Cross Cultural Management: Organisational Culture, Leadership, Motivation and HRM

This report explores the impact of cross-cultural management on organisational culture, leadership, motivation and HRM. It discusses the issues faced by management in a case study of dam construction and provides theories and recommendations to address them. The report covers the definition, examples and theories related to each category and provides recommendations for better management practices.

Cross-Cultural
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
Case Study Overview.............................................................................................................1
Covered in report....................................................................................................................1
Selected topics........................................................................................................................1
Chosen issues..........................................................................................................................1
MAIN BODY...................................................................................................................................2
Category One - Organisational Culture..................................................................................2
Definition......................................................................................................................2
Examples that link to the issues and organisational Culture.........................................2
Theories that link to the issues and organisational Culture..........................................3
Recommendations.........................................................................................................3
Category Two – Leadership...................................................................................................4
Definition......................................................................................................................4
Examples that link to the issues and Leadership...........................................................4
Theories that link to the issues and Leadership............................................................5
Recommendations.........................................................................................................5
Category Three – Motivation and HRM................................................................................5
Definition......................................................................................................................5
Examples that link to the issues and Motivation and HRM..........................................6
Theories that link to the issues and Motivation and HRM...........................................6
Recommendations.........................................................................................................6
CONCLUSION................................................................................................................................7
References:.......................................................................................................................................8

INTRODUCTION
The term Cross cultural management may be refereed as the scope of study in relation of
cross cultural. It talks about the forces of social culture that creates impacts over the managers as
well as on the management practices with a combination of cultural orientations of individual
people of a business that also covers the diversity management of culture.
Case Study Overview
The present Case study lied upon the project of dam construction where there is a presence
of certain cultural issues being faced by the management team in respect of recruiting the
expertise from other nations. This is due to that the management plans to have the new personnel
within their business with the same nation for similar culture audience so that it can become easy
for the management and performs their action with full comfort.
Covered in report
The present discussion is conducted upon the aspect of the chosen topic as well as
examples that are linked to the chosen problems & the selected topic as well as the theories that
are being followed by the recommendations as well as solution to the problems identified.
Selected topics
The selected topics are leadership organisational culture as well as the motivation and the
management of human resource that directly or indirectly carries the bonding with the chosen
problem & the case study provided. They are being analysed deeply in an effective manner.
Chosen issues
Problem one denotes to the present staff who is managing the whole project has various
culture as well as the ideas & hence in this manner of management is varied. Problem two is
related with recruiting personnel with similar background of cultural to minimize different
conflicts.
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MAIN BODY
Category One - Organisational Culture
Definition
Organizational culture is referred to as the values and behavior of an individual with a
proper belief among employers and employees of the company. It contains the exchange of
behavior which is developed by the leaders. These are the behaviors which are interacted within
an organization for the reinforcement in order to maintain the ethical nature in an organization.
Behavior and values are communicated so that the staff can better understand and could pay
attention towards them and can follow and apply in the company. The reason behind conducting
organizational culture is to maintain professionalism so that the organization can furnish the
aspects of employees in terms of their perceptions and behaviors so that then nature can be
developed in an understanding manner in each and every perception of the organization. It also
involves the past and current experimentation of the manner of mind set and thinking which is
forwarded to the Future expectations. Therefore, it also includes the repetitive and intuitive
habits which are to be carried out in order to develop the emotional responses also (Romani,
Barmeyer, Primecz and Pilhofer, 2018).
Examples that link to the issues and organisational Culture
Examples which are related to the different issues and that in the case scenario given are
associated with the organizational culture. It is well known that there are different types of
operations and Management in the organizations in assorted countries so therefore the companies
hire employees as per their organizational culture operating in a particular country. This is a
major issue that organizations are not exploring other countries and other cultures so they are
limited with the terms of the same Nation and outcomes are also limited rather than diversified
nature. It is examined that the company has the mindset that they can feel the difficulty of hiring
employees of different nations and other backgrounds so therefore in order to avoid contact with
the organization they generally hire the employees of the same country. Hence there is the
relationship between the issues and organizational culture in the form of the employment type
used by the organization in their culture of the organization. Example taken as per the case
scenario is the recruitment and selection domain which is managed by the human resource
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department and thereby used the aim to hire the employees of the same culture and background
which organization follows (Tietze, 2021).
