This journal discusses the importance of culture in human lives and how it affects cross-cultural communication. It explains Trompenaar's model of national culture and its application to Australia. It explores the concept of cultural intelligence and Wesfarmers' corporate values.
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Running head: CROSS CULTURAL MANAGEMENT Cross Cultural Management Name of the Student: Name of the University: Author’s Note:
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1CROSS CULTURAL MANAGEMENT Introduction The factor of culture plays a significant role in the lives of the individuals and to a great extent determines the values, beliefs and other aspects of the lives of the human beings (Trompenaars and Greene 2016). The importance that the entity of culture holds within the lives of the human beings in represented by the diverse theories as well as the models of culture like Hofstede’s model, Trompenaar’s model and others which try to explain the national cultures of the diverse nations in an effective manner. At the same time the factor of cultural intelligence has also gained significance in the present times and helps a particular individual to understand the culture of others in an effective manner. This journal will discuss about the cultural model of Trompenaar and the analysis of the national culture of Australia on the basis of this particular model. The paper will also discuss about the concept of cultural intelligence and also the different corporate values that the company Wesfarmers follows. Question 1 The seven important entities of the cultural dimension of Trompenaar which is often used to define or explain the national culture of a particular nation can also be seen as the seven layers of the onion model of culture (Trompenaars and Greene 2016). These seven layers of the onion model are often used by the diverse individuals as well as organizations for the understanding of the effective manner in which the problem of cross cultural miscommunication can be effectively mitigated which has emerged as one of the major problems that the diverse organizations of the world are experiencing at the current because of the diversification of the business world (Trompenaars and Greene 2016).There are seven layers of Trompenaar’s model of culture or onion, namely, universalism versus particularism, individualismversuscollectivism,neutralversusemotional,specificversusdiffuse, achievement versus ascription, sequential versus synchronic, internal control versus external control (Trompenaars and Greene 2016). Question 2 I would like to mention at this particular juncture that when the Trompenaar’s model of national culture is applied to the nation of Australia it reveals insight details. For example, the nation of Australia clearly shows universal cultural traits in comparison to the particular cultural tendencies depicted by the national cultures of other nations of the world (Sharma,
2CROSS CULTURAL MANAGEMENT Wu and Su 2016). At the same time I would like to say that the people of the concerned nation are highly individualistic in their approach to work and generally do not like to indulge in collective kind of work. Furthermore, the people of the concerned nation are more like to depict the cultural trait of the use of neutral emotions, that is, they do not like to display emotions within the framework of their workplace (Harrell 2016). Moreover, the national culture of the concerned nation is a typical example of the specific culture wherein the people generally do not like t mingle their professional and work lives (D'Cruz et al. 2016). In addition to these, the people of the concerned nation are more likely to get influenced by the concept of achievement and this fact is being used by the diverse organizations for the processoftheenhancementoftheproductivityleveloftheemployeesinAustralia (Trompenaars and Greene 2016). Furthermore, time forms an important entity of the lives of these people and it is a reflection of this particular fact that the people are representative of the sequential time trait of national culture (Trompenaars and Greene 2016). Lastly, a unique aspect of the national culture of the nation is the fact that the people of the nation are of the viewpoint that they can control the external environment for the achievement of the goals that they have and thus they display the internal direction character trait (Harrell 2016). The video of Fons Trompenaar also hints towards the contents of the above mentioned qualities of the national culture of the nation of Australia. Question 3 I am personally of the viewpoint that the various data as well as statistics provided by the ABS Population clock, CIA World Fact book and others regarding the population demographics of a particular nation can help a particular manager in a significant in the decision making process. It is significant to note that these national statistics about the population and their cultural traits help a particular manager to make the kind of decisions which are likely to be not only appreciated by the majority of the people on behalf of whom the decision has been made but at the same time will be accepted by them as well (Livermore and Soon 2015). This is important since it is likely to reduce the level of resistance from the concernedindividualsbutatthesametimehelpinasignificantmannerforthe implementation of the same (Livermore and Soon 2015).
