Culture Problems in HRM   * Failing to address cultural diversity properly (Schmeisser, Krimphove, & Popp, 2013):       + Using universal patterns for different cultures;   * Misunderstanding cultural differences in interpersonal relations (Ugoani, 2016):       + The relation between collectivism and individualism;       + The understanding of power distance phenomenon;       + The relation between masculinity and femininity;   * Misunderstanding the appropriateness of particular behaviours:       + Unawareness of culture-based stress on conformity;       + Ignoring the role of values in behaviours (Anbari, Khilkhanova, Romanova, & Umpleby, 2009);   * Being non-familiar with culture-specific attitudes:       + Failing to understand attitude to work;       + Misunderstanding attitudes to working relationship. Working in a team, as well as human resource management, is associated with a variety of culture-related problems. The central challenge is failing to recognise and address cultural diversity in a proper manner. In most cases, it is connected to choosing a universal approach to treating all team members, thus offending their culture-specific needs. Moreover, there is a common problem of failing to understand cultural differences in perceiving interpersonal relations. It may be connected with giving preference to collectivism over individualism as well as communicating according to gender- and power-based patterns. The abovementioned problems are not the only challenges that should be considered. Some other issues include failing to understand appropriateness of particular behaviours and lacking knowledge in culture-specific attitudes. As for the first problem, it is associated with the inability to see the role of values in behaviours (e.g., sharing thoughts openly or acting in a particular manner) as well as ignoring the stress on conformity typical for some cultures, such as Asian and Hispanic. At the same time, it is related to unawareness of culture-specific attitudes to work and working relations. Communication Problems in HRM   * Lack of cross-cultural communication skills:       + Misunderstanding appropriateness of sharing experiences openly;   * Misunderstanding age- and gender-related communication patterns;   * Failing to understand culture-specific communication patterns:       + Misunderstanding common verbal and non-verbal signs;       + The role of receiving communicating feedback (Cheng & Seeger, 2012);   * Being non-familiar with uncertainty avoidance specificities:       + Inability to tolerate avoidance in unpredictable situations;       + Intolerance in accepting ambiguous situations;   * Ignoring individual specificities of communication models;   * Failing to create communication culture (Ahmeti, 2014):       + Atmosphere enhancing trust and openness. Besides culture-related problems in human resource management, there are as well some critical communication challenges. The central issue is the lack of cross-cultural communication skills that is connected to the inability to deploy appropriate verbal and non-verbal signs and ignoring commonality of sharing experiences. At the same time, in most cases, age- and gender-based communication patterns are ignored. For instance, man and young