Intercultural Professional Communication Protocols Guide

By: Kimberly J. Turigliatto

Date: 5/16/11

Contents

Introduction 3

Description of your Diverse Cultural Group 4

Evaluating Workplace Culture 5

Interaction of your Selected Culture with your Organization 6

Membership and Gender Challenges 7

Intercultural Conflict 8

Verbal and Nonverbal Challenges 9

Building Business Relationships 10

Conclusion 11

Introduction

When considering forming a business relationship or when working with people from a Hispanic culture there are many things that one should consider in order to have a successful relationship. Over the last several weeks we have studied many topics to enhance our ability to work with other cultures.

In the first topic we chose a culture to learn about that would benefit our organization in learning how to enhance our communication skills in with. My chosen culture was the Hispanic culture as we have many suppliers and co-workers within our facility that we could enhance our working relationships with. In Module two we evaluated our own workplace cultures in and learning if we had a collectivistic or individualistic culture we work within.

As we look at module three we begin to focus on just how our chosen culture interacts with our organization. In this area we have learned about the pitfalls that can befall us when we stereo type a group. In module four, we studied how the different Group memberships affect communication within our organization and how it affects the different cultures and what gender roles play within the organization.

There is conflict in the best situations and when you throw in the aspects of intercultural communication from other cultures you are bound to have more conflicts from misunderstandings stemming from cultural miscommunication or by not understanding the customs of the culture you are working with. Simply by addressing a person from Mexico by the wrong title can cause an insult. This is something we would not think much about in American Culture, but could be seen as a major insult to the person you are working with in Mexico.

In module six, we begin to study the different ways jargon and slang can cause a roadblock when dealing with other cultures and learning how to interpret the non-verbal cues we pick up from a person while communicating with them. This becomes incredibly important when helping us deal with the different cultures and learning to communicate with them. If we can pick up on the customs such as in Mexico that it is common for someone in a lower position to avert their eyes from their superior as a sign of respect. In Mexico hierarchy is very important.

In Module seven we are able to look at ways of building and enhancing relationships with our chosen culture. We explored the different customs and expected topics to avoid in conversation in order to strengthen a new business relationship.

In order to get off on the right foot in Mexico it is important to learn how to address people, how to communicate as to not insult someone from your chosen culture, or in what way one is expected to dress or act at a business meeting. This guide will cover just some of the many items that apply to the Hispanic culture, but can also be applied to many other cultures. One needs to take the time to learn about their chosen culture in order to learn how to react or communicate by research and this is only the tip of the iceberg.

Description of Your Diverse Cultural Group

The culture group I have chosen for my course project is the hispanic culture, because this is a primary source of workforce in our facility. We also work with suppliers in mexico for many of our parts that we use to build our products. Learning how to communicate with this culture group will help me better be able to serve as a support person for the production group and improve product issues with suppliers.

I believe that the most important reason for me to learn more about communicating with this culture is because a good percentage of our employees are from this culture and I am responsible for relaying quality issue information to everyone so they can understand it. We also have the suppliers in this part of the world that we need to be able to communicate with and understanding their culture will help with this. Not only do I work with this culture, but in my city there is a significant population of the hispanic culture. It would benefit me not only professionally, but it would benefit me personally to understand this culture better so I can communicate at work and at home.

Evaluating Workplace Culture

A Collectivist culture is defined as one that focuses on the group as the primary unit of culture and where the group goals take precedence over the individual goals. (Neuliep, 2009). At My Company, Synerject the culture is definitely one of a collective nature. I know this because all the functions of the different departments serve to achieve the company goals of success for satisfying quality, reducing scrap costs, reducing our ppm levels and increasing our overall customer satisfaction. We are ultimately striving to make a profit for our owners.

High context culture occurs within companies when individuals communicate indirectly with each other. The receiver of the message is left to determine the message meaning from the sender’s body language, facial expressions or indirect statements. Low context culture happens with in a company when the message is given in a direct and clear manner of communication.

