos en línea sobre comunicación intercultural

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Cursos en línea sobre comunicación intercultural

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MIT ofrece cursos abiertos a través de OpenCourseWare como «Cross‑Cultural Leadership» y «Teaching and Learning: Cross Cultural Perspectives», en los que se estudian la diversidad cultural y el liderazgo a nivel global. Además, plataformas como edX y Coursera ofrecen programas sobre comunicación global, gestión de personas en contextos internacionales e intercultural management. Estos cursos, muchos de ellos gratuitos, permiten desarrollar competencias interculturales, aprender estrategias de liderazgo y enseñanza en entornos diversos y obtener certificaciones.Cursos en línea sobre comunicación intercultural

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Multicultural communication skills – MIT Global Support Resources

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We have compiled a number of resources to help members of the MIT community increase their cultural awareness and cross-cultural intelligence.

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El modelo de Geert Hofstede describe seis dimensiones: el índice de distancia al poder (aceptación de la jerarquía), individualismo versus colectivismo (prioridad del individuo o del grupo), el índice de evitación de la incertidumbre (tolerancia a la ambigüedad), masculinidad versus feminidad (enfoque en la competencia o la cooperación), orientación a largo plazo versus corto plazo (metas futuras o inmediatas) e indulgencia versus restricción (grado de control sobre las gratificaciones). Estas dimensiones ayudan a comparar culturas y comprender cómo influyen en la comunicación y la gestión.

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Geert Hofstede's cultural dimensions theory (1980) examined people's values in the workplace and created differentiation along three dimensions: small/large power distance, strong/weak uncertainty avoidance, masculinity/femininity, and individualism/collectivism.

Power-Distance Index

The power distance index describes the extent to which the less powerful members of an organization or institution - such as a family - accept and expect that power is distributed unequally.

Although there is a certain degree of inequality in all societies, Hofstede notes that there is relatively more equality in some societies than in others.

Individuals in societies that have a high degree of power distance accept hierarchies where everyone has a place in a ranking without the need for justification.

Meanwhile, societies with low power distance seek to have an equal distribution of power. The implication of this is that cultures endorse and expect relations that are more consultative, democratic, or egalitarian.

In countries with low power distance index values, there tends to be more equality between parents and children, with parents more likely to accept it if children argue or "talk back" to authority.

In low power distance index workplaces, employers and managers are more likely to ask employees for input; in fact, those at the lower ends of the hierarchy expect to be asked for their input (Hofstede, 1980).

Meanwhile, in countries with high power distance, parents may expect children to obey without questioning their authority. Those of higher status may also regularly experience obvious displays of subordination and respect from subordinates.

Superiors and subordinates are unlikely to see each other as equals in the workplace, and employees assume that higher-ups will make decisions without asking them for input.

These major differences in how institutions operate make status more important in high power distance countries than low power distance ones (Hofstede, 1980).

Collectivism vs. Individualism

Individualism and collectivism, respectively, refer to the integration of individuals into groups.

Individualistic societies stress achievement and individual rights, focusing on the needs of oneself and one's immediate family.

A person's self-image in this category is defined as "I."

In contrast, collectivist societies place greater importance on the goals and well-being of the group, with a person's self-image in this category being more similar to a "We."

Those from collectivist cultures tend to emphasize relationships and loyalty more than those from individualistic cultures.

They tend to belong to fewer groups but are defined more by their membership in them. Lastly, communication tends to be more direct in individualistic societies but more indirect in collectivistic ones (Hofstede, 1980).

Uncertainty Avoidance Index

The uncertainty avoidance dimension of Hofstede's cultural dimensions addresses a society's tolerance for uncertainty and ambiguity.

This dimension reflects the extent to which members of a society attempt to cope with their anxiety by minimizing uncertainty. In its most simplified form, uncertainty avoidance refers to how threatening change is to a culture (Hofstede, 1980).

A high uncertainty avoidance index indicates a low tolerance for uncertainty, ambiguity, and risk-taking. Both the institutions and individuals within these societies seek to minimize the unknown through strict rules, regulations, and so forth.

