Abstract
Social identities create distance and obstacles in communication among members of different cultural groups in organizations. Past research suggested that an inclusive cultural identity can help reduce the negativity among groups. An interview study with participants (N=20) from both China and the United States was included to demonstrate the effects of the inclusive cultural identity on reducing communication disconnect in intergenerational communication. The study explored roles of generational identities in communication between the Millennials and Baby Boomers in organizations using social identity theory. The results revealed that Chinese participants had a stronger national cultural identity than their American counterparts. The stronger national cultural identity weakened subcultural differences based on generational identities and reduced the intergroup negativity. Based on the findings of the study, the chapter gave some practical suggestions for leaders to enhance intergroup communication in diverse organizations.
TopIntroduction
Diversity is the differences among people in the areas of race, ethnicity, sex, gender, age, national origin, region, beliefs, and values (Castania, 2003). Madera (2011) stated that our understanding of diversity had “moved from racial differences to including an array of variables” (p. 377). This chapter defines culture as the collective similarities in thinking, communicating, and behaving shared by a group of people. It is the operating system of one group of people to make them different from other groups. Cultural groups could be identified based on human differences in the same areas as defined in diversity.
Diversity is well celebrated and promoted in modern organizations. Yet, organizations do not benefit from having diverse employees when there is communication disconnect caused by cultural differences (Spencer-Rodgers & McGovern, 2002). Jennifer and Raman (2015) claimed that without proper management of cross-cultural communication, diversity in employees could yield unpleasant consequences for their organizations. Instead of having a very engaged melting pot of different cultural groups, many organizations with diverse employees exist as a salad bowl. The communication disconnect situation undermines the benefits of diversity because many of which rely on communication to be realized. The root of this problem can be explained by social identity theory. Social identities can enhance belongings and cohesiveness among group members, at the same time, create distance and obstacles in communication among members of different cultural groups (Turner & Tajfel, 1979; Turner et al., 1979). Cultural identities become a double-bladed sword, on one hand, it contributes to diversity; on the other hand, it hinders communication which prevent us from benefiting from diversity.
Key Terms in this Chapter
Inclusive Cultural Identity: It is the overall cultural identity of a group of people with which members of different subgroups all identify. When the inclusive cultural identity is strong, it reduces the negativity among subgroups.
Diversity: Diversity is the differences among people in the areas of race, ethnicity, sex, gender, age, national origin, region, beliefs, and values ( Castania, 2003 ).
Social Identity Theory: Social identity theory is a theory by Tajfel and Turner (1979) to understand the psychological basis of intergroup discrimination. Successful intergroup bias creates or protects relatively high in-group status, thereby providing a positive social identity for ingroup members and satisfying their need for positive self-esteem.
Culture: Culture is the collective similarities in thinking, communicating, and behaving shared by a group of people. It is the operating system of one group of people to make them different from other cultural groups.