At Synerject, there is a bit of both cultures that dwell within and it can change as to who is using what method depending on the situation. I see at times amongst the employees a high text culture where communication is derived quite often from the physical and emotional cues between the people communicating. Primarily with the management team though, I believe it is a low context culture where the expectations and policies of the company are laid out for everyone without question. If I were forced to choose what is more prevalent as a culture it would have to be the low context culture because of all the procedures, policies, and management expectations that are laid out for all the employees. Management does not leave anyone to guess what is to be done, but speaks about these things directly. (Neuliep, Intercultural Communication, 2009)

Within Synerject there is a population of Hispanic culture that lives within the larger primarily Caucasian workforce. At lunch they huddle together and speak Spanish with one another about the day’s events. A couple are known to take off from work on Cinco De Mayo to celebrate a day that is important to them, but also these same people work well within their teams. Unfortunately, one of the issues that has arisen from time to time is a complaint from people who are set in their ways and find it offensive when the group speaks Spanish on the production floor regardless of whether it has anything to do with work or not. They do this only because it is more comfortable for them and they understand what is being said to the fullest extent in this way. This is mainly ignorance on the part of the other people because it does not affect them in in any way.

I actually see that the culture I chose to study being an asset with having this microculture to work with up close and learn from. I can see one of the recommendations being along the lines of working towards helping to changing the attitudes of the others that have the problems with this culture. I also see that at times understanding in the written word is an issue for the people who speak Spanish and that we should look at possibly having the written documentation in both English and Spanish to help everyone better understand what is in the manufacturing packets for example. (Neuliep, Intercultural Communication, 2009)

While the Hispanic Culture is my main focus, I have learned that many other cultures have similar wants and needs in order to have a successful working relationship. In order to work with any culture it would benefit someone to learn about their counterparts and avoid the stereotypes.

Interaction of Your Selected Culture with Your Organization

My organization is working with the Latin/Hispanic cultures for many reasons. The first reason is that we have a good portion of our work force that is of this culture and it serves us well to better understand them so we may retain them by respecting their way of life. The second reason for my organization to take a good look at understanding this culture is because we have many of our suppliers whom we purchase our raw product from that come from Mexico. It is important for us to understand their culture in order to have a successful relationship with our suppliers so we may continue to receive good product at a fair price.

In the Latin/Hispanic culture it is acceptable to be late for appointments and meetings when running late due to talking with a friend. This is a culture that values interpersonal relationships and is very present oriented when it comes to time. This is a distinct contrast to American culture where we are a group that plans ahead and values punctuality.

One should dress formally for business and this means for men a suit and tie and if women wish to be taken seriously they should wear the appropriate length skirt and both should be in conservative colors. And when one is discussing business it should be kept formal in context until invited to do otherwise. Also avoid doing hand gestures that could be misinterpreted in different regions such as the okay symbol of the circle made with the thumb and forefinger. This is innocent in the US, but in most Latin countries it is offensive.

When communicating with a person of this culture do not be surprised if you find yourself very close. You should be ready for this as in this culture it is the norm and not seen as an invasion of your space, and if you back up you could find yourself insulting the person you are talking with because this is seen as a sign of aloofness or that you are uninterested in the topic or speaker.

If you are going to work with anyone in this culture you should be sensitive to their local holidays and aware that business is not conducted on these days. You may find yourself invited to join the celebration of the holiday with the family, but if you refuse you could offend the host.

95% of the Latin/Hispanic Culture believes it is important to maintain their language and culture. With this in mind 40% speak mostly Spanish, 46% speak both English and Spanish, and 14% speak primarily English. But one should not assume that one way or the other of what language is dominant, it is always better to ask. If you don’t ask and assume then you are guilty of stereotyping based on whatever culture based belief you have toward this group. (Cultural and Language Barriers in the Work place, 2002)

In American culture we shake our head back and forth to indicate “No”, but in other countries they raise their chin to do this. In some Latin countries when a person averts their eyes while speaking with you this is a sign of respect, but in America we see this as a sneaky trait.

In Latin Cultures the men are superior to the women and when they are spoken to while working on the manufacturing floor they may feel the need to defer to a male in the group. She may also feel the need to avert her eyes from a supervisor if that supervisor is a male out of respect.

In Latin/Hispanic Cultures business is often conducted over long lunches or dinners and begins with small talk. As the meal progresses so does the discussion into the business matters. When out to lunch with a group or a person from this culture you should offer to pay, but if the other person offers then do not insist as this is seen as offensive in most cultures.

When in a meeting, don’t be surprised by sudden outbursts as open signs of emotions during meetings and interruptions are signs of active engagement.

