This article discusses Trompenaar's Onion model of culture, applies it to Nepali culture, explains the importance of demographic data for decision making, defines cultural intelligence, lists corporate values of Wesfarmers, and reflects on how to make oneself indispensable at work.
Contribute Materials
Your contribution can guide someone’s learning journey. Share your
documents today.
Running head: CROSS CULTURAL MANAGEMENT Cross Cultural Management Name of the Student Name of the University Author Note
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.
1CROSS CULTURAL MANAGEMENT Question 1. Explain what Trompenaar means with the “Onion model” of the seven dimensions of culture. Trompenaar’s Onion model of culture uses the model of nested circles represented an onion to describe the nature of a cultures. The outermost layer represents artifacts, languages, and objects of symbolic values. The layer below it represents behavioral patterns, followed by behavioral norms below it. The next layer represents shared values while the innermost core represents fundamental beliefs and assumptions. Cultures that are based on strong beliefs and assumptions are subjective cultures, while cultures that are based on symbolism and artifacts or objects are objective culture. The Trompenaar model provides a framework to understand the dynamics of culture through its position within the dual and opposite values such as subjectivity and objectivity. The Seven dimensions of the Trompenaar model also use the same principle of opposing values on 7 dimensions or values. Any culture can be placed anywhere between their duality using the onion model and the overall scores of these ‘dimensions’ can give an insight on the culture. Similarly, another pair of values in the onion model is Dominant Vs Sub Culture, which can also be analyzed using the seven dimensions model. In the age of globalization, this framework can be useful to understand the causes of cultural conflicts (Bertsch 2014). Question 2. Apply this model to your own culture Using the Onion Model and Seven Dimensions Model on my culture I was able to understand the dynamics of the Nepali culture and society. Since childhood I was taught about the importance of family values and beliefs. Such beliefs and values show that the Nepali culture is a subjective one and is not very objective. The culture has very high regards about families, communities and cultures, which according to Trompenaar model makes it a Communitarianist culture. And also, the Nepali people show high pride regarding their
2CROSS CULTURAL MANAGEMENT cultural histories. Circumstances play an important role in people in this culture, and influence their decisions, which make it a particularist society. The people generally shy away from showing their emotion and are usually very enthusiastic and optimistic, and the culture has a rich history of arts, music and culture. It is also common that the people often like to enjoy their time with their family and friends and community festivals are a commonplace in Nepal. This shows that the culture is Emotional. The development and growth of the communities were significantly supported by the nature of people willing to share their places with other with the collectivist attitude. Such makes the culture specific. The culture values nature as one of the most important part of their culture. Love and respect for nature are deeply embedded within the culture and its history and the people have leant to live and survive with nurture in harmony. It shows that the culture is directed externally and furthermore the culture also has several distinct subcultures. Each with their distinct beliefs and symbolisms. Thus it can be said that the Nepali culture is quite different compared to Western cultures and its dynamics is unique in its own way (youtube.com 2018a). Question 3. How can statistics and other data on population demographics, such as the ABS Population clock, CIA World Fact book and others, assist International managers in their decision-making? Demographic information is possibly one of the most important information for decision making process, especially in the managerial and board levels. Demographic data helps to understand the total population size, the composition as well as distribution. This can help the managers to estimate the potential size of the market, the sustainability of the market as well as the possibility of success for a decision. Demography also helps to understand the economy of the country and its growth. This can be useful for managers to determine long termviabilityofthemarket.Thedemographicdatacanbeusedtounderstandand contextualize trends in the market which can support the managers in their decision making
