Cross Cultural Management : Assignment

Cross Cultural
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
PART 1............................................................................................................................................1
1. Podcast & script.......................................................................................................................1
2. Reflection Report.....................................................................................................................1
CONCLUSION................................................................................................................................4
REFRENCES...................................................................................................................................5

INTRODUCTION
Cross Cultural Management is an effective practice that involves managing the working
of different team performing their job role in a way that consider the differences in cultural,
practices and preferences of consumer in a global business context (Bian and Forsythe, 2012).
PART 1
1. Podcast & script
In recent time every company faces large number of problem while operating its business
globally as there are specific guidelines that are need to be followed (Jackson, 2012). From the
case study of Brett Jones in Tanzania there were large number of problem that were faced by
Graham Steinberg’s while hiring an knowledgeable, experienced and qualified person. Some of
these issues were related to the unethical working style of Jones, actions might have unforeseen
repercussion. The hiring practices, issues with tribal ritual etc. According to the given case study,
it has seen that the major motivational factors that was lacking during the planning of HG project
is relate with the John’s lifestyle. It was inconsistent with HG culture because of that the people
of Tanzania adapted the life, which would be comfortable for them in relation to the environment
condition. Another crucial issue was transmit with the unemployment rate that was also bit of
higher side. In relation to HR, management issues that John has developed the practices of
mentioning opening to local people and interviewing, hiring those relative that was recommend
by the people. Steinberg was also not very comfortable with Jones’s hiring practices because he
was doing more favouritism. Due to this the existing employees have problems and they are
dissatisfied that could lead to stoppage of work. In order to over this ongoing problem
management focus to implement the concept of Herzberg's motivation hygiene theory that is
also known as dual factor theory (Herzberg's theory of motivation, 2018). The theory states that
job satisfaction and motivation are the most important factor within an organisation as it makes
employees to give their entire potential in order to complete the allotted work. The management
also use to provide hygiene factors such as salary increment, working condition and the relations
among employees so that they gets motived in order to complete work. At the same time there
are certain limitation of using this theory such as in case if Jones do not properly planned
activities with the evolvement of employees than it could be lead to reduce the performance of
employees. Therefore its is very important to begin the process at the top level of organisation.
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2. Reflection Report
I had a group of six people working on a project all together that is relate to the case
study of Brett Jones working on a construction of dam in Tanzania. I as an individual have topic
that is relate to Motivation and human resources practices. From the case study, it has been
identify that there are many issues that could be the reason which could hinder the performance
of employees and reduce their efficiency. For instance in case of hiring new employees to the
dams project in Tanzania the vice president of HG found that Jones do not apply the best
techniques due to which they are not able to recruit the best one. According to me, there is a need
of providing proper boost and motivation to the larger number of local working on project. As it
is observed that person with all its need satisfy, perform work in more meaningful manner and in
effective way making the competition of work on time and according to the criteria. I was
searching for the best motivation theory or concept that could be useful in this situation so that
employees get best advantage while working. Various human resources practices could be apply
for improving the working style of subsequent worker and making valuable use of resources. I
feel comfortable when my group and me comes to make a decision that the best motivational
theory that could be helpful in addressing the issues that are faced by Graham Steinberg’s.
According to me, the best theory of motivational is Maslow's hierarchy theory that would be
supportable for Brett Jones to makes their employees satisfied that would result better for the
future time. I think that he as a manager would also be beneficial by this method as he would be
able to reduce the concern of Hydro Generation vice president that he is the best person to
manage and run the dam project in Tanzania, as local tribe are more comfortable with him. Me
and my group was not sure that this could be best for the situation but the thought made us clear
that once employees are satisfied with company rules and polices they deliver the best result for
the functioning of particular project.
Marlow's hierarchy needs of theory:
Abraham Maslow, who was a known to be an expert in behavioural of human
psychology, introduced Maslow’s hierarchy theory of needs. The series was formulate to assist
and inform the relation among basic needs and desires of an individual. This theory is mainly
categorized into five stages that are psychological, safety, social, self-esteem and actualization
needs. As I think that these would be the best to makes their employees motivated and complete
the work in time. These needs are describe underneath.