Since we are a monochronic time oriented society we would find it challenging to adapt to the free spirit of the polychronic time orientation that the Latin/Hispanic Culture exists with. We look for deadlines and commitments where in their culture it is more about cultivating the personal relationships. They are a high context culture where the USA is a low context culture and can only focus on one thing at a time per schedule, while the P-time orientation followers are doing several things at once, but may not show up for a meeting or if they do will show up late because they are committed to the task at hand.(Neuliep, 2009)

Stereotyping is defined as members of one group attributing characteristics to members of another group. When we think of Mexico and its people as a source to supply us our components one of the things that comes to mind is that it is a cheaper product and we are getting it at a lower cost because the people are not as educated and are not as motivated. The country is desperate for work and will work for half the cost, but quality is not their number one concern. The people are stereotyped as lazy because time is not as important to them, but reality is that they are more concerned about cultivating relationships. The above would be the stereotype from a high-prejudice person, but a person with low-prejudice person takes this all in and realizes that the above is what some people perceive, then takes each situation and makes decisions based on the information given to them. They use the stereotype information as an informational tool. (Neuliep, Intercultural Communication, 2009)

A Micro culture is an identifiable group who share a set of values, beliefs, and behaviors and who possess a common history and a verbal and nonverbal symbol system that is similar to but systematically varies from the larger, often dominant culture. (Neuliep, Intercultural Communication A contextual Approach, 2009). In dealing with our workforce at Synerject there is a population of Hispanic culture that while functioning successfully within the larger group, also functions as a sub-culture where the group speaks their own language, groups together, and we at times have the challenge of ensuring that our work instructions are fully understood. There are some people that fear when this micro-culture is speaking to each other in their language that they are talking about them or doing something wrong in some way. This could not be further from the truth, as many of our Hispanic employees have turned out to be some of the best and most reliable. The challenge is for our company to squash the preconceived notions that we the dominant culture has in regards to the micro culture within and to ensure we have adequate training for the people who may not understand our language as well as others.

Ethnocentrism is defined as the group’s view that they must be the center of everything and all others are scaled and rated to it. Basically, we are saying that our beliefs, values and way of doing things are the right way and everyone else is wrong. This is something that is a challenge in dealing with our dominant culture in regards to the micro culture within as well as how we as Americans feel like we are all “Donald Trumps” of the business world when dealing with another culture and that thinking they should be doing things our way. (Neuliep, Intercultural Communication A Contextual Approach, 2009)

If we can get past some of these issues we will be an even more successful organization and I hope to help get us on this path through my education at JIU.

Membership and Gender Challenges

In dealing with the Hispanic culture within Synerject we find that with our employees of this group that we must acknowledge the less aggressive nature as a collectivist society. The American culture is one that is more aggressive as an individualist society and as such we tend to intimidate the Hispanic group that works at Synerject. In our company the employees of Hispanic culture tend to group together and find that they are more comfortable speaking their native language even though they can speak and understand English quite well. This has been a source of some tension for our primary culture who thinks that if they are speaking in Spanish that they must be talking about them or speaking about something they do not wish the rest of us to know about. This is a preconceived notion that we as leaders need to help overcome if we are to achieve a good working relationship. As suggested in (Neuliep, 2011), the meaning of an ingroup is one who shares the same aspirations and values that help to shape the behavior of the members, while an outgroup is a group that shares values that are dissimilar from that of the ingroup. In this case above we see an example of the Hispanic culture as the ingroup and our primary American Culture being depicted as the outgroup.

An involuntary membership group is explained as a membership group that one belongs to without choice as suggested in (Neuliep, 2011). Our Suppliers from Mexico are a part of this membership due to their ethnic race and shared culture. The biggest issue that we face with our suppliers is their lack of urgency regarding time as suggested by (Jodie R. Gorrill, 2009).

In cases where we have found quality issues we have problems contacting the supplier, but this is due to the Hispanic cultural regard that time is not as critical as what the American culture. This also is reflected in the answers we receive when asking for delivery dates, because in the Hispanic culture the norm is to be vague in the commitment and they will tell us we can expect a part we are looking for “sometime next week”. The attitude toward time can cause a part shortage for us and loss of production time if not planned properly in accordance to the Hispanic attitude toward time.

www.wikipedia.org, explains gender roles as a set of social and behavioral norms that are considered to be socially appropriate for individuals of a specific sex in the context of a specific culture. In the Hispanic culture we explore this not only in their family role, but more importantly in how it can affect our efforts to succeed in business.