People within these cultures also tend to be more emotional.

In contrast, those in low uncertainty avoidance cultures accept and feel comfortable in unstructured situations or changeable environments and try to have as few rules as possible. This means that people within these cultures tend to be more tolerant of change.

The unknown is more openly accepted, and less strict rules and regulations may ensue.

For example, a student may be more accepting of a teacher saying they do not know the answer to a question in a low uncertainty avoidance culture than in a high uncertainty avoidance one (Hofstede, 1980).

Femininity vs. Masculinity

Femininity vs. masculinity, also known as gender role differentiation, is yet another one of Hofstede's six dimensions of national culture. This dimension looks at how much a society values traditional masculine and feminine roles.

A masculine society values assertiveness, courage, strength, and competition; a feminine society values cooperation, nurturing, and quality of life (Hofstede, 1980).

A high femininity score indicates that traditionally feminine gender roles are more important in that society; a low femininity score indicates that those roles are less important.

For example, a country with a high femininity score is likely to have better maternity leave policies and more affordable child care.

Meanwhile, a country with a low femininity score is likely to have more women in leadership positions and higher rates of female entrepreneurship (Hofstede, 1980).

Short-Term vs. Long-Term Orientation

The long-term and short-term orientation dimension refers to the degree to which cultures encourage delaying gratification or the material, social, and emotional needs of their members (Hofstede, 1980).

Societies with long-term orientations tend to focus on the future in a way that delays short-term success in favor of success in the long term.

These societies emphasize traits such as persistence, perseverance, thrift, saving, long-term growth, and the capacity for adaptation.

Short-term orientation in a society, in contrast, indicates a focus on the near future, involves delivering short-term success or gratification, and places a stronger emphasis on the present than the future.

The end result of this is an emphasis on quick results and respect for tradition. The values of a short-term society are related to the past and the present and can result in unrestrained spending, often in response to social or ecological pressure (Hofstede, 1980).

Restraint vs. Indulgence

Finally, the restraint and indulgence dimension considers the extent and tendency of a society to fulfill its desires.

That is to say, this dimension is a measure of societal impulse and desire control. High levels of indulgence indicate that society allows relatively free gratification and high levels of bon de vivre.

Meanwhile, restraint indicates that society tends to suppress the gratification of needs and regulate them through social norms.

For example, in a highly indulgent society, people may tend to spend more money on luxuries and enjoy more freedom when it comes to leisure time activities. In a restrained society, people are more likely to save money and focus on practical needs (Hofstede, 2011).

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Hofstede's Cultural Dimensions Theory & Examples

# data[].attributes.attachment_link.description
Hofstede's cultural values or dimensions provide a framework through which sociologists can describe the effects of culture on the values of its members and how these values relate to the behavior of people who live within a culture.

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Las culturas de alto contexto se basan en la comunicación implícita: se transmite significado mediante el tono, la historia compartida y el lenguaje corporal. Este estilo es común en países como Japón, China, Francia y España. Las culturas de bajo contexto, como el Reino Unido, Estados Unidos y Australia, prefieren mensajes claros y explícitos para evitar malentendidos. Entender esta diferencia ayuda a adaptar nuestro discurso según el contexto cultural.

# data[].attributes.attachment_link.readable_text
How people communicate with one another varies wildly from culture to culture. In our fully globalized times, it is more important than ever to understand these differences and where they come from. One way to reach such an understanding is through the high and low context culture framework, developed by anthropologist Edward T. Hall.

In 1976, Hall proposed that cultures can be divided into two categories-high context and low context. The concept has been a popular frame of reference since its introduction 40 years ago, and is used as a training tool to this day.

What are the differences?

The differentiation between high and low context cultures is meant to highlight differences in verbal and nonverbal communication. High-context cultures will use communication that focuses on underlying context, meaning, and tone in the message, and not just the words themselves.

Countries that fall into this categorization are Japan, China, France, Spain, Brazil, and more.

