Modern World of Business Management Research Paper 2022

Running head: MANAGEMENT
Management
Name of the Student
Name of the University
Author Note

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Table of Contents
Introduction:...............................................................................................................................3
Discussion:.................................................................................................................................3
Strengths:....................................................................................................................................4
Weakness:..................................................................................................................................5
Improvement Plan:.....................................................................................................................6
Conclusion:................................................................................................................................8
References:...............................................................................................................................10
Bibliography:............................................................................................................................11

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Introduction:
The significance of the self –analysis in the modern world of business is observed to
increase in a notable manner as it has the potential to provide the much required scope to the
individuals for evaluating their strengths and weakness (Bridgstock 2009). With a precise
focus on the competitive business environment and a toughly contested labour and
employment market, it becomes important for the individuals to analyse their own
competency so that they have a clear idea of their competitive advantage over the competitors
(Cameron and Dutton 2003). Along with this, the self- analysis provides a clear scope to the
individuals in gaining the idea of their weakness so that they can improve their capability for
conducting sustainable business in the modern world of business (De Vos, De Hauw and Van
der Heijden 2011). The paper is focused in the elaboration of my capability as an individual
working in the position of the bank supervisory officer of an Indian bank’s branch placed in
Maldives. The paper provides a crucial assessment of my strengths and weakness with a
precise focus on my capability in dealing with the cultural differences and the individual
differences. With a precise focus on the weakness, the paper formulates a set of activities that
have the capability to improve my skills in dealing with the cultural differences.
Discussion:
Chen, Wang and Chu (2011) claimed culture to be the knowledge and the
characteristics of a group of individuals where the knowledge includes the various factors
such as the religion, arts, music, cuisine, language and social habits. According to Ang et al.
(2007), culture can be considered as an important factor that has the capability to categorize
individuals and different social groups on the basis of the social beliefs, ethnicity, language
and the life style. The elaboration of the culture can be represented with the examples of two
different culture groups such as the western and eastern. Considering the way in which the

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individuals lead their life style, the difference is pretty prominent. The individuals from the
countries that show the reflection of the eastern culture are observed to be largely collectivist
in nature whereas the countries that are representing the western culture are observed to be
more inclined towards the individualism aspect.
Considering the individual differences, it is pretty prominent that a large number of
individuals across the globe, are different on the basis of various factors such as the social
belief, values and language. Along with this, the implications of the various soft skills in
differentiating the individuals is observed to be high as well (Ackerman and Heggestad
1997). With a precise focus on the factors such as the interest towards the ethical practices,
strong interpersonal communication skills and emotional intelligence, the individuals are
observed to be different from each other.
Strengths:
Considering the concept of the diversity management, I have the capability to
promote the diversity amongst the groups that I have managed. I consider that it is important
for me to respect the cultural differences between the individuals and that is pretty prominent
with the scope that I provide to my subordinate employees in celebrating their culture. I feel
that it is important for me to enable those individuals in achieving a workplace where they
can work in a free flowing manner as that is necessary for increasing their involvement
towards the organization. Hence, my capability in executing the diversity management
activities are expected to be considered as my strength as an individual.
Being an individual representing the eastern culture, I am more inclined towards
accepting the inequality amongst the individuals and the unequal distribution of power
amongst the individuals has low significance for me (Hofstede-insights.com 2019). However,
I have the capability to manage the individuals, having a different point of view regarding the

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distribution of power amongst the members of the organizations. Being the bank supervisory
officer of the organization, I have the necessity to deal with individuals of different culture
and nationality and under such situation, there is high possibility that I will be responsible to
manage the employees from UK or other nations reflecting the western culture. The
employees belonging to those regions or the western culture, are observed to have
considerably limited acceptance towards the unequal distribution of power and under such
situation, the work culture in the organization has the potential to provide considerable
amount of culture shock to those individuals. Hence the effective management of those
individuals becomes crucial and I am sufficiently capable to manage the difference of the
employees in the power distance aspect.
Other than this, one of the major strength of mine in managing the difference of
culture and diversity, is the strong emotional intelligence. I have the capability to understand
to the emotions of my subordinate employees while managing them. However, I do make
sure that my own emotions do not get the better of mine while leading my subordinate
employees and managing my own operational activities. While formulating the operational
activities, I have the capability of considering the emotional state of my employees which
helps me in managing the grievances of my employees in an efficient manner.
Weakness:
As I am currently placed in Maldives, I face considerable amount of problems in
communicating with the local individuals owing to the issue of language. I have considerably
limited amount of idea regarding the widely used language, Dhivehi and that becomes a
major concern for me in communicating with the individuals who have lesser knowledge and
competency in communicating in English. Hence, the lack of knowledge in the mentioned