The Hispanic men have a dominant personality over the women and it is expected for them to be verbose in nature. Many times the men will tell jokes that may be offensive or touch a woman in an inappropriate manner that in an American organization will bring about a sexual harassment suit if pursued. But the women of Hispanic culture tend to be less aggressive in nature and may never say anything and this could go unreported. Often times the women are meek and tend to look to the male of the group for answers. In contrast the male of this group typically finds it difficult to take orders from women in authority causing disruption to work flow. The women are less vocal and less assertive. The women also tend to lack the finances and study skills to achieve any kind of educational goals that can put them ahead. (Latino Dynamics in the workplace)

These can all impact our business by either slowing down the production because no one wants to listen to a female lead for one. Also, you may miss out on a good leader because of their lack of education if they are not helped. No one wants to have to deal with sexual harassment issues.

One way we could help improve these issues would be to have mentor programs that teach females how to work with men and men to work with women in leadership positions. We can also help the women or the men map out their career paths and have incentive plans to help them pay for their education. This could benefit the employee and the company in the long run by instilling a loyalty and trust. To help with the “machismo” I think we would have to have some sensitivity training by our Human resources department to educate everyone on the dangers of what can happen when the wrong thing is said or a simple gesture is misinterpreted.

Intercultural Conflict

Intercultural conflict is explained as the experience of emotional frustration or mismatched expectations between individuals over their beliefs, goals, and way of accomplishing task as suggested in (Neuliep, Intercultural Communication, 2009) Conflict is a natural part of humanity and without it we can lack creativity, but when it comes to intercultural conflict you run the risk insulting or alienating people from another country by something as simple as using the wrong greeting or title and this is definitely not a desirable situation when trying to forge a strong business relationship internationally.

In Mexico, titles are very important and professionals with a degree are not referred to by the common titles of Senor, Senora/Senorita, but with their title. If one were to make a mistake and call a professor or a doctor from Mexico by the common title they could use the mutual-face facework with an apology.

In the Hispanic culture status and position mean a great deal and if a Hispanic firm sends their top management to attend a meeting you are involved in then you should also send the same level of management. And if you send anyone of lesser position it is seen as an insult by your guests and you will find yourself needing to apologize. You can avoid the apology by using other-face conflict management and consider what it means to the people you are doing business with to have the same level of management at the meeting. This means that you put the other persons face needs before your own.

The Hispanic Culture is a Collectivist society that cares more about the group than the individual and within Synerject where the Individualist nature is dominant; this has caused communication conflict amongst the employees on the floor. Our Hispanic group has could not understand why a girl was given an opportunity to redeem herself after letting the team down and skipping out on work and not doing well at her job. They became emotional when she was allowed to stay at her job not realizing that there is a process that is followed for an operator that does not do their job. What was occurring during this situation by both parties is self-face need. In this case it seems to me that seeking a third party to help with the communication barrier that was standing in the way resolution of this conflict.

In American Culture time is critical to a successful business, but in Mexico they have a much more relaxed attitude regarding time. This can be a conflict when dealing with them in a business venture due to scheduling. One thing a person can do to help with this issue is to learn about the culture and be willing to be patient. (Business in Mexico)

In dealing with different cultures one must be ready to adapt to new ways of doing things in order to have a successful relationship with foreign countries. If you are going to deal with other countries it would serve you well to learn all you can about the customs of the country dealing with in order to avoid any mis-understandings.

Verbal and Nonverbal Challenges

One of the major issues to overcome when doing business with a Hispanic business is whether or not you speak the language. It is not as critical to learn the business language to be successful, but to be able to hold a casual conversation over lunch as suggested by (www.leeiwanwordpress.com). Another hurdle to clear is the notion that we in America that we must get right down to “business” when we are in a meeting with our international counterparts as discussed in (www.businessob.blogspot.com), In Mexico, if we do not take the time to establish a social relationship we will be unsuccessful in creating a business relationship we desire. One more stumbling block one should learn about before doing business in Mexico is the differences between the American cultures of direct communication as opposed to the indirect communication style that is used in Mexico. The American usage of the direct communication where we state precisely what is on our minds can be misinterpreted as rude by many in the Hispanic culture.

Per (www.go2mexico.com), Diplomacy and tact is a necessary tool needed to avoid an embarrassing moment or one that could damage a business relationship by “speaking your mind”. It would be a good idea to learn about the topic at hand and ask questions rather than state what is desired by yourself or your company as an outcome. You will find a more receptive audience for such matters when they feel as if you are working with them towards a successful venture. This also will help in enhancing your relationship going forward, but you will still need to work towards a social relationship as well as a business relationship in order to have a successful business relationship. One way is to join them for a long lunch or dinner in their homes and to bring gifts that follow the gift giving protocol. When working to overcome the biggest obstacle you can take a Spanish class at a nearby school or ask if a translator would be helpful in working the relationship.

