This study examines the importance of cross-cultural management in international business and explores recruitment strategies and organizational structure for effective cross-cultural management.
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CROSS CULTURAL MANAGEMENT
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Contents INTRODUCTION...........................................................................................................................1 PART 1............................................................................................................................................1 Podcast and Script..................................................................................................................1 PART 2............................................................................................................................................2 Reflective essay......................................................................................................................2 Assessment.............................................................................................................................2 Analysation.............................................................................................................................3 Conclusion..............................................................................................................................4 Action plan.............................................................................................................................4 CONCLUSION................................................................................................................................4
INTRODUCTION Cross-cultural leadership could be characterized as a system for managing employees of various organizational backgrounds (Moriano and et. al., 2012). In a global or global business sense, it helps businesses navigate the disparity in processes, beliefs and consumer or worker expectations. Thus, this is important to follow the philosophy of cross culture management subject tocompanies that operate ininternational market. This study will make a serious examination of the recruitment of staff whom are active in the administration of cross-culture. Throughinternational site, the organization is working to decidestrategic actions and makethem resilient in incorporating social variationsto enhancetheir collaboration and reach a high degree of engagement. Because of some internal management problems, the plan has also been postponed, i.e. they need to recruit skilled personnel to manage the regional procurement and supplies sourcing operations. PART 1 Podcast and Script A U.S.-oriented business, Hydro Generation, is planning out Tanzania's largest dam venture, needing skilled workers to effectively finish the project (Thomas, 2015). The field research isconductedon the problem of both the organizational systemthat affects both the commercial business and the firm's profitability. Organizational baseis a framework that explains how these tasks are oriented toward achieving a firm's purpose because it includes positions, obligations and laws. Through throwing their efforts subject tothe corporate target, resources contribute a significantroleindailyoperations.Astablearchitectureofthecompanyprovidesan efficientmechanism through which Power Generator may distribute obligations as well as adjust improvementstoincreaseefficiency.Inordertoaccomplishthetargetefficiently,the organization must have a functional management structure to supplyworkers with guidance and guidance to continue with and complete the Hydro Generation dam venture. An efficient framework minimizesworkplace disagreementsand conflicts and avoids outsourcing and replication of research as the mission will be defined to increase efficiency and productivity. It also enables executives torecognise the capacity of both the workersand allocatedresponsibilities to improve theskills.this will not only provide best results in attaining organisational goals but also form a skilled image of business. Thus, another well-structured 1
organization, by implementing new and great mind-set, increases workers ' productivity and inspires everyone to devote the valiant efforts. Hydro Generation is thus able to achieve high turnover development and increase profits with both the best use of capital. PART 2 Reflective essay A team event was conducted by an identifiable group, i.e. podcast. This task as done by 5-6 men. While during podcast operation we encountered several pitfalls and difficulties, but they completed ourselves task. Explanation In Hydro Generation, according to the research study, there is indeed a problem of corporate phenomenathat has affected the growth and developmentof the organisationin the new particular region (Bian and Forsythe, 2012). To enhancethe overall efficiency, every organization must take corrective stepsto effectively achieve the pre-decidedtarget. A company experiencing a challenge in recruiting a skilled staff to accept responsibility for regional procurement, manage the operations of sourcing supplies, and efficiently retain stock. As mentioned above, I was faced with a problem during the hiring process of candidates because each one has a specific character and personality that has affected the entire business activity. Compassion I encountered various people that have a specific attitudes and behaviour against the job category when recruiting several employees (Caligiuri and Tarique, 2012). Few of them were limited in their ability, while others have been uncertain about the task. Nonetheless, I thought that not only interpersonal skills are needed, but that workers could have positive behaviour and then be able to construct effectiveconnections with one another in order to help and reliably accomplish defined goals. One applicant became outstanding in interaction and have had faith in the mission, but also had poor attitude or behaviour to the other contestants. I figured such applicant would be picked, because of the narcissistic agency did not hire them Assessment Evaluation The feedback has been useful and imp-activeduring this phase because it helps me andevaluateandappreciateavarietyoffacts(MatsumotoandHwang,2013).Oneof primaryimportant points that each individualof the party was enthusiastic and devoted to a 2
