Assignment On Cross Cultural Management Analysis

Running head: CROSS CULTURAL MANAGEMENT ANALYSIS
CROSS CULTURAL MANAGEMENT ANALYSIS
Name of the Student
Name of the University
Author Note

1CROSS CULTURAL MANAGEMENT ANALYSIS
Answer to Question 1 – Ways to prepare expatriates from Australia for assignment in
Indonesia
The national cultures of different countries have an impact on the employees and
expatriates who are transferred due to international expansion of an organization. The individuals
and expatriates who enter Indonesia from the developed countries like New Zealand and
Australia thereby need to have knowledge based on the business environment and the differences
in cultures as well. Hofstede’s cultural dimensions’ model will be used in order to analyze the
differences that exist between the two countries (Arli, Leo and Tjiptono 2016).
Power distance – Australia has gained a score of 36 and New Zealand has gained 22 in
this dimension and this is able to depict that the hierarchy levels in the society are not provided
with much levels of importance. Indonesia is able to gain a high score of 78 in the dimension and
its depicts that the society of the country is hierarchical in nature (Hofstede-insights.com 2019).
Individualism – The score that has been gained by Australia is 90 and New Zealand has
gained 79 and the society can thereby be considered as highly individualist in nature. The society
of the country is also loosely knit and people need to look after themselves. The individualism
based score of Indonesia is 14 and this can also depict the levels of collectivism within the
society of the country (Hofstede-insights.com 2019).
Masculinity – Australia has received a score of 61 and New Zealand has received 58 in
the third dimension and the society is masculine and highly goal oriented. The score of Indonesia
in the third dimension is 46 that is considered to be moderate and the country depicts low levels
of masculinity as well (Hofstede-insights.com 2019).

2CROSS CULTURAL MANAGEMENT ANALYSIS
Uncertainty avoidance – Australia has received 51 and New Zealand has received 49 as a
score in the fourth dimension that can be considered to be moderate or intermediate. The
individuals in the society feel moderately threatened by the levels of uncertainties. The score
received by Indonesia in the fourth dimension is 48 that can also be considered as moderate like
that of Australia (Hofstede-insights.com 2019).
Long term orientation – The score of Australia in the fifth dimension is 21 and that of
New Zealand is 33 and the long term orientation levels of individuals are also quite low.
Indonesia has gained a score of 62 in this dimension and it is able to depict a pragmatic culture
as well. The levels of long term orientation of Indonesia are quite high (Hofstede-insights.com
2019).
Indulgence – The score of Australia in the last dimension is 71 and of New Zealand is 75
that are able to prove that the country is highly indulgent in nature. The willingness of people to
indulge in their desires and impulses are quite high. Indonesia has been provided with a score of
38 in the last dimension and the culture based restraint is depicted by the society as well
(Hofstede-insights.com 2019).
The seven dimensions of Trompenaars can be used to analyze the cultural differences,
Universalism versus particularism – The first dimension is based on the universalism
and particularism. The society of Indonesia is based on universalism and that of Australia and
New Zealand provides importance to particularism.
Individualism versus communitarianism – The second dimension is mainly based on the
levels of individualism in the society which is high in New Zealand and Australia and quite low
in Indonesia.

3CROSS CULTURAL MANAGEMENT ANALYSIS
Specific versus diffuse – The people of New Zealand and Australia keep their work lives
and personal lives separate and the society can be considered to be specific in nature. On the
other hand, the work lives and personal lives of Indonesians overlap sometimes and the society is
based on diffuse (Arli, Leo and Tjiptono 2016).
Neutral versus emotional – The people of Australia and New Zealand are considered to
be neutral in nature and those of Indonesia are emotional.
Achievement versus ascription – In the societies of Australia and New Zealand power
and hierarchy is provided with less importance. On the other hand, power and position is
considered to be important by people in Indonesia (Kim and Stepchenkova 2017).
Sequential time versus synchronous time – The sequential time based aspect is an
important part of the culture of Indonesia. On the other hand, the synchronous or flexible timing
aspects are considered to be important in the society of Australia and New Zealand.
Internal direction versus outer direction – The inner direction is mainly followed by the
society of Indonesia and the outer direction is followed by the societies of Australia and New
Zealand (Goodman-Delahunty and Howes 2016).
The cultural differences that exist between the three countries like Australia and New
Zealand and Indonesia have to be taken into consideration in order to provide appropriate
training to the expatriates. The overseas assignment that is provided to the expatriates can be
completed with the support provided by the trainers and the managers (Arli et al. 2017). The
trade based relationships that have been formed by the emerging countries in Asia and a
developed economy like Australia have an impact on the expatriates who can enter Indonesia.
The business opportunities that are provided by Indonesia can be used by the organizations with