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Psychological needs:
Psychological needs reckon necessitate of human which are accommodation, sustain,
clothes etc. Thus, I think that once the Jones have to accomplish the mental necessarily of their
worker so that they get satisfied. In case these needs are not fulfil, I think that expert cannot
perform their task efficiently and may reduce the performance of overall project.
Safety needs:
Safety needs is also one of the crucial needs of human that could affect the employees to
execute work for long time. These necessities concern job safety, safe working environment that
guarantee an individual is working and protected from each kind of components. I thought that
one these needs are fulfilled employees fell secure so that they feel safe while performing jobs.
This helps them stay in company for long term.
Social needs:
Social needs is the third essential needs of content motivational theories. In this human
needs love, belongingness, interaction and affections are included. Staff members of wants love
and affection from their senior authority, colleagues and managers. Therefore, it is
responsibilities of managers to satisfy their employees by providing them good working
surroundings.
Self- Esteem need:
Self-esteem needs is describe the self-regard and respect. In this needs knowledge,
confidence, independence and achievements many or are included. Employees needs esteem
from their managers and other co- workers and wants to add knowledge. Seniors should give
regards and treat them in well manner so that they work effectively.
Self-actualisation needs:
Self-actualisation needs comes after fulfilling the all needs. This needs involve
advancements, development, growth and creativity. Workers of wants to development by tacking
challenges and various typical projects so that they may able to increase knowledge and skills
through which they performance best and assist to attain objectives of organisation.
From the case study we also come across different problems that are actually makes HG
department worried about operation project in Tanzania. I have analysed that Jones must be
capable enough to manage worker so that they are able to deal with tough situation. I think so
that there is lack was lack of HRM practices that were actually missed by Jones while he was
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working in Tanzania. Me and my group comes to the conclusion that there must be proper use of
human resource management practices for making employees satisfied so they could deliver the
best performance. According to me some of the practise that must be require by Jones are:
Employment security: From case scenario, we come to know that in Tanzania most of
the people are searching for the best job and working environment that will makes them satisfied.
In return, of proper security local worker and people who came from different part of world will
deliver their best working so that result for company can be higher. I think that most of the
employee working on Tanzania dam project wants their families to get protect as in country there
is large number of problems. It enables employees to go home and provide for themselves and
their families. This concept of security is essential and underpins almost everything HR does. I
think that Jones must have provide the essential security to their working so that they work with
full potential to complete the allotted work.
Selective hiring: My team and I observed that there is huge problems going on with
Jones, as he was not able to select the best employees from different option. I think that he must
have properly adapt the process of hiring an employees that is
 Written test
 Personal interview
 Group discussion
CONCLUSION
From the above reflective assignment, it has been conclude that it is very important to
have proper knowledge about the HRM practices so that employees could be get motivated. This
help to improvement of the overall performance of any project.
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REFRENCES
Books and Journals
Bian, Q. and Forsythe, S., 2012. Purchase intention for luxury brands: A cross cultural
comparison. Journal of Business Research. 65(10). pp.1443-1451.
Jackson, T., 2012. Cross-cultural management and the informal economy in sub-Saharan Africa:
implications for organization, employment and skills development. The International
Journal of Human Resource Management. 23(14). pp.2901-2916.
Johnson, J. L. and Cullen, J. B., 2017. Trust in cross‐cultural relationships. The Blackwell
Handbook of Cross‐Cultural Management, pp.335-360.
Mor, S., Morris, M. W. and Joh, J., 2013. Identifying and training adaptive cross-cultural
management skills: The crucial role of cultural metacognition. Academy of Management
Learning & Education. 12(3). pp.453-475.
Peterson, M. F. and Soendergaard, M., 2012. The foundations of cross cultural management.
Revista Psicologia Organizações e Trabalho. 12(1). pp.17-31.
Online
Herzberg's theory of motivation. 2018. [Online] Available through:
<https://www.toolshero.com/psychology/theories-of-motivation/two-factor-theory-
herzberg/>.
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