How far would you go to provide good service? Or is it just a company’s culture? In this week’s lesson, we touched on both “Models of Group Development as well as “Intercultural Communication”. So today, we are going to look at how these two topics have an impact on each other.
Just this morning, I was browsing through The Straits Times and I stumbled upon the “Everyday Heroes” section only to discover a true story of an individualist! (For those who are still unsure of what an individualist is, they are actually people who are not afraid of breaking the company’s traditions by setting their own goals and working towards them.) Today’s hero was none other than Mr Anand Sivapiragasam, the postman who has been awarded the Postman of the Year by Singpost.
Being in the service line for more than 10 years, Mr Anand Sivapiragasam has never been lazy. In and out everyday, he does his rightful duties as a postman. He is responsible and his efforts of delivering are often being commended. In fact, he’s regarded as more than just a postman in the neighborhood. He seemed more like part of them. He often helped them in times of needy and unlike the others, Mr Anand was thoughtful in his own ways. Recognizing his daily routine, he would often try to minimize the hassle of his customers collecting their parcels from the post office. By doing so, he will only drop by those who are available and go the extra mile and send the rest at another timing. On rainy days too, he will also make sure that he has plastic bags carried around with him to prevent his mails from getting wet. His loyal dedication and efforts has indeed earned him a lot of respect throughout the years.
Now, let’s sidetrack a little and think through; when was the last time you actually experienced such personalize service from a postman? And what exactly is the job scope of a postman? Do you know?
Thinking of all these questions have convinced me even more on how dedicated Mr Anand is, to his job. It is clear to me that he and his team has grasped its group needs very well in terms of recognizing their group goals and building on each others’ strengths. Not only that, I can see that he has developed the company’s culture very well and at the same time, has also slowly formed a culture of his own, based on his own efforts and initiatives. This shows good intercultural communication. Unlike collectivist who often seeks for conformity, Mr Anand has his goals to motivate him.
Through this article, we can also witness how both the “Model of group development” and the “Intercultural Communication” are dependent on each other. Without good group development, a lot of confusion and tension will arise hence leading to poor intercultural communication. Therefore, a good group development is always essential.