4CROSS CULTURAL MANAGEMENT ANALYSIS
the help of support that has been offered by the expatriates. The development of skillful
negotiations can have an impact on the ways by which expatriates can take provide their
important contribution to the organization (Goodman-Delahunty and Howes 2016).
Answer to Question 2 – Pros and cons of culturally diverse groups
Diversity in workplace is mainly based on the ways by which globalization has been able
to influence the business environment and different international organizations as well. The
organizational structures of multinational corporations have a major effect on the operating
processes. The knowledge related to pros and cons of diversity in the workplace is based on the
perspectives that have been developed by the employers, employees and the customers
(Hoffmann et al. 2015).
Employer’s perspectives – Pros – The talent pool that is provided to the employers is
broad and they are able to select the suitable staffs that belong to various backgrounds, locations
and age group as well. Cons – The conflicts that arise in the selection of right candidates for the
job from diverse group of people are quite high due to differences that exist between them (Kim
and Stepchenkova 2017).
Employee’s perspectives – Pros – The internal training that is provided to the employees
can be made easier if the different types of employees can work together within the diverse
environment. Cons – The lack of proper resentment and barriers related to language can have an
impact on training process within the diverse organizations. The increase in levels of
expatriatism can thereby lead to the lack of delineation that is developed between the countries
(Kriyantono and McKenna 2017).

5CROSS CULTURAL MANAGEMENT ANALYSIS
Customer’s perspectives – Pros – The global customers can identify different
advertisements which are developed by the organizations in order to address their needs in terms
of the different cultural values. Cons – The increase that has been seen in the number of
corporations can have an impact on the delineation between the countries. The employees who
are a part of home country can also be concerned about the outsourcing of jobs (Pekerti and Arli
2017).
Pros - The diverse teams are able to provide an opportunity to each of the individuals so
that they are able to focus on the strengths and can complement everyone who are a part of the
teams. The work quality can also improve in the process due to the diverse employees who are a
part of the global organizations. The job opportunities that are provided to the diverse employees
are quite huge and can also improve the operations of the firms (Till 2015). The employers can
also have greater chances to train the staffs and teams of workers as well. Diverse perspectives
are able to support the companies to grow faster and in a more effective manner as well. The
levels of access to talent can be increased effectively with the help of diversity in the teams. The
companies are able to grow fast with the increase in diversity and revenue opportunities are also
increased in the process (Whelan 2016).
Cons – The development of many different opinions is considered to be a major factor
that is related to the increase in levels of diversity within the global organizations. The salary
levels are considered to be a major factor that is a result of diversity. The trust levels within the
organization and among the employees can reduce due to the increase in diversity. Teams in the
organization can also sometimes become hostile due to the presence of the diverse employees
(Wijaya et al. 2017).

6CROSS CULTURAL MANAGEMENT ANALYSIS
Answer to Question 3 – Cross-cultural behaviors that Indonesians need to be aware
The Indonesians need to manage the differences that exist between them and the people
of Australia and New Zealand. The extent and levels of diversity are able to play a major role in
the ways by which the Indonesians are able to develop fruitful relationships with Australians.
The cross-cultural breakdowns that can take place within the organizations can have a major
impact on the success of operating an organization in a different country. Communication and
information exchange also needs to be increased by the Indonesians in order to develop the
process of skillful negotiation. The most important aspects that have an impact on cross-cultural
behavior are related to the courtesy levels and patient behavior as well (Pekerti and Arli 2017).
Interpersonal communication also has an impact on the process of development of a long
term based relationship with the Australians. The priorities that are provided by Indonesian
managers to the harmony, mutual respect and understanding are more than importance that is
provided to the tasks that are provided to them. However, the Australians are highly concerned
about the work that needs to be done by them rather than providing importance to the
relationships that can be developed within the organization. The taboos, language and culture of
the Indonesians are able to play a major role in the development of differences with the
Westerners or Australians (Kriyantono and McKenna 2017).
The Indonesian managers need to make many adjustments if they wish to work for an
international organization. The priority that is provided by Westerners to the levels of efficiency,
effectiveness and productivity have to be understood by the Indonesian managers in order to
become successful in the international locations. The proper maintenance of harmony is
considered to be an important factor that can have an impact on the work process that is

7CROSS CULTURAL MANAGEMENT ANALYSIS
developed by the Indonesian managers in Australia and New Zealand (Arli, Leo and Tjiptono
2016).

8CROSS CULTURAL MANAGEMENT ANALYSIS
References
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9CROSS CULTURAL MANAGEMENT ANALYSIS
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