Theories that link to the issues and organisational Culture
There are different theories which are applied in the case scenario and issues considered
in the case study and the domains of organizational culture are the conflict theories which
contain the different methodologies of culture within the organization. The reason behind using
this theory is to examine the major issue identified in the case study is term policy is adopted by
the organization recruitment and hiring. They have targeted the different types of conflicts
among the employers and employees so that they can avoid better management and operations.
Hence the conflict theory states that there are different types of people in the company which are
divided into different class relations, wealth, family background and sports along with the
economy and religion so that the media and power along with the privileges can be similar to all
the employees in the organization without any differences. The company has constructed this
theory so that they can stay away from the conflicts in the organization (Romani, Mahadevan and
Primecz, 2018).
Recommendations
It is concluded that conflict theory is a good Management theory and must be applied by
every organization within their operations and management because it helps your organization to
fight against any conflict arising in the company. but the organization in the case study using the
conflict theory in order to avoid conflicts which is not positive but the organization should use a
conflict theory to fight against the conflicts in the organization. It is important for the
organization to hire the employees from another country in order to have the multiple types of
talents in the organization for better effectiveness and efficiency in their operations and
management and then they should apply the contract theory in order to fight against the conflicts
for better team Management within the company. This can help the organization to consider the
contract theory in a positive manner rather than taking it in a negative manner (d'Iribarne,
Chevrier, Henry and Tréguer-Felten, 2020).
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Category Two – Leadership
Definition
Leadership is referred to as the capability of qualities of an individual or team in order to
lead and influence the organization or a group. Leaders have the ability to follow their
leadership's in order to implement their company's mission and vision in an efficient manner so
that the areas which are required get improved in the company can accomplish their goals and
objectives of the organization. Leaders are accountable to set the policies and culture of the
company so that the proper planning and formulation of different resources can be performed in
order to safeguard them and improve the different bugs associated with the problems in the
company. Moreover, leaders are also responsible for the development of different tactics in the
companies which are not only related to the company but also it is related to the people and
ensuring that the company can function in both manners, materialistic and non-materialistic
components within the firm. There are some of the keys with great ease and skills of the data
such as integrity and dedication along with the communication and self-awareness which is
followed by the gratitude and learning and also the importance and empathy (Romani,
Mahadevan and Primecz, 2020).
Examples that link to the issues and Leadership
Examples which are associated the problems with the direction and the theories as per the
given case study contains the construction management of dam which is not possible without any
delay and the application of leadership applied in the entire undertaking. But there are problems
which are associated with the organizational cross culture which is related to the hiring and
recruitment of the employees with direct links with the dealership management. This is because
the accountability of the reader is also referred to as a culture management in the company
because there are different problems in the culture which are sorted out by the reader in order to
manage the entire project. An example taken while considering the case study given as such that
the leader who is responsible for the dam construction management is facing many problems in
handling the hiring and recruitment function for the expertise who will be responsible for the
dam construction project and the leadership along with the cultural issues. They are also
responsible for the formulation of policies for the culture and the reason behind this is that the
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leadership theories will be more effective and efficient to implement within the organization
(Dudin, Pogrebinskaya, Sidorenko and Shishalova, 2019).
Theories that link to the issues and Leadership
There are various theories which can be applied to the problems considered in the given
case scenario, such as the behavioral theory of leadership and its methodologies which can be
used to solve the problem. The reason behind this is that the organization culture is an essential
activity for the dealer in order to manage and implement for better and improved ideas of
execution of the undertaking. Therefore, the behavioral theory of leadership can be defined as
that how the leader must have to behave as per the business ethics and the motives of the
employment within the organization so that they can make a work done with the employees in a
more satisfactory way. Problems which are discussed in the case study are related with the
behavior theory because behavior is an essential element of the organization culture which
basically describes the behavior of an individual (Mahadevan, 2020).
Recommendations
It is recommended that the company must apply the behavioral theory in the organization so
that they can continue to maintain their organizational culture but the company should adopt the
theory in a different way and uses theory to perform the functions of hiring and recruitment so
that different background and purchase could be hired with different talents for better expansion
and growth of the organization in order to achieve the company goals and objectives
(Guttormsen and Lauring, 2018).
