Cross Cultural Management

This report discusses the importance of cross cultural management in maintaining effective relationships between different cultures in the workplace. It explores theories and models of organizational culture, leadership styles, and motivation and HRM issues. The case study of Hydro Generation in Tanzania is used as an example.

Cross Cultural Management

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
Organizational Culture.....................................................................................................................3
Handy’s Culture Model or Theory...............................................................................................4
Leadership .......................................................................................................................................6
Participative Leadership Theory..................................................................................................6
Recommendation ........................................................................................................................8
Motivation and HRM related issues relevant to the case study.......................................................8
Implementation of motivational theory.......................................................................................9
Recommendations........................................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES .............................................................................................................................10

INTRODUCTION
Cross cultural management can play very appropriate role for maintaining an effective
relationship between various cultures. Nowadays top-level management in each organization has
focused on managing the cross cultures in their daily operations, because it is too important for
removing various conflicts from workplace. Generally, in the businesses, all employees not come
from same background. Suppose, all people have different ethnicity, caste, culture, religion, etc.
In this situation, top-level management of businesses are fully responsible for systematically
managing these various cultures of employees in order to achieve better outcomes in market
place (Romani, Mahadevan and Primecz, 2018). When a company’s upper management has not
managed cross culture in own workplace, then it can’t effectively maintain good relationship
with its various employees or people.
This report discusses on the topic of cross-culture management aspect of Hydro Generation (HG)
to the operation phase of a major project of dam in the Tanzania. Report has included some topic
and issues of effective and useful theories as well based on the management of cross cultural.
Currently Graham Steinberg is the vice president at this US based Hydro generation (HG), in
which he needs to be considered different mentioned cross-cultural management theories of this
report for gaining the construction task of the major project of dam in Tanzania.
MAIN BODY
Organizational Culture
Organizational culture is too important necessary topic for being discussed in workplace
of an organization. In the current time period, those companies or businesses gains very excellent
outcomes in market place which has appropriate knowledge about the organizational culture
(Mannion and Davies, 2018). After gaining proper knowledge about organizational culture, Vice
president of HG Mr. Graham Steinberg will be easily achieved the final objectives of dam in
Tanzania. Mr. Steinberg is fully responsible for removing those all factors from own workplace
which can be negatively impacted its decided goals and targets in market place. There are lots of
theories as well as models of organizational culture simply available in market place, in which
Mr.Steinberg has to adopt and implement these theories and models in order to achieve outcomes

in Tanzania. For example; the Handy’s model of culture is one of the most appropriate models to
deeply understand organizational culture properly. Handy’s culture model or theory has been
discussed below for HG’s vice president.
Risk Registers
Risk description Likelihood of
risk occuring
Impact of
risk
Severity of the
risk
Mitigation actions
Financial risk High High High Develop a proper budget
according to requirements.
Technical risk Low High Low Schedules monitoring and
maintenance.
Unable to achieve
target
Low high Low Team development and task
allotment as per employee
expertise.
Financial risk- Developing a proper budget while evaluating all the expenditures is necessary
because if Bratty Jones is unable to evaluate the expenditures then developing project may
reduce the profit margin.
Technical risk- Proper evaluation of the organizational machinery have to be done on a
scheduled basis through which proper working condition of the equipment’s can be ensured. This
is important because since the company tend to develop large hydro projected because of which
has to ensure accuracy of the developed project and high work productivity.
Unable to achieve target- Through developing working strategy and appropriate task allotment
risk can be minimized. This happens each employee is having a expertise in its respective field
and by allotting task as per its expertise high level of employee engagement can be achieved.
Handy’s Culture Model or Theory
The model of organizational culture was being developed by Mr. Charles Handy.
Basically, he was specialized in the area of organizational culture within his career. This, model

of organizational culture will support to Mr. Graham Steinberg to achieve contract of a major
dam within Tanzania. According to Handy, mainly four types of culture presents in the
workplace of an organization, so these all culture types has been mentioned below;
Power Culture
Power culture is the way of managing organization employee workforces in such a way
that the ability to manage the operations is concentrated on the hands of few employees on the
higher position within the organization. Brett Jones has having an efficient knowledge and
understanding about the ways through which the desired target can be achieved despite changing
situations and because of which often tend to take strict actions. Through this steps Jones tend to
increase the probability of goal achievement but also at the same time reduces employee's
engagement with the organizational activities (Turlais and Dubkevics, 2017).
Task Culture
According to Mr. Handy, Mr. Steinberg has required to allot various tasks its various
employees in an proper way. Suppose, an organization has always hired people to complete their
various tasks or functions. After hiring various employees, organizations have allotted task to
different employees according to workability and eligibility. But during giving tasks to different
employees, there are Mr. Steinberg will require to be considered edlots of other things as welling
workplace. Suppose he can be considered work experience of people before giving them various
tasks. During hiring employees to various task, vice president Steinberg needs to follow on thing
that, who’s candidates are currently living in the republic of Tanzania for very long time period,
who’s candidates knows knowledge of demography and geography aspects of Tanzania in proper
way (KARAPANCHEVA, 2020). By following these all aspects, Mr. Steinberg can be easily
achieved contract of the dam within Tanzania.
Person Culture
This is another major culture in the organizational culture model of Mr. Charles Handy.
Generally, this person culture said that, each employee in the organization is too important to
achieve its organizational goals and targets. So, Mr. Graham Steinberg is responsible for givin
greward and appreciation to it’s all existing employees who will work under its daily activities of
dam in Tanzania country. There is major dam construction is not a little task for an individual,