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project and decided on both the timetable. In addition, two members ' actions made me realize how necessary it is to be respectful and respectful in a difficultissue. As when the applicants had annoying behavior, we are still able to balance everyone and provided a good atmosphere that helped me work smoothly despite pressure. I realised that It was really a fact in local culture that poverty was strong and that so-called work hunts are usually carried through term-of-mouth, particularly by relatives. Employing a tall-ranking customs official's aunt cannot help when it comes to securing clearances for imports (Lamb, 2013). I had established the custom of referring to local people's vacancies and instead recruiting and hiring the kin they suggested. He argued in a nation like Tanzania that such family relations might be useful. I also evaluated a worse scenario that,if news penetrated the Tanzanian administration's highest levels, despite the government's non-corruption stance, it would find itself struggling with people in positions to request large payments for resources like, perhaps, having no reason to obstruct the site's efficient operation (Bochner, 2013). Such transactions can not only become expensive but they may be criminal within U.S. law. I had no reason to disbelieve any hiree's integrity, but there are risks in cronyism (Bleidorn and et.al., 2016). For instance, a close connection between an employee and some public official could cause the worker to engage more aggressively in the process of bribery. If a female hired to work on export clearance joined her father, the border guard, in order to varieda little more for each export permission. Analysation I explored throughout the processing of both the project that perhaps the job was equally divided between workersbased on the skill andcapacity that encouraged everyone to work beyondmisunderstandingwithoutuncertainty(JohnsonandCullen,2017).Throughthis successful separation of research, I became able to recognize my strengths and weaknesses and enabled me conquer certain challenges that boost the efficiency and incorporate interesting and innovativeideas to accessthe business's profitability. Every one of us was specific about both the task that decreased job replication but minimized legal issue. So, I'm going through certain articles, ideas that show ways to strengthen or improve the whole system and also reduce stress or burden between members of a group. Such principles illustrate the group summary that each individual has different positions, power and vulnerability that we put together. I assumed this practice would improve efficiencyand competitiveness, instead it would produce high costs and take a huge amount of time to produce tension between members and impede the whole 3
recruitment process.When in that game we didn't feel that produced any complexities in my function. The hypothesis that helps us understand our shortcomings is why we still haven't expected or predicted the program (Ng, 2013). I feel they need to focus on groupthink since it shows that this is a strategy whereby individuals in a group will lift the different viewpoints if they believe it could affect the firm's judgment as well as the entityâs management.I believe if we had been confronted by predicting of both the project, we could have resolvethe problems and handled the whole system successfully. Conclusion I learned from this phase that when a person wants to split its task between participants, they need to prepare how andwhatto manage and organize every segment or task in order to enhance the firm's workplace environment (Reisinger and Turner, 2012). If it had been achieved, it likely allowed the segment to be put together helped us to avoid or reduce the replication of practice in subjectto achieve a sustainable image andorganizational objective. Action plan To maximize the efficiency and competitiveness of both the business and team, I realized the values of collaborative working and divisionalof job (Yu and Ko, 2012). So that when I function in a team each year, that I am talking with them about the capacity and ability to support the organization boost its ability and efficiency of firm. All other thing I would recognize when splitting the research is that although we can anticipate and influence the outcome in advance, it produces a higher degree of satisfaction and reduce stress among team partners. In fact, I firmly believe that this really allows us to make strategic decisions that maximize revenue growth and efficiently reach our non-determined target. Beyond this, a person should feelinspired to seek tomaximizeprofit and obtain comparative advantage like competitive advantage. CONCLUSION It can be taken in the above-mentioned study that there is a great need for good operational managementof the crossed community. As if this is not achieved, the organisation's performance would be impaired as well as its workers ' efficiency would be decreased as well. Unless the company wants to develop the cross cultural, it can inspire its workers and enable them to act in a progressive way. Entity should hire better workers to have the jobscompletedand it is possible 4
to drop the best worker at the right job. By doing so, the entitywill becometo perform the required mission in a coordinated way as well as reduce the risk of disagreements and conflicts. 5
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