Lost in Translation: Analisis Peran Strategis Poliglot dalam Komunikasi Multikultural di Perusahaan Multinasional
Keywords: Komunikasi Multikultural, Lost in Translation, Mediator Budaya, Perusahaan Multinasional, Poliglot
Abstract
Pada konteks global, perusahaan multinasional beroperasi dalam ekosistem komunikasi yang semakin kompleks, melibatkan karyawan dari beragam latar budaya. Keragaman ini memunculkan fenomena lost in translation, kondisi di mana pesan gagal tersampaikan secara utuh bukan semata karena perbedaan bahasa, melainkan karena ketidakselarasan konteks budaya, norma komunikasi, dan sistem makna yang dianut. Kesenjangan komunikasi ini berdampak pada efektivitas organisasi. Ketidakefektifan tersebut dapat diminimalisasi dengan keberadaan karyawan poliglot (menguasai lebih dari satu bahasa) yang bisa menjembatani masalah yang timbul. Penelitian ini menggunakan pendekatan kualitatif deskriptif dengan teknik wawancara mendalam. Data dikumpulkan dari enam informan yang bekerja di tiga perusahaan multinasional di Indonesia dan Jepang, dan dianalisis menggunakan analisis tematik. Hasil penelitian menunjukkan bahwa fenomena lost in translation terjadi dalam praktik komunikasi sehari-hari dan komunikasi dokumen teknis di lingkungan kerja multinasional. Ketidakselarasan gaya komunikasi dan konteks budaya terbukti menghambat aliran informasi dan melemahkan koordinasi antarunit. Karyawan poliglot menjalankan peran komunikasi strategis yang melampaui fungsi penerjemahan, yakni sebagai mediator budaya, fasilitator dialog lintas tim, dan penjembatan makna dalam interaksi organisasional melalui proses sensemaking, yaitu memaknai sinyal (cues) yang ambigu dan menindaklanjutinya dengan tindakan korektif. Namun, kontribusi karyawan poliglot belum diakui secara formal sehingga mereka rentan mengalami beban kerja berlebih dan demotivasi. Penelitian ini menyimpulkan bahwa efektivitas komunikasi multikultural ditentukan oleh kemampuan membaca konteks budaya, sensitivitas terhadap perbedaan gaya komunikasi, dan dukungan struktural organisasi, bukan penguasaan bahasa semata. Perusahaan multinasional perlu mengintegrasikan kompetensi komunikasi lintas kultural ke dalam strategi pengembangan sumber daya manusia melalui jalur karier khusus, sistem pengakuan formal, dan program pelatihan komunikasi multikultural terstruktur.
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