Cross-Cultural Management

This article explores the role of cross-cultural management in managing diversity and improving effectiveness. It discusses the importance of cultural competence and adaptive management skills. The article also examines the impact of social power and leadership in a cross-cultural context and the characterization of ethical cases in different cultures.

Running head: CROSS-CULTURAL MANAGEMENT
Cross-Cultural Management
Name of the Student
Name of the University
Author note

Article 1- Bird, A., & Mendenhall, M. E. (2016). From cross-cultural management to
global leadership: Evolution and adaptation. Journal of World Business, 51(1), 115-126.
From the respective article, it can be identified and analysed that the cross-cultural
management plays a vital role in managing the diversity that helps in managing the different
employees from various cultures in an appropriate manner. There are different kinds of trends
which are being followed in the current scenario and exploration of the different aspects
influencing formation of global leadership literature. As commented by Bird and Mendenhall
(2016), the global leadership is the aspect of leading the different individuals who are based
in multiple regions of the world.
The global leadership helps in managing the different cross-cultural aspects that helps
in managing and engaging diverse group of stakeholders as well as colleagues to get the
different things done and improve the overall effectiveness. As opined by the author, the
cross-cultural aspects of management consisted of identifying the phenomenon whether the
different aspects which are followed in one country such as Brazil is same in the other as the
job attitudes of the individuals staying in England are different from one another and it
affects the morale of the employees negatively.
Through the proper secondary data analysis through the usage of the different kinds of
journals, it can be seen that cross-cultural management plays a vital role in improving the
overall effectiveness of the companies and employees coming from the different cultures.
Article 2- Matsumoto, D., & Hwang, H. C. (2013). Assessing cross-cultural
competence: A review of available tests. Journal of cross-cultural psychology, 44(6), 849-
873.

From the respective article, it can be identified that the cross-cultural competence is
inclusive of the proper development as well as validation of the different tests which will be
helpful in assessing it. As commented by Matsumoto and Hwang (2013), the cultural
competence is the overall ability to understand, communicate with along with effectively
interact with the different individuals across various cultures. The different cultural
competence helps in encompassing being aware of the development of the positive attitudes
towards the different cultural differences as well as gaining proper knowledge of the different
cultural related practices that helps in improving the overall efficiency of the different
activities.
As opined by Matsumoto and Hwang (2013), it has been identified that while
working in the different kinds of cultures, it can be identified that proper identification of
cultures is essential as it will be helpful in providing and demonstrating competence which
will be beneficial in understanding the approaches which will be effective in improving the
different activities appropriately. For analysing the proper criteria in evaluating the validity of
the content, it can be identified that the primary and secondary data analysis is required to be
incorporated that will be beneficial in managing cross-cultural aspects appropriately and the
diversity will be valued.
Article 3- Mor, S., Morris, M. W., & Joh, J. (2013). Identifying and training adaptive
cross-cultural management skills: The crucial role of cultural metacognition. Academy of
Management Learning & Education, 12(3), 453-475.
The respective article helps in analysing the crucial role of the management in
managing the different employees from different cultures. In the different organizations, the
intercultural effectiveness among the managers play a vital role in identifying and managing
the cross-cultural employees. In such scenario, the cross-cultural training is the most effective

aspect which should be followed by the managers as it will allow them in understanding and
identifying the metacognitive strategies that will allow the managers in understanding the
different needs of employees belonging from the cross-cultural context that will be proving
beneficial and it will be able to boost the cross-cultural perspective and it will be helpful in
understanding the effectiveness.
In addition, as opined by Mor, Morris and Joe (2013), the identification and
application of the cross-cultural aspects in the business world is the important step for gaining
success towards achieving the goals appropriately. The understanding of the culture of the
country in which the tasks are required to be performed accordingly as it is the sign of respect
and it will be helpful in fostering effective communication that is the vital factor for the
success of the business. The strong cultural aspect is the most crucial element that should be
adopted by the companies as it will be enhancing the overall effectiveness of the different
tasks which are being performed.
Article 4- Mittal, R., & Elias, S. M. (2016). Social power and leadership in cross-
cultural context. Journal of Management Development, 35(1), 58-74.
The main aim and purpose of the respective paper is to properly examine how the
different powers are being utilised in a proper manner by the leaders which will be beneficial
in impacting the overall success of the companies. The social power along with the leadership
are the two major elements which will be considered as the cultural dimensions and it will be
delineating the appropriateness of the cross-cultural aspects which can be tapped by the
different organizational based leaders. Proper establishment of credibility is the most
essential approach wherein the different leaders build trust by understanding the different
viewpoints of the employees and encouraging them to perform well.

The social power acts as the most important tool that helps in accomplishing the
objectives. In managing the cross-cultural aspects in the companies, it can be identified that
such kind of power is essential in the leadership aspect as the respective kind of respect will
be beneficial in facilitating work of others in a proper and effective manner. In order to create
proper influence on the attitudes as well as behaviors of the others, in such scenario, the
leaders need to promote diversity along with effectively build trust which will be associated
with the people as well as influence and it can be beneficial in the overall success of the
company.
Article 5- Kuntz, J. R. C., Kuntz, J. R., Elenkov, D., & Nabirukhina, A. (2013).
Characterizing ethical cases: A cross-cultural investigation of individual differences,
organisational climate, and leadership on ethical decision-making. Journal of Business
Ethics, 113(2), 317-331.
The main aspect of the respective article is to identify the different kinds of
characterization of the various ethical issues and managing the different ethical differences.
The proper ethical decision making along with leadership are the two crucial elements which
should be managed by the company and the leaders to initiate the proper decision-making and
the cross-cultural aspects are being followed in a positive manner. The main and primary
aspect of the respective study is to explore the different individual differences that can create
huge impact on the growth of the company.
While working in the organizations in Brazil, it can be seen that proper relationship-
oriented approach is the main concern which should be followed by the leaders in the
companies which will be enhancing the growth and managing the differences successfully. In
managing the different decision-making aspects in the companies, the most appropriate
aspect which should be followed is introduction of ethical climate as it will be enhancing and

promoting the cross-cultural competence and gain competitive advantage in the market.
Through the primary data analysis, it can be identified that in different organizations, proper
surveys were conducted that helped in identifying the different kinds of socialization in the
workplace and it will be helpful in solving the conflicts positively.

References
Bird, A., & Mendenhall, M. E. (2016). From cross-cultural management to global leadership:
Evolution and adaptation. Journal of World Business, 51(1), 115-126.
Kuntz, J. R. C., Kuntz, J. R., Elenkov, D., & Nabirukhina, A. (2013). Characterizing ethical
cases: A cross-cultural investigation of individual differences, organisational climate,
and leadership on ethical decision-making. Journal of Business Ethics, 113(2), 317-
331.
Matsumoto, D., & Hwang, H. C. (2013). Assessing cross-cultural competence: A review of
available tests. Journal of cross-cultural psychology, 44(6), 849-873.
Mittal, R., & Elias, S. M. (2016). Social power and leadership in cross-cultural context.
Journal of Management Development, 35(1), 58-74.
Mor, S., Morris, M. W., & Joh, J. (2013). Identifying and training adaptive cross-cultural
management skills: The crucial role of cultural metacognition. Academy of
Management Learning & Education, 12(3), 453-475.