When dealing with a new culture there a landmine of non-verbal territories to explore. In dealing with the Hispanic culture one can look to Kinesics, paralanguage, chronemics, and proxemics as discussed in (Neuliep, 2009).

Kinesics communication uses hands, face, arms, and legs to send messages without saying a word. For example, In Mexico a handshake is considered the universally accepted greeting for male and female business counterparts, but if you have an already established relationship than it is ok for the man to give the woman a kiss on the cheek or the man a warm hug if that is the case. The Hispanic people are a very warm and friendly group and it is not unusual for there to be touching of the shoulder or a pat on the back throughout a meeting. This can be uncomfortable for someone that is not used to this and if they react in the wrong manner could insult the people they are trying to do business with by reacting poorly.

Paralanguage is the use of the voice to deliver message as discussed in (Neuliep, 2009). In Hispanic culture it is natural for someone in a meeting to get emotional and raise their voice during the meeting. This is not to be taken personally, but the way that they do business.

Chronemics is the use of time and this one is very different in the Hispanic culture as suggested by (Neuliep, 2009), where time is not as critical as it is to the American Culture. In American Culture We are a very “time is money” oriented group that schedules everything as much as possible planning for contingencies. In the Hispanic culture they are much more relaxed about time as exemplified by the handling of messages, long lunches and different work day schedules. When doing business in Mexico one must be prepared to have a two hour lunch with minimal work discussion and plan on chasing to get answers because they do not believe in returning calls for messages. They believe if it is important you will call back and if you wish to do business with them you will have to adapt to that mindset in order to be successful. If you are planning and scheduling one could adapt a schedule that would take into consideration the Hispanic culture’s respect to time.

The last issue one should learn about is proxemics as discussed in (Neuliep, 2009), as use of space between individuals. People of Hispanic culture tend to keep a close distance when conversing with one another and in American culture we prefer to have a larger distance. One needs to be aware of this as not to insult the intended business partner when they step in close and the natural instinct would be to take a step back because you feel as if you space is being invaded.

The biggest thing a person could do before doing business with anyone from another culture is to learn all they can about the area and customs. This will go a long way in growing a trust between the two cultures and will help you avoid any pitfalls that will come up when one is not educated about such things as dress codes, offensive gestures and that a married woman should not ask a man out to a business dinner without an escort. Education is the key to success for a good business relationship.

Building Business Relationships

One of the major issues to overcome when doing business with a Hispanic business is whether or not you speak the language. It is not as critical to learn the business language to be successful, but to be able to hold a casual conversation over lunch as suggested by (www.leeiwanwordpress.com). Another hurdle to clear is the notion that we in America that we must get right down to “business” when we are in a meeting with our international counterparts as discussed in (www.businessob.blogspot.com), In Mexico, if we do not take the time to establish a social relationship we will be unsuccessful in creating a business relationship we desire. One more stumbling block one should learn about before doing business in Mexico is the differences between the American cultures of direct communication as opposed to the indirect communication style that is used in Mexico. The American usage of the direct communication where we state precisely what is on our minds can be misinterpreted as rude by many in the Hispanic culture.

Per (www.go2mexico.com), Diplomacy and tact is a necessary tool needed to avoid an embarrassing moment or one that could damage a business relationship by “speaking your mind”. It would be a good idea to learn about the topic at hand and ask questions rather than state what is desired by yourself or your company as an outcome. You will find a more receptive audience for such matters when they feel as if you are working with them towards a successful venture. This also will help in enhancing your relationship going forward, but you will still need to work towards a social relationship as well as a business relationship in order to have a successful business relationship. One way is to join them for a long lunch or dinner in their homes and to bring gifts that follow the gift giving protocol. When working to overcome the biggest obstacle you can take a Spanish class at a nearby school or ask if a translator would be helpful in working the relationship.

When dealing with a new culture there a landmine of non-verbal territories to explore. In dealing with the Hispanic culture one can look to Kinesics, paralanguage, chronemics, and proxemics as discussed in (Neuliep, 2009).

