Intercultural Communication Assignment: Discussion On Interview Process Of Axel Cleaning Services

Question

Task: Discuss how the intercultural communication methods are effective in the interview techniques and organisational development of Axel cleaning services

Answer

Executive summary
The Intercultural communication assignment has focused to develop the interview process with intercultural communication. Theories of communication are discussed to apply and develop the report. It is found that interview process is essential for involving and encouraging interviewees within the organisation.

Introduction
The Intercultural communication assignment illustrates that the communication within an organisation is important to develop and perform the basic functions of management with organising, planning, evaluating and controlling. Effective communication is important to consider the interview process within the organisation. The current report will consider the communication issue in term of interview within Axel cleaning services. Interview process will be discussed to develop the interview techniques and intercultural communication to develop for successful communication within Axel cleaning services. The employee named Paramveer Singh and the Axel cleaning services are involved in the report.

Methods and Procedure
Interview process is involved to conduct research with interviewees (Crawford et al., 2019). Within Axel cleaning services, I developed and selected the interview process to participate the interviewees for the posts. The management was seeking for the leader post. As it is related to cleaning services, I need to choose an employee operating floor machines and floor workers. I developed the process by including the pioneer screener, skill test, written examination, face to face interview and the final round with operation head. In the screening test, interviews are selected with the phone calls and others questions. The persons, who will be successful to meet the requirements for floor service and operating machines, will be selected for the next step. The skill test and face to face interview will be conducted to allow the best person for fitting the role. I will take the face to face interview round with the interviewees and I will ask regarding the role and background of the organisation to test their ability and skills. After the last round with operation head, the successful candidate will be chosen to fit the best for the role. The last round will be taken to test floor machines of each team. As the chosen employee has more 4 members n his team. Theory and techniques related to the interview are implemented through interview behaviour such as social effect, the screening process, personal factors, representation and behaviour area development with job interview biases (Piller, 2017).

Findings
Intercultural communication: Intercultural communication is the exchange of information between people with different cultures, communities and backgrounds of the people. This communication is symbolic, contextual, transaction and interpretive, are included in the time of interview and formal meeting. It refers to conflict resolution between people with different cultures (Holliday, 2018). Within the organisation, intercultural communication has been identified to evaluate the communication issues and participants from the employee's point of view. It is a two-way communication so that the employees can improve the communication between the cultural diversity and variations within a team. Referring the employee’s backgrounds, it was not easy to communicate with each other. As there is cultural diversity in the team, intercultural communication issues are included in the workplace. The employee belongs to India, whereas his teammates belong to Nepal, China and others.

Presentations: According to Kunasegaran et al. (2016), presentation is process to attract the audience by demonstration, lecture, introduction or speech. In the context of interview, presentation is very important to attract the employers. Way of speaking and presenting oneself is very important to convince the employers regarding own ability to fit the job most. Presenting oneself is very important while integrating the intercultural communication with beneficial aspects. 

Negotiations: Negotiation is a dialogue between two or more parties or people with beneficial outcomes about the conflicts between the people. Both the parties consider negotiation it as discussion, which is aimed to reach and agreements. Negotiation is a method to settle between the people by avoiding disputes and arguments (Paramasivam and Subramaniam, 2018). In the discussed interview process of Intercultural communication assignment, this technique is involved regarding salary setting or taking new employee or trainee. 

Meetings and discussion: Meeting and discussion are made to settle between the people with possible outcomes and achievements with different situations. Meetings and discussions are the way of communication to develop effective intercultural communication and interview processes within the organisation. Through discussion and meetings, people set and conclude interview result that is taken to choose the new employee (Erjavec et al., 2018). 

Conflict resolution issue: Trust is considered as one of the best techniques to resolve conflict. Conflict resolution issues are managed by developing alarms and controls with behaviour and emotions of people. Conflict between teams and employees are very important while expressing the collaboration and compromising strategies to resolve conflicts between the employees (Piller, 2017). Applying interpersonal communication, conflicts can be avoided and engagement and involvement can be improved. In order to resolve the issues, every teammates should maintain a common language and team diversity should be arranged to benefit them.