Category Three – Motivation and HRM
Definition
Motivation could be stated as the reasons of acting or behaving in a particular way by a
single person. In general words, it is a specific tool in which human beings are simulated to their
actions in respect to attain the goals. It is a procedure that directs & maintains the goal oriented
actions as well as biological & emotional sentiments with a combination of social & cognitive
forces that encourages the employee’s behaviour.
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Examples that link to the issues and Motivation and HRM
The main problem within business is concerned with not recruiting the people from
cross-cultural background & this takes into the birth of different issues concerned with not
attaining staff engagement. For the business, staff members are performing the main role for the
organization in respect to have huge growth of business & the sustainability. Motivation is the
force that supports staff to work with high level of involvement & leads them to achieve overall
organizational objectives.
Theories that link to the issues and Motivation and HRM
Herzberg Two Factor theory
The Herzberg Two Factor Theory framework comprises of the two different factors that
mentions the theory in a better way that is hygiene factor & the motivational factor.
Hygiene Factor: Hygiene Factor comprises of status, salary, job security & various other
advantages. These are such factors that a manager might consider while motivating the staff, as
dissatisfied staff members would not be able to present their best for the business. The hygiene
factor includes a physiological need that an individual wants & expects to get satisfied.
Motivational Factor: Motivational Factor is such force that provides favourable satisfaction to
the staff members. Such factors assist to encourage the human staff to present their performance
in best manner at organization. Motivational Factor comprises of growth, recognition,
responsibility & meaningfulness of the job (Tietze, 2021.)
In this way including cross-culture would take the business to mitigate its problems
related with staff motivation & through using such components of Herzberg Two Factor theory
issues of cross-cultural elements could be reduced & huge amount of motivation might be
offered to organizational employees.
Recommendations
In the respect it could be recommended that in relation to furnish appropriate motivation
this would be best for the organization to handle their staff members & attain their indulgence
towards business. With the assistance of fulfilling staff satisfaction, the level of employee’s
productivity could be up-gradated & staff might work with high level of motivation.
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CONCLUSION
From the present report it could be said that cross-culture is concerned as the element that is
being required within the organization & assists staff to develop their present skills & fulfil the
highest level of motivation in order to have support within their day to day tasks. Besides this,
with the assistance of cross-culture wholesome advantages to the organization could be provided
as varied skills are combined in the organization. In this way it could be concluded that due to
the non-presence of cross-culture in a business, this would result into engraving various
problems in employee’s motivation, organizational leadership as well as organisational culture.
As in the respect of these organisations, who are considering operations at multinational level
cross-culture is the force that creates an impacts over the functions of business in highly effective
way. As this is mentioned that cross-cultures assist employees to identify as well as determine
more opportunities for learning which could commonly be utilized in organization with an aim to
have wholesome development of the business.
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References:
Books and Journals
d'Iribarne, P., Chevrier, S., Henry, A. and Tréguer-Felten, G., 2020. Cross-cultural management
revisited: A qualitative approach. Oxford University Press.
Dudin, M.N., Pogrebinskaya, E.A., Sidorenko, V.N. and Shishalova, J.S., 2019. Cross-cultural
management in the system of harmonization of interests in the multi-confessional
educational environment. European Journal of Science and Theology. 15(3). pp.191-199.
Guttormsen, D.S. and Lauring, J., 2018. Fringe Voices in Cross-Cultural Management Research:
Silenced and Neglected?.
Mahadevan, J., 2020. The concept of culture in cross-cultural management: genealogical
considerations. SAGE Handbook of Contemporary Cross-Cultural Management. London:
SAGE.
Romani, L., Barmeyer, C., Primecz, H. and Pilhofer, K., 2018. Cross-cultural management
studies: state of the field in the four research paradigms. International Studies of
Management & Organization. 48(3). pp.247-263.
Romani, L., Mahadevan, J. and Primecz, H., 2018. Critical cross-cultural management: Outline
and emerging contributions. International Studies of Management & Organization. 48(4).
pp.403-418.
Romani, L., Mahadevan, J. and Primecz, H., 2020. Methods of critical cross-cultural
management. The Sage Handbook of Contemporary Cross-Cultural Management.
Thousand Oaks, CA: Sage, pp.141-55.
Tietze, S., 2021. Cross-cultural management revisited: A qualitative approach.
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