II. Reading Comprehension In many workplaces today, employees are expected to communicate with people from different cultural backgrounds. This can be rewarding, but it can also create misunderstandings. For example, in some cultures, people are encouraged to express their opinions directly, even when they disagree with others. In other cultures, however, people may avoid direct disagreement because they believe it could damage relationships or show disrespect. These differences do not mean that one communication style is better than another. Instead, they show that people may have different expectations about what is polite, professional, or appropriate. A manager from one country may think an employee is not confident because the employee speaks indirectly. However, the employee may simply be trying to show respect. Similarly, an employee may feel that a manager is being rude when the manager is only trying to be clear and efficient. To work successfully across cultures, people need more than language skills. They also need cultural awareness, patience, and the ability to reflect on their own assumptions. Rather than judging others too quickly, they should ask questions, observe carefully, and consider the possibility that a behavior may have a different meaning in another cultural context. Companies can also help by providing training in intercultural communication. Such training should not present culture as a fixed list of rules. After all, individuals from the same culture can still have very different personalities and communication habits. Instead, effective training should help employees become more flexible, open-minded, and willing to learn from real interactions.