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language is a major concern for me in increasing my level of competency in communicating
with the local individuals.
Other than this, I am significantly limited in socializing myself. I am more inclined
towards executing my operational activities within the shift times and going back to home. I
consider it to be one of my weakness as my limitations in participating with the subordinate
employees can be considered to be vital for the significantly limited involvement that I have
with them. Being in the position of the bank supervisory officer, I have the responsibility to
manage certain amount of people along with the customers and under such situation, the
effective understanding of the grievances and the factors of motivation for my employees, are
notably important for me. However, my incapability in socializing with themselves has the
capability to reduce my effectiveness as a leader and colleague. Hence, it is important for me
to participate in the social and cultural events with my subordinate employees so that I be
able to improve my ability in understanding themselves and formulate the appropriate
technique for managing them.
Other than this, I consider that I have the scope to improve my ability in conducting
the employee engagement activities that will contribute in the effective management of the
cultural differences between the employees. Considering my contribution in improving the
skills of the individuals and improving the team bonding to eradicate the concerns regarding
the difference of individual personalities, I consider I need to increase the number
engagement activities for successfully integrating with the employees of other cultures.
Improvement Plan:
Objective Activity Success Factor Time frame
Improvement of the
communication
With a precise focus
on the mentioned
The ability to
communicate in the
The mentioned
objective is expected

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skills. weakness of mine, it
is important for me
to participate in the
language classes for
learning the local
languages. This will
certainly improve
my ability in
communicating with
the local individuals
and my subordinate
employees and will
enable me to reach a
better position in
eradicating the
concern of
communication gap.
local languages. The
achievement of the
ability to read, write
and talk in the local
language with the
local individuals.
to be achieved
within 24 weeks.
Improvement of my
ability in socializing
myself.
With a precise focus
on the objective, I
have the necessity to
participate in the
cultural and
traditional programs
in Maldives with my
employees so that I
The success factor
for the objective is
to participate in
majority of the
cultural and
traditional programs
and improve my
ability in
The mentioned
objective is expected
to be achieved
within 12 weeks.

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get to know the
culture, society and
traditions in an
improved manner. In
addition to this, it
will certainly
improve my
capability in
understanding my
employees in an
efficient manner.
understanding the
other culture.
Improvement of
engagement
activities
I must improve my
ability in practicing
the employee
engagement
activities such as the
team dinners or the
fun sessions with the
employees.
The success factor
for the objective is
the achievement of
the capability to
conduct weekly
engagement
activities.
The mentioned
objective is expected
to be achieved
within 8 weeks.
Conclusion:
On a concluding note, I have the capability to manage the diversity and the
differences of culture in the organizational context. However, I feel that there are
considerable amount of scope for me to improve my abilities in managing the cultural and
individual differences. The success factor of mine in effectively conducting my operational

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activities through avoiding the barriers of culture is largely dependent on my ability in
improving my skills of communication and in engaging with my employees.

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References:
Ang, S., Van Dyne, L., Koh, C., Ng, K.Y., Templer, K.J., Tay, C. and Chandrasekar, N.A.,
2007. Cultural intelligence: Its measurement and effects on cultural judgment and decision
making, cultural adaptation and task performance. Management and organization review,
3(3), pp.335-371.
Bridgstock, R., 2009. The graduate attributes we’ve overlooked: Enhancing graduate
employability through career management skills. Higher Education Research &
Development, 28(1), pp.31-44.
Cameron, K. and Dutton, J. eds., 2003. Positive organizational scholarship: Foundations of
a new discipline. Berrett-Koehler Publishers.
Chen, Y.C., Wang, W.C. and Chu, Y.C., 2011. Infiltration of the multicultural awareness:
Multinational enterprise strategy management. International Journal of Business and
Management, 6(2), p.72.
De Vos, A., De Hauw, S. and Van der Heijden, B.I., 2011. Competency development and
career success: The mediating role of employability. Journal of vocational behavior, 79(2),
pp.438-447.
Hofstede-insights.com 2019. Country Comparison - Hofstede Insights. [online] Available at:
https://www.hofstede-insights.com/country-comparison/india,nigeria,the-uk/

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Bibliography:
Ackerman, P.L. and Heggestad, E.D., 1997. Intelligence, personality, and interests: evidence
for overlapping traits. Psychological bulletin, 121(2), p.219.
Barrick, M.R., Mount, M.K. and Gupta, R., 2003. Meta‐analysis of the relationship between
the five‐factor model of personality and Holland's occupational types. Personnel psychology,
56(1), pp.45-74.
Beyer, J.M. and Nino, D., 1999. Ethics and cultures in international business. Journal of
Management Inquiry, 8(3), pp.287-297.
Bourdage, J.S., Wiltshire, J. and Lee, K., 2015. Personality and workplace impression
management: Correlates and implications. Journal of Applied Psychology, 100(2), p.537.
Bridgstock, R., 2009. The graduate attributes we’ve overlooked: Enhancing graduate
employability through career management skills. Higher Education Research &
Development, 28(1), pp.31-44.
Caza, A. and Cameron, K.S., 2008. Positive organizational scholarship: What does it achieve.
Handbook of macro-organizational behavior, pp.99-116.
Klein, C., DeRouin, R.E. and Salas, E., 2006. Uncovering workplace interpersonal skills: A
review, framework, and research agenda. International review of industrial and
organizational psychology, 21, p.79.
Schein, E.H., 1984. Culture as an environmental context for careers. Journal of
Organizational Behavior, 5(1), pp.71-81.

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Thomas, D.C., Elron, E., Stahl, G., Ekelund, B.Z., Ravlin, E.C., Cerdin, J.L., Poelmans, S.,
Brislin, R., Pekerti, A., Aycan, Z. and Maznevski, M., 2008. Cultural intelligence: Domain
and assessment. International Journal of Cross Cultural Management, 8(2), pp.123-143.