Kinesics communication uses hands, face, arms, and legs to send messages without saying a word. For example, In Mexico a handshake is considered the universally accepted greeting for male and female business counterparts, but if you have an already established relationship than it is ok for the man to give the woman a kiss on the cheek or the man a warm hug if that is the case. The Hispanic people are a very warm and friendly group and it is not unusual for there to be touching of the shoulder or a pat on the back throughout a meeting. This can be uncomfortable for someone that is not used to this and if they react in the wrong manner could insult the people they are trying to do business with by reacting poorly.

Paralanguage is the use of the voice to deliver message as discussed in (Neuliep, 2009). In Hispanic culture it is natural for someone in a meeting to get emotional and raise their voice during the meeting. This is not to be taken personally, but the way that they do business.

Chronemics is the use of time and this one is very different in the Hispanic culture as suggested by (Neuliep, 2009), where time is not as critical as it is to the American Culture. In American Culture We are a very “time is money” oriented group that schedules everything as much as possible planning for contingencies. In the Hispanic culture they are much more relaxed about time as exemplified by the handling of messages, long lunches and different work day schedules. When doing business in Mexico one must be prepared to have a two hour lunch with minimal work discussion and plan on chasing to get answers because they do not believe in returning calls for messages. They believe if it is important you will call back and if you wish to do business with them you will have to adapt to that mindset in order to be successful. If you are planning and scheduling one could adapt a schedule that would take into consideration the Hispanic culture’s respect to time.

The last issue one should learn about is proxemics as discussed in (Neuliep, 2009), as use of space between individuals. People of Hispanic culture tend to keep a close distance when conversing with one another and in American culture we prefer to have a larger distance. One needs to be aware of this as not to insult the intended business partner when they step in close and the natural instinct would be to take a step back because you feel as if you space is being invaded.

The biggest thing a person could do before doing business with anyone from another culture is to learn all they can about the area and customs. This will go a long way in growing a trust between the two cultures and will help you avoid any pitfalls that will come up when one is not educated about such things as dress codes, offensive gestures and that a married woman should not ask a man out to a business dinner without an escort. Education is the key to success for a good business relationship.

Conclusion

In the Hispanic culture we have learned that status and hierarchy are very important to them and when you first meet your potential business partner you can start off on the right foot by addressing them appropriately and by dressing formally as they are not an informal group. As a Collectivistic society they look at how the group can be benefitted rather than how the individual will be benefitted. This also depicts the strong family values and group membership personality of this particular culture.

While studying the Hispanic culture I have learned that in order to be successful in my relationship with my co-workers and my suppliers that I need to do away with the typical Hispanic stereotypes. The Hispanic culture is a proud group who are hard workers. They have a different view of time than we do in America and when I don’t receive a response to my requests or messages it is not because they do not care, but it is the concept they have that if something is important than the person

I believe that if I take into consideration that when I am dealing with any new culture that I need to do my homework before the first meeting in order to initiate a successful working relationship. I will research articles on line that discuss the etiquette and culture expectations prior to traveling or meeting with my new friends. If one has an open mind than a successful relationship is in the wings to be had.

References

(n.d.). Retrieved from www.mueller.peoplecofc.edu/genders.html

(n.d.). Retrieved from Business in Mexico: www.mexgrocer.com/business-in-mexico.html

Cultural and Language Barriers in the Work place. (2002, February). Retrieved from www.charlotteworks.org/clbpositionpaper.pdf

Jodie R. Gorrill, M. I. (2009). Communicaid. Retrieved from Doing Business in Mexico | Mexican Social and Business Culture: http://www.communicaid.com/access/pdf/library/culture/doing-business-in/doing%20business%20in%20mexico.pdf

Latino Dynamics in the work place. (n.d.). Retrieved from Suite.101: www.suite.101.com/content/latino-dynamics-in-the-workplace-the macho-thing

Latino Dynamics in the workplace. (n.d.). Retrieved from Suite 101: www.suite.101.com/content/latino-dynamics-in-the-work-force-a102206

Neuliep, J. W. (2009). Intercultural Communication. Los Angeles: SAGE.

(n.d.). Retrieved from Business in Mexico: www.mexgrocer.com/business-in-mexico.html

Module 7: Building Business Releationships. In Jones International University, BC 372: Intercultural Communication. Retrieved from http://courses.jonesinternational.edu/display.jkg?clid=20692&uid=12524&tpl=frameset http://leeiwan.wordpress.com/how-to-do-business-in-mexico-parts-1-28/