Discussion or Interpretation of Results in Intercultural communication assignment
Interview process with organisation need separate discussions by overcoming obstacles in communication (Erjavec et al., 2018). There are differences between group and individual works in numerous obstacles to address intercultural communication between the members and employers. Intercultural communication theory includes the theories to be cognitive and affected resourcefulness and constructivist approaches to emphasise on individual's goal-setting and uncertain management. The theory incorporates large number of variables in order to enable the circumstances with effective communication. As opined by Holmes (2015), statement of cultural knowledge and interactions, the social episodes are included to appear and contribute to understand the barriers in intercultural understanding within the organisation. The theory is incorporated with large number of variables with rules, message, speech and other aspects of communication, which is used. It is important with typical and understanding of communication with knowing of norms and rules regarding the directions and social episodes. Assumptions of the characteristics are termed with intercultural context. Interethnic comparisons and perceived ethnolinguistic vitality is focused to discuss the range of theories while addressing intercultural communication and generalised differences with subcultures of the employees (Erjavec et al., 2018).

On the other hand, communication models of 7Cs help overcome the barriers. The 7 C's of communication such as clarity, credibility, context, content, capability, continuity and channels are included to evaluate the situations with affectivity and decision making processes (Wang, 2018). This model helps with better decision making by the readers and audience of message that is helpful with desired and crucial information. Diffusion theory can be helpful to inform the new ideas, which are adopted or rejected in any critical situation. Human beings need help regarding accomplishing major changes in organisation and it is effective to accomplish the changes to force on the channels with interpersonal communication as the most effective way (Erjavec et al., 2018). The people with target audience while talking and convincing them regarding the channel of interpersonal communication by awareness, evaluation, interest, trial and adoption. The theory involves early adopter, early majority, non-adaptors and innovators to change and accept evaluation supports which is processed with communication process processes (Wang, 2018).

Recommendations
It can be recommended that:

• Improving intercultural communication skills is very important to develop own skills and competency for formal environment.  Homework and repetitive communications practice are important to avoid idioms and issues in intercultural communication. 
• Listening skills should be developed first before developing oral communication. Listening makes a communication proper and complete. Presenting oneself with confidence and clear image add advantages among the recruiters in the interview board. 
• Facial expressions, body movement, eye contact and presentation are important to develop. Presenting oneself is very important and effective factor that attracts the recruiters and employers special in case of interview or face-to-face communication in a formal environment. 

Conclusion
The Intercultural communication assignment can be concluded that communication is involved by notifying in the context of the interview and job detailed path. The report has focused to discuss the intercultural communication methods effects in involving the interview techniques and organisational development. Effective interpersonal communication method within Axel cleaning services has been involved to participate in interview techniques and presentations with possible intercultural participations of the interviewees and employers. Interview technique with the development of communication aspects have been involved in the study with applying communication theories such as 7 C's of communication model, diffusion theory and intercultural communication theory.

Reference List
Crawford, I., Swartz, S., Luck, S. and Barbosa, B., 2019. Building intercultural competence through virtual team collaboration across global classrooms.

Erjavec, K., Arsenijevi?, O. and Starc, J., 2018. Satisfaction with managers’ use of communication channels and its effect on employee-organisation relationships. JEEMS Journal of East European Management Studies, 23(4), pp.559-578.

Holliday, A., 2018. Understanding intercultural communication: Negotiating a grammar of culture. Routledge.

Holmes, P., 2015. ‘The cultural stuff around how to talk to people’: immigrants' intercultural communication during a pre-employment work-placement. Intercultural communication assignment. Language and Intercultural Communication, 15(1), pp.109-124.

Kunasegaran, M., Ismail, M., Rasdi, R.M. and Ismail, I.A., 2016. Intercultural and Workplace Adaptation: A Case Study of Malaysian Professional Returnees. Procedia-Social and Behavioral Sciences, 219, pp.448-454.

Paramasivam, S. and Subramaniam, S.K., 2018. Superior–subordinate request email in workplace communication of a Malaysian organisation. Journal of Intercultural Communication Research, 47(3), pp.161-187.

Piller, I., 2017. Intercultural communication: A critical introduction. Edinburgh University Press.

Wang, Y., 2018. Formulaic sequences signalling discourse organisation in ELF academic lectures: a disciplinary perspective. Journal of English as a Lingua Franca, 7(2), pp.355-376