PART 2: COMMUNICATIONS ISSUE REPORT

Exploring Language and Communication Barriers
Author’s Name
Institutional Affiliation

Abstract
Expansion of cultures in the highly globalized society has resulted in language barriers. The major apprehension in the transnational organizations is communication. In fact, cultural and language barriers add to the communication issue in a workplace. Since business organizations attempt to explore frontiers beyond boundaries, certain language barriers may result in customer dissatisfaction and even loss in customers in an event where they feel misinterpreted or abused. John Hopkins Hospital, for example, may face the same fate due to language barriers. Even if the translation process is expensive and time-consuming, certain organization needs to establish an inclusive recruitment program. As the main stakeholders affected by this phenomenon, John Hopkins Hospital should work together to improve the management teams, employees, and customers. In any multinational corporation, it is a prerequisite to have a diverse workforce to deliver services to the local community efficiently. In healthcare facilities, the language barrier is, however, a significant issue since it involves a sensitive operation. It is, therefore, suggested that such a firm adopts effective criteria in dealing with language barriers. Some effective techniques include appreciating the individual cultures involved, hiring professional interpreters, and hiring multilingual workers as well as offering employees with language teaching programs.

Exploring Language and Communication Barriers
Initial Thoughts
Communication is a two-way process. Acted by speakers and senders, communication exists ranging from levels and topics to simple and complex ideas. In the progressively varied groups of people, many organizations strive to diversify their workforces to enhance inclusivity and service delivery (Tenzer, Pudelko, & Harzing, 2014). Many of these business organizations expand and cross boundaries. Apple Incorporate, Samsung electronics, and many others have tried to move borders in which such step meets challenges. Such challenges come from language and cultural barriers amongst employees in the contemporary business environment. Despite the benefits that the firms and the diversified workforces accrue, language barriers present serious consequences in the delivery services resulting in the discontent and financial losses.
John Hopkins Hospital as a Healthcare Organization
John Hopkins Hospital as a transnational healthcare organization struggles with the problems of culture and language. The cultural and language blockades exist among the main stakeholders such as the management teams, employees and the patients. John Hopkins’ Hospital saw the broadening of the workforces as an effective way to interact with the local community. If John Hopkins Hospital is established in Brazil, the local workers will find problems in analyzing the use of primary language. They may find it hard to communicate with the members of the communities due to comprehension level and the time to digest. In effect, the management and other employees should work together to interact with one another. Patients, on the other hand, have problems when communicating with healthcare workers who cannot understand the local languages. This problem permits the organization of John Hopkins to hire professional interpreters in order to facilitate information sharing within the organization. However, hiring professional interpreters is costly and time-consuming. As suggested, the management team should employ workforces that convey an indispensable service for any multinational firm. In doing this, the management of John Hopkins hospital should consider various ways that would address this communication issue by attenting the following tasks:
Hire Multilingual Workers
John Hopkins Organization should reevaluate its recruitment procedures and focus on hiring workers with both the knowledge of both primary and local languages. Such workers can easily communicate without or with less risk of misinterpreting the information as compared to hiring any interpreter (Madera, Dawson, & Neal, 2014). They also understand the non-verbal language of the local community, therefore, can give the most accurate translation.
Provide Language Classes
The organization should create language teaching program for those employees who have little knowledge in the primary language used in the work environment (Madera, Dawson, & Neal, 2014). On the other hand, the original workers should understand the basic terms of the local language. Once the local and foreign workers work together at John Hopkins, they also need to understand the use of the verbal language and sign language by the local community.
Use Computer Translation Programs
The use of computer translation programs helps the local and foreign workforces cooperate with each other. Though the programs are always prone to misinterpretations, it can help workers with limited or no knowledge of the local language (Madera et al., 2014). New updates of application software such as Microsoft Office Word will regularly fix the problems by offering new updated software. Therefore, newer versions are less prone to misinterpretation.
Use Both Showing and Telling Language
While communicating, the homogenized workforce should develop this criterion to foster understanding. Showing and telling is an effective way of learning a new language efficiently and with ease without the need of trying to remember everything (Madera, et al., 2014). Hence, the local employees and the foreign workers have their common understanding of some technical terminologies that become responsible for their knowledge.
Appreciate the Diverse Culture in the Organization
The management should identify the various cultures existing in the native community and treat them equally as well as appreciating every single culture. Appreciating such cultures ensures good relations among employees and the clients (Madera et al., 2014). Such firm should also acknowledge and celebrate workforce diversity on April 19th (No Language Barrier Day) every year to encourage a sense of annexation among its workforces.
Hire Interpreters
In the case where any local language is not represented in the workforce, John Hopkins Organization should seek to employ a professional interpreter (Madera et al., 2014). This step minimizes the risk of language barriers associated with members of that particular group. Indeed, it also enhances customer (patients) relations since the ethnic group also feels represented and appreciated by the organization.
Final Thoughts
Indeed, language barriers present some grave consequences to the patients in the healthcare industry. Healthcare, medical people, and patients who undergo serious chances of misunderstanding to create various issues and concerns among the healthcare industries. The healthcare dissatisfaction does not work effectively due to further erroneous diagnosis, and the inaccuracy of ideas due to the problem of delivering health care services. Moreover, confusion and misconception of details among the stakeholders and hospital staff members prolong if they fail to create accurate and effective flows of information. If the hospice industry has proper organizational policies and structures, all stakeholders including the patients should understand the importance of healthcare. Hence, the healthcare industries should create a workable relationship that would guarantee an effective communication channel free of any language or cultural barrier.

References
Madera, J. M., Dawson, M., & Neal, J. A. (2014). Managing language barriers in the workplace: The roles of job demands and resources on turnover intentions. International Journal of Hospitality Management, 42, 117-125.
Tenzer, H., Pudelko, M., & Harzing, A. W. (2014). The impact of language barriers on trust formation in multinational teams. Journal of International Business Studies, 45(5), 508-535.