On the flipside, low-context cultures expect communications to be explicitly stated so that there's no risk of confusion, and if a message isn't clear enough, it will slow down the process of communication. In the most extreme cases, leaving any sort of wiggle room for interpretation can be disastrous.

Some of the cultures that fall into low-context communication are Western cultures like the UK, Australia and the United States.

High Context vs. Low Context Culture Characteristics

Cultures typically can't be organized strictly into either high or low context. Most cultures fall between the extremes on the spectrum and can share characteristics of both high and low context traits to varying degrees.

Although it can be a complex characteristic whether a culture is high context or low context, it can determine many other aspects of a particular culture. For example, in a high-context culture, similarity is an important characteristic. This is because the majority of the population in high context cultures typically have the same level of education, as well as a shared ethnicity, religion, and history.

Through these shared experiences, messages can be contextualized by assuming an audience will think in the same way and follow the underlying message implicit in someone's speech or writing.

In low-context cultures, the opposite is true. They are usually diverse, and focus on the individual, instead of the group. Since there are so many differences within a low-context culture, communication must be basic enough to allow for as many people to understand it as possible.

Forms of Communication

Just as communication in general is different for high and low context cultures, the forms of communication also change, including the types of media that they enjoy. In today's fast-paced digital age, these forms can shift, but underlying preferences stay the same.

Generally, high-context cultures prefer oral communications, while low-context cultures favor written communications.

When it comes to emails, texts, and online messaging, low-context cultures use it to fire off quick, frequent messages. Low-context cultures also want these communications to revolve around basic questions, like:

What's happening?

Where's it happening?

When's it going to happen?

How's it going to happen?

Of course, high-context cultures will tend to move in the other direction, with a focus on longer forms of communication that don't always focus on basic questions.

Communicating in International Business

Clearly, it's important for a multinational organization to know the difference between high and low context cultures in order to communicate effectively and avoid making embarrassing or offensive mistakes. A full understanding of these differences will effectively improve both outward, client-focused communication as well as inter-business relationships. Working with a quality translation services, interpreting services or localization services company can help you navigate cultural differences.

Will a company in Japan appreciate your attempts to get right to the point? Will a German company become bored if you talk around a subject, instead of directly addressing it? Know your audience and their cultural standing, and your message will never get lost.

For more information about global communication practices, browse our full blog.

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Communicating in High Context vs. Low Context Cultures

# data[].attributes.attachment_link.description
Understand the differences in ways people in various cultures communicate so you're fully prepared for globalized business.

# data[].attributes.body
La capacitación intercultural ayuda a mejorar la conciencia y sensibilidad cultural, fomentar la empatía y reducir los conflictos en equipos diversos. Entre sus beneficios se encuentran una mejor comunicación, menor conflicto, mayor satisfacción y retención del personal y mejores resultados de negocio. Las buenas prácticas incluyen solicitar retroalimentación, comunicar el porqué de la formación, considerar el contexto de los empleados, emplear métodos interactivos como la gamificación y el microlearning, y mantener abiertas las líneas de comunicación para un aprendizaje continuo.

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Cross-cultural training for a diverse workplace | SC Training

# data[].attributes.attachment_link.description
Promote inclusivity, cultivate empathy, and bridge differences. Explore the best practices, benefits, tools, and examples of cross-cultural training here.

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Esta selección de películas ilustra cómo las diferencias culturales generan conflictos y aprendizajes. "Bend it Like Beckham" (2002) muestra el choque cultural entre la tradición indo‑británica y las aspiraciones de una joven futbolista. "French Kiss" (1995) y "Green Card" (1990) narran romances entre franceses y estadounidenses. "Lost in Translation" (2003) aborda el choque cultural y la soledad en Japón. "Moonstruck" (1987) explora la subcultura italo‑americana de Nueva York y "My Big Fat Greek Wedding" (2002) trata sobre la asimilación. "The Gods Must Be Crazy" (1980) presenta el encuentro entre culturas africanas y occidentales. Los filmes animados "Brave" (2012) y "Coco" (2017) celebran la cultura escocesa y el Día de los Muertos. "My Family" (1995), "Slumdog Millionaire" (2008) y "The Joy Luck Club" (1993) tratan temas de inmigración, asimilación y relaciones interculturales.