3CROSS CULTURAL MANAGEMENT Question 4 The concept of cultural intelligence refers to the ability of an individual to perceive as well as understand the national culture of a particular individual (Thomas et al. 2015). I am personally of the viewpoint that this particular factor is important since not only helps a particular individual to develop cultural competency regarding the national cultures of other people and at the same time enhances their capability to work with people from diverse cultural backgrounds. The cultural intelligence theory of Christopher Earley and Elaine Mosakowski (2004) state that there are four important factors which help in the process of cultural intelligence, namely, the motivations of an individual to understand the cultures of otherindividual,cognition,meta-cognitionandfinallythebehavioroftheinvolved individuals (Groves, Feyerherm and Gu 2015). Question 5 I would like to say a few brief words about my own cultural intelligence and its effectiveness. In this particular regard I would like to say that I have a fairly advanced level of cultural intelligence and at the same time I take regular initiatives to add on to the knowledge that I have not only regarding my own cultural intelligence but at the same time regarding the national cultures of the other people or individuals as well. It is significant to note that Australia is a multicultural nation and every-day we come across individuals with different cultural backgrounds (Livermore and Soon 2015). This particular factor not only helps me to develop my own cultural competency in a much more effective manner but at the same time helps me to understand the cultures of these diverse people in a much more effective manner. I would also like to add in this particular regard that the various online activities like the video of Julia Middleton also hinted towards the same and helped me in a significant manner to develop my cultural competency and intelligence. Question 6 The organization Wesfarmers takes the help of diverse kinds of corporate values which has helped the concerned organization in a significant manner to gain a considerable amountofsuccessintherecenttimes.Thefirstcorporatevaluethattheconcerned organizationholdsisthefactthatnotonlythemanagementteamoftheconcerned organization but at the same time the employees of the organization are also required to act in an ethical manner and follow all the precepts of the business ethics for the process of their
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4CROSS CULTURAL MANAGEMENT business(sustainability.wesfarmers.com.au2018).Thesecondcorporatevaluethatthe organization and its employees need to follow is the fact that they need to abide by the variouspreceptsaswellasstipulationsofthelegislationsprovidedbythenational government of the nation of Australia but at the same time of the other nations in which they are operational (sustainability.wesfarmers.com.au 2018). Thirdly, the entire culture of the concerned company is focused towards meeting the demands and the expectations of the customers (sustainability.wesfarmers.com.au 2018). Fourthly, the concerned organizations and also its employees are required to treat its suppliers in an ethical as well as respectful manner (sustainability.wesfarmers.com.au 2018). Fifthly, the concerned organization not only needs to be responsible but at the same time respectful towards the various diverse employees (sustainability.wesfarmers.com.au 2018). Finally, the organization and also the employees are required to indulge in the kind of activities which is likely to add a positive or significant value towards the environment and the society (sustainability.wesfarmers.com.au 2018). Question 7 The dynamic nature of the present day world of employability had made it imperative for the individuals to acquire the kind of skills which are not only likely to make them contribute a positive value to the organization but at the same time make themselves an indispensible part of the concerned organization (Forbes.com 2018). To do this I would first of all have to analyze the key strengths as well as the weaknesses of my own character and work on the weaknesses which I have so as to overcome or mitigate their effects. In addition to this, hard work is another factor which is likely to make myself an indispensible part of the concerned organization. It is significant to note that the various organizations generally look fortheemployeeswhoaremorehardworkingthantheothers(Forbes.com2018). Furthermore, the mistake that the majority of the individuals end up making is the fact that they end up acquiring the kind of skills that are not relevant to the job role that they are supposed to perform within the framework of the concerned organization (Forbes.com 2018). Thus, within the framework of an organization I would try to acquire the kind of skills which are likely to help me to perform the job roles which have been assigned to me in a much more effective manner.
5CROSS CULTURAL MANAGEMENT Conclusion To conclude, the entity of culture plays a significant part in the modern day lives of the human beings and to a great extent determines their identity as well. Furthermore, an analysis of the national cultures of the diverse nations of the world at the same time reveals insightful information not only about the national culture of that particular nation but at the same time regarding the business style of that particular nation. It is precisely in this particular context that the concept of cultural intelligence becomes important and the effective use of this particular process helps an individual to understand the culture of others in an effective manner. This is particularly important in the present day multicultural world wherein people encounter individuals from diverse other cultures.
6CROSS CULTURAL MANAGEMENT References D'Cruz, P., Paull, M., Omari, M. and Guneri-Cangarli, B., 2016. Target experiences of workplace bullying: insights from Australia, India and Turkey.Employee Relations,38(5), pp.805-823. Forbes.com.2018.Forbes.com.[online]Availableat: https://www.forbes.com/sites/karenhigginbottom/2017/03/14/cultural-barriers-to-agile- working/#739e1b4a1400 [Accessed 4 Sep. 2018]. Groves, K.S., Feyerherm, A. and Gu, M., 2015. Examining cultural intelligence and cross- cultural negotiation effectiveness.Journal of Management Education,39(2), pp.209-243. Harrell,L.,2016.ACriticalReviewonthedifferentPerspectivesofCross-Cultural Management.Splint International Journal of Professionals,3(4), p.39. Livermore, D. and Soon, A.N.G., 2015.Leading with cultural intelligence: The real secret to success. Amacom. Sharma, P., Wu, Z. and Su, Y., 2016. Role of personal cultural orientations in intercultural service encounters.Journal of Services Marketing,30(2), pp.223-237. sustainability.wesfarmers.com.au.2018.Governanceandcorporateculture.[online] Availableat:http://2016.sustainability.wesfarmers.com.au/case-studies/governance/ governance-and-corporate-culture/ [Accessed 4 Sep. 2018]. Thomas, D.C., Liao, Y., Aycan, Z., Cerdin, J.L., Pekerti, A.A., Ravlin, E.C., Stahl, G.K., Lazarova, M.B., Fock, H., Arli, D. and Moeller, M., 2015. Cultural intelligence: A theory- based, short form measure.Journal of International Business Studies,46(9), pp.1099-1118. Trompenaars,F.andGreene,R.J.,2016.ReconcilingAchievementwithAscription Perspectives. InRewarding Performance Globally(pp. 115-120). Routledge.