Cross Cultural Management Assessment

Cross Cultural
Management

Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Organisational culture..................................................................................................................3
Communication and Negotiation.................................................................................................5
Motivation and HRM...................................................................................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Cross cultural management is defined as management of people which include a different
cultural background. In addition to this, it is the study of management within a cross-cultural
context and consist impact of societal culture on management practices and managers as well. It
assist to know about how to deal with conflicts of different culture that develop an effective
management. The main purpose of cross cultural management is to develop a feasible
management mechanism and organisation structure associated with various culture background
(Ameen and et. al., 2021) It is important for companies to conduct a study on cross cultural
management as it help to maintain the performance and effectiveness while working with
employees of different culture. Cross cultural management consist of different features such as
attitude and values, adequately understand cultural conditions, enhance cross cultural awareness
and so on.
The case study is about Graham Steinberg, vice president at US based Hydro generation
that specify a question regarding return of Brett Jones for operation phase of dam project in
Tanzania. He is involved in finishing various assignments at primary construction stage of
project that have resulted as a satisfactory work. The working pattern of both the individuals is
different due to which the issues is faced and raised. The three topics that is chosen are
organisational culture, communication and negotiation and Motivation and HRM. As per the first
topic that is organisational culture, the two issues are Tanzania and US business culture and
violations of unethical behaviour towards Tanzanian Government. According to the second topic
that is communication and negotiation, the two issues are representatives did not know the
language of Tanzania and two dimensions that is low context and high context. In the last third
topic, the two issues were arguments or not comfortable with jones hiring practices and
ineffective structure. The report will cover the brief explanation of chosen three topics and two
issues. Along with this, some of the recommendations is given in order to resolve the issue in a
proper manner.
MAIN BODY
Organisational culture
It is referred as collection of practices, values and expectations which guide as well as
inform the actions of all the employees. It is analysed that culture of an organisation impact on