3CROSS CULTURAL MANAGEMENT process, developing marketing plans and identify the target crowd (australia.gov.au 2018; abs.gov.au 2018;Wedel and Kannan 2016). Question 4. Describe Cultural intelligence according to theory. Cultural intelligence is the ability of individuals to understand cultural values of others and can take their point of view and is keen towards the perceptions of others. Such individuals have appreciation and respect for cultural diversities, and can live or work very well and fit in culturally diverse backgrounds. With the rapid globalization of the world, traveling and living in far off places is no more difficult, and have led to the development of culturallyheterogeneoussocieties.Individualswhoareculturallyintelligentarealso considered as culturally competent as they are able to modify their actions to exhibit their understandingandrespectforothercultures.Thus,culturalintelligencesupportsa Communitarianist value in the society and helps in the development of community values (Ott and Michailova 2018). Question 5. Describe Cultural intelligence in your own words and reflect on your own cultural intelligence. I believe that cultural intelligence is the ability to understand the nature of culture other than mine, which includes understanding of the values and beliefs (including shared values), patterns of behavior as well as the symbolisms of the culture. Overall, my definition of culture is based on the capacity to perceive the common mindsets and ideologies on a different culture. I think I have strong cultural intelligence being brought up in a culturally diverse society. I am always keen to interact and socialize with people, and I am very comfortable in a multicultural environment. My cultural intelligence has significantly helped me to learn
Paraphrase This Document
Need a fresh take? Get an instant paraphrase of this document with our AI Paraphraser
4CROSS CULTURAL MANAGEMENT about the Australian culture as well as the values and dynamics of the culture, which is very different from the Nepali culture (youtube.com 2018b). Question 6. List 6 corporate values of Wesfarmers as mentioned by the Chairman in the video. In the given video, the chairman shared some very valuable insights into the core values that supports the corporate culture at Wesfarms and has helped the organization in its success and growth. These values are: Ethics: This is an important consideration that helps an organization to maintain an ethical code of conduct and fulfill its legal and legislative obligations. Compliance: Compliance to policies and protocols are important since it helps to orient the actions of every worker in the correct direction and helps to maintain correct and best practices. Value of Customer: This is vital because customers are the main sources of income and loyalty and satisfaction of the customer can help the sustenance on the long term. Respect: Respect is an important value which is given to both the customers and employees, and thus supports the eagerness to understand their needs and problems. Accountability: This ensures that every worker or employee have ownership on their own actions and accept the responsibility of any errors. Social Responsibility:This allows the company to activrly contributes to support the society and contribute to their development. (wesfarmers.com.au 2016)
5CROSS CULTURAL MANAGEMENT Question 7. Reflect on how you could make yourself indispensable at work. One of the most significant strategies to improve employability and chances of growth in an organization is through further education or professional certifications. These are good indicators of the competency of the individual to hold a job of responsibility. Increasing certifications also provides the leverage secure a better position in the job. Therefore I aim to further increase my knowledge and skills through higher education and certifications. I would also use my cultural intelligence to understand and integrate with the new culture more efficiently and thereby becoming a part of the organization’s culture in no time. I also plan to develop self reflection skills further, which will help me, learn from my experiences and thus help in my professional development (forbes.com 2017;Haarhoff et al. 2015).
6CROSS CULTURAL MANAGEMENT References: abs.gov.au(2018).Populationclock.[online]Availableat: http://www.abs.gov.au/ausstats/abs@.nsf/94713ad445ff1425ca25682000192af2/1647509ef7e 25faaca2568a900154b63?OpenDocument [Accessed 13 Sep. 2018]. australia.gov.au, 2018.Our people | australia.gov.au. [online] Australia.gov.au. Available at: https://www.australia.gov.au/about-australia/our-country/our-people[Accessed13Sep. 2018]. Bertsch, A., 2014. Representing the Concept of Culture: Has the Time Come to Replace the Layered Onion?.Oxford Journal: An International Journal of Business & Economics,8(2). forbes.com, 2017.Cultural Barriers To Agile Working. [online] Forbes.com. Available at: https://www.forbes.com/sites/karenhigginbottom/2017/03/14/cultural-barriers-to-agile- working/#2a8169c61400 [Accessed 13 Sep. 2018]. Haarhoff, B., Thwaites, R. and Bennett‐Levy, J., 2015. Engagement with self‐practice/self‐ reflection as a professional development activity: the role of therapist beliefs.Australian Psychologist,50(5), pp.322-328. Ott, D.L. and Michailova, S., 2018. Cultural intelligence: A review and new research avenues.International Journal of Management Reviews,20(1), pp.99-119. Wedel, M. and Kannan, P.K., 2016. Marketing analytics for data-rich environments.Journal of Marketing,80(6), pp.97-121. wesfarmers.com.au.2016.Governanceandcorporateculture.[online] 2016.sustainability.wesfarmers.com.au.Availableat:
Secure Best Marks with AI Grader
Need help grading? Try our AI Grader for instant feedback on your assignments.