because huge efforts of human are highly required to construct a dam successfully. In this
situation, people or employees will be one of the major resources for-vice president Mr.
Steinberg within his regular operations, so vice president is required for making or creating that
type of work environment, in which all employees will happily work to him in workplace.
Role Culture
Role the last culture type according to Handy’s culture model. According to Mr. Handy,
each employee or person within daily operations of Mr. Steinberg’s will need to play own role in
too effective way. It is too mandatory for gaining all organizational objectives in its decided time
period. In this situation, after achieving the contract of a dam in Tanzania, the vice president will
be required to provide various job roles to various employees, so these people can be responsible
for playing their roles within very proper way (Gardner and et.al., 2020). Of course, employees
or people has faced different problems and errors while playing own respective roles, so vice
president Mr. Steinberg can be responsible for using his skill of problem-solving to solve
different problems and difficulties of his employees within the workplace. HG’s vice president
Graham Steinberg should be to consider these all-mentioned culture types for systematically
managing the organizational culture in operations of Tanzania.
Leadership
As defined by Dwight D. Eisenhower ‘Leadership is an art through which leaders make
someone else to do something because leaders want to do that’(The Art of Great Leadership,
2016).
This definition clearly highlight what leadership is and this definition also highlights
different elements of leadership that is influencing, communicating and directing followers,
subordinates and colleagues. This means that leadership involves and requires effective
communication skills, this skill enables leaders to communicate in a way that is influencing and
also enables other to believe what leader is saying and what leader is doing (Larry, 2020). This is
a possible way in which leaders make other believe and do what they want to do. This is also role
of communication and influencing skill that leaders make other believe that they want to do it
like leader. This means that this is not any order or direction of leader that make subordinates do

what leaders wants them to do but is a art and skill of making them believe that they are doing
something because they want to do it.
Case study of Hydro Generation outlines that there are certain problems that are related to
leadership element in the organisation. Several examples can be found and some of them are
Graham Steinberg concerned about means by which Brett Jones tended to achieve his means.
This is one of the elements that outline ineffectiveness of leadership of Graham Steinberg.
Another example of this is where Graham Steinberg is concerned with aspects of lifestyle of
Brett Jones in Tanzania and preference of isolating him from expats (Riggio, 2017). When
compared these problems with definition of leadership, it can be considered that Graham
Steinberg could not influence Brett Jones to work according to their culture and their way of
working and work with expats rather than focusing on Tanzanian culture.
Participative Leadership Theory
Participative leadership is a leadership style in which the organizational leadership tend
to involve other employees in the decision-making process. Through this approach the leadership
tend to develop bi-directional communication with the employees such that they are able to
showcase the issues which they are facing within the company. Through this the leadership not
only tend to identify the negative factors affecting the organizational performance. But also at
the same time motivate employees to showcase their creative ideas and different point of views
in the team discussion by which employee's contribution in the team discussion can be increased.
In order to achieve this leadership can utilize different communication models within Brett
Jones.
1. Linear Model- In the linear model of communication one sided communication is being
established within the company (Businesstopia, 2019). This can be seen that if the
employee at the higher position within the company tend to share an information then
employees at lower level only have to follow the command. High control over
organizational activities is achieved but the company lags work creativity because
employee only follow orders and their engagement towards achieving target is reduced.
2. Transactional Model- In this approach of communication information is being shared
between higher position employees like Bratty Jones and other employees have to follow
the command. But also at the same time employees are having an authority to showcase

their feedback on an team discussion regarding to issues which they are facing. Since,
single directional communication is being established due to which employee problems
are being resolved. But they are limited to showcase their problems due to which final
quality of a task is limited.
3. Interactional Model- This is the final stage of organizational communication in which
bidirectional communication is being established between different hierarchical levels of
company. Through this approach employees are not only able to showcase issues but also
at the same time employees are motivated to showcase their ideas. Through this Bretty
Jones can not only achieve efficient problem solving time but also can increase the
quality of the achieving outcome of an activity.
Recommendation
Case study of Hydro Generation suggests that even though Brett Jones is highly
competent in his work and possesses required knowledge, skill and experience but has low
commitment. His low commitment is towards organizational culture of Hydro Generation and
this is one of the reason that he works with Tanzanian culture rather than organizational culture.
Theory provide solution and recommendation is also based on this that Brett Jones should
encourage Brett Jones to work with organizational culture and also actively participate in
decision-making in order to ensure his practices are according to requirements of organizational
culture and are not based on and like Tanzanian culture (Crosby and Bryson, 2018). Active
participation in decision-making and encouraging his has strong possibility of influencing Brett
Jones to work according to organizational culture and also be associated with expects.
Motivation and HRM related issues relevant to the case study
Berelson and Steiner has defined Motivation as inner state of individual which activate,
energise and directs goals for certain behaviour.
Mathis and Jackson has defined HRM as effective utilisation of resources and
organisation of HR on the basis of related activities.
In the case of Jones and Steinberg it can be said that both were trying to defend
themselves about African and Tanzania working culture. In this case study several issues have