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If you are an instructor looking to teach intercultural communication, consider using film to enhance your teaching methods. Films give substance and meaning to intercultural communication discussions in the classroom. Rather than simply talking about and discussing cultural differences or culture clash, why not integrate film clips that can provide pragmatic illustrations of various communicative acts.

Films serve as a veritable stimulus and starting point for a range of communicative language activities and strategies that can be practised in pre-viewing and post-viewing phase activities. Based on your target audience and student needs, you may choose to use several clips from one or different films, or you may decide to work on the didactization of an entire film for several lessons or a course. Many different teaching strategies exist and you can adapt them to your students, as well as your teaching and learning environment.
Below you will find a list of films that are based on intercultural communication and culture in general. These films illustrate interactions between people of different cultures and are grouped by genre:
Comedy, Drama, Romance

Cultural Topic: Culture Shock

Cultures: American /Japanese culture

Animated Adventure

Cultural Topic: Mexican holiday Día de los Muertos (Day of the Dead)

Genre: Animated Adventure

Cultures: Latin culture

Drama

Appealing to different age groups, the above films are just a few of my favourites based on a variety of cultures. The films can be used in many different ways to encourage discussion and debate on how we deal with the intercultural dimensions of communication. Online, you will certainly find more films on intercultural communication.

And finally, with additional online research, you may find that some of the above films have already been through the didactization process. For instance, pedagogic resources already exist for the film Bend it Like Beckham (source: https://www.teachingenglish.org.uk/article/bend-it-beckham ). Either simply use the resources you find online, or be daring, creative, and inspired: make your own resources.

Related Questions

What are good movies about interculturality? Some movies that can be used to teach intercultural communication include French Kiss (1995), Green Card (1990), Lost in Translation (2003), Moonstruck (1987), My Big Fat Greek Wedding (1: 2002 and the sequel 2: 2016), The Gods must be Crazy (1980), Brave (2012), Coco (2017), My Family (1995), and The Joy Luck Club (1993).

Why do we study intercultural communication? We study intercultural communication to develop our cognitive, affective, and behavioural skills to facilitate communication with people from different cultural origins. This type of knowledge assists us in achieving high levels of personal and cultural self-awareness and a deep understanding of and respect for the influence of culture on behaviour, values, and beliefs.

In a mobile and globalized world, the knowledge and understanding of intercultural communication are of great significance and value, since it supports the development of lifelong learning and soft skills, which are required to help people navigate through their careers and future relationships towards both personal and professional fulfilment (source: me - Going Beyond Words and Actions: Teaching Metacognitive and Soft Skills to ESP Communication Students at the Dawn of the Fourth Industrial Revolution).

For example, imagine that you meet your soulmate, who is from a foreign culture. This person announces that you will be eating "frog legs, à la provençale " or "delicious snails" for dinner. How would you react?

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12 Films for Teaching Intercultural Communication | Reflective Teaching Journal

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Below you will find a list of films that are based on intercultural communication and culture in general. These films illustrate interactions between people of different cultures and are grouped by genre.

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MIT ofrece cursos gratuitos sobre gestión y comunicación intercultural a través de OpenCourseWare, como "Cross‑Cultural Leadership" (Sloan School of Management) y "Teaching and Learning: Cross‑Cultural Perspectives" (Antropología). Además, la página de MIT Global Support Resources recomienda plataformas como edX y Coursera donde se pueden tomar cursos como "Communicating in a Global Context", "Managing People from a Global Perspective", "Intercultural Management" y "Race and Cultural Diversity in American Life and History". Estos programas permiten profundizar en la comunicación global y la gestión intercultural.

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Multicultural communication skills – MIT Global Support Resources

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We have compiled a number of resources to help members of the MIT community increase their cultural awareness and cross-cultural intelligence.