Cross-Cultural Issues Faced by Experts in Managing New Teams in Singapore

INDIVIDUAL ESSAY

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Cross culture issue faced by expertise in relation to the management of the new teams of
employees in Singapore...............................................................................................................3
Relevant theory, the way parent company in U.S.A could be managed expatriate assignment in
most effective manner with context of selection, training and rewards......................................9
CONCLUSION..............................................................................................................................13
REFERENCES................................................................................................................................1

INTRODUCTION
Cross culture is concept of understanding different type of people in terms of nation, taste
and preference and culture that are working together in the business so that end objectives can be
achieved in most effective manner (Grott and et.al., 2019). ‘Microtech’ is large information
technology enterprise having its headquarters in U. S. A, engaged in selling high quality software
payroll to small and medium organisation. The company is planning to expand its market in
Asian country after acquiring a well acquisition firm in Singapore. Furthermore, it has decided to
send an experienced IT consultant to Singapore that can act in guiding local staff and transmit
the core culture values of the parent company.
Cross cultural is important aspects as it helps in breaking down the cultural barriers, learn
the way people love to each other and contribute in building the culture bridge (Yuldashev,
2020). It helps different people to effectively understand each other feeling, love and
belongingness thereby motivated to work for growth and expansion of firm in external
environment. Furthermore, awareness of cross culture contributes in exchange of information
between the employees that are working in organisation thereby reducing the chances of conflict
and confusions to maximum extend (Minkov and Kaasa, 2020). Awareness of each other culture
also lead in improving the overall performance and productivity of the employees thus company
can easily attain the end objectives in best possible manner.
This report will represent crucial information related to cross-cultural issue that expatriate
face in context of management of new team of employees in Singapore through making use of
Hofstede’s framework. It also provides suggestion that could be used to overcome problem and
boost staff motivation level to maximum extend. At last, the report has included the way parent
company in USA can manage expatriate assignment in effective way in selection, training and
rewarding employees for their hard work and dedication.
MAIN BODY
Cross culture issue faced by expertise in relation to the management of the new teams of
employees in Singapore
Cross culture is dealing with people that are belonging to different culture, tradition, taste and
preference and belief so that company goals can be achieved in effective way (Lubis and Sagala,
2020). Each country has its own culture and values that needs to be abided by people that are

living in society. So, the ‘Microtech’ has planned to expand its business in Singapore and send a
expertise to their in order to manage the team. It has decided to introduce a number of
organisation changes to improve the overall performance of individuals. Likewise, it has
introduced bonus and other benefits to be provided to the employees on the basis of number of
contracts with client, give job autonomy and decision-making power to junior technical staff
(Ugrin, Pearson and Nickle, 2018). But after few months, there has been employee satisfaction
survey conducted that helps in determining that maximum number of employees that are
working in Singapore are unhappy with the work culture and working climate. Hofstede culture
model has been developed by Geert Hofstede to understand the difference in culture across the
countries and the manner in which business can easily expand its business in external
environment with minimum key cultural issues. Therefore, the Hofstede culture model can be
illustrated as follows:
1. Power distance: Singapore is the country that have high dimension of power distances
that is 74 that is dominant approach is prevent in Singapore. There is unequal relationship
between the people, and all these are generally based on mutual and complementary
obligations. So, in this power is centralised and manager has to consult with boss and
follow all the rules and regulation. On the other hand, there is unequal distribution of
power among employees that results in conflict and confusion. So, in the case of