been found that may affect overall project performance of Tanzania or HG. It is found that due to
lack of local culture, Jones focus on other culture and respecting of one culture can have several
negative impacts on the local people. It is found that HG was facing problems in hiring local
employees and retaining them with the company and making them able to accomplish their
project. 2 main HRM and motivational issues that this study has discussed is inappropriate
recruitment and selection process that is increasing unemployment rate in the host country
(Bakare and Ojeleye, 2020). Other main problem is increasing rate of staff turnover due to not
respecting values of local culture.
Both these issues can have several negative impacts on the completion of HG or Tanzania
project. So, it is important for both Jones and Steinberg to understand importance of local
culture, performing activities as like local culture. It is also found that company focus on flat
structure that is also creating problems in exchange for information or flow of information
among employees that can also become reason of miscommunication and conflicts (Chauhan,
Goel and Arora, 2018). So, by focusing on motivation and effective section process, these
problems can be solved out in an effective manner.
Implementation of motivational theory
Problems in hiring skilled workforce and increasing rate of staff turnover are main
motivational and HRM issues. It is important for leader and manager of HG to develop or
implement appropriate theory by which they can respect values of local culture and can also
motivate local employees.
Herzberg’s two factor theory: This motivation theory can help HG in solving both these
problems and motivating their employees towards accomplishing goals and staying with the
company. This theory consists of 2 main factors such as: Hygiene and motivating.
Motivational factors: It consists of all those factors that can increase self-esteem among
employees. If these factors are not present then employees can become dissatisfied at workplace.
These factors lead to positive satisfaction for long term and their presence is important for
motivating employees. All these factors motivate employees for superior performance and make
them able to stay with the company (Kotni and Karumuri, 2018). All these factors are non
financial such as: achievement, appreciation, promotional opportunities and responsibility. By

giving all these opportunities HG can make their employees feel valued and motivated towards
accomplishing goals.
Hygiene factors: These are those factors that do not lead positive satisfaction and immediate
motivation among employees but their absence can dissatisfy employees. These factors can help
company in attracting customers and hiring skilled workforce. It includes: pay, company
policies, working environment that are being considered by employees while making decision of
going for employment to company (Alfayad and Arif, 2017).
Recommendations
From the above discussed theories and issues it can be said that some factors can help
company in solving problem of staff turnover and others can help in hiring skilled workforce.
But it is important for company to improve relation and increase trust among employees. So, in
this regard it can be recommended to this company that it should focus on implementing
effective leadership and management strategies. By making use of transformational as well as
democratic leadership and management theories, it can solve all problems and can increase
loyalty and trust among employees (Habib, Awan and Sahibzada, 2017). When employees are
being given opportunities in taking participation in decision-making process then it makes them
feel valued and it makes them loyal towards the company.
CONCLUSION
From the above study it has been summarized that motivation plays a vital role in
attracting skilled workforce and increasing staff retention rate. It has discussed some problems
that occur due to adopting different cultures and ignoring local culture. Respecting values of all
culture is important and it is the main key of success of any project and any organization. Those
companies who implement comply policies and have strict regulations within their business are
more likely to become successful and less likely to face problems like staff turnover rate, barriers
in employing skilled workforce and others. It has also shown organizational culture, diversity
and leadership related problems and how it has negative impacts on the overall performance and
image of the company. Having an effective culture is important as it helps in improving flow of
information among employees and that leads to successful project.

REFERENCES
Books and Journals
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Culture. International Journal of Intellectual Discourse. 3(1). pp.17-31.
Chauhan, A., Goel, M. and Arora, R.G., 2018. Relational study of academicians’ motivation and
organisation performance through graph theory. IIMS Journal of Management
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Crosby, B.C. and Bryson, J.M., 2018. Why leadership of public leadership research matters: and
what to do about it. Public Management Review. 20(9). pp.1265-1286.
De Sousa Sabbagha, M., Ledimo, O. and Martins, N., 2018. Predicting staff retention from
employee motivation and job satisfaction. Journal of Psychology in Africa. 28(2).
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Gardner, W.L and et.al., 2020. The leadership trilogy: A review of the third decade of the
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Kotni, V.D.P. and Karumuri, V., 2018. Application of Herzberg two-factor theory model for
motivating retail salesforce. IUP Journal of Organizational Behavior. 17(1). pp.24-42.
Mannion, R. and Davies, H., 2018. Understanding organizational culture for healthcare quality
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