The authors discuss four aspects of communication style, viz. direct-indirect, high context-low context, non-verbal communication, and avoiding conflict or saving face.

“In cultures with a direct communication style, people say what they mean as clearly and briefly as possible without adding a lot of background information. There are few non-verbal nuances or explanatory gestures, and though body language is used, it isn’t confused with the real message, which is contained in the words.” The second aspect, that is, context, can decide the volume of information. For instance, in low-context cultures, individuals expect only as much information as they need to accomplish a specific task, explain Solomon and Schell.

To make the most appropriate selection from applicants, it is necessary that the right candidates apply for the jobs, say Ashok Chanda and Jie Shen in HRM Strategic Integration and Organizational Performance ( www.sagepublications.com).

They advise enterprises to have ‘a thorough job description’ for every job. Any method of recruitment and selection — be it interview or psychological test — is of value only if there is a clear linking of people with job requirements, the authors insist.

They cite research studies on how it is important to involve the line managers in the entire staffing process — including drafting of job descriptions, setting selection criteria, and being on the recruitment panel.

D. Murali

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