Cross Cultural Management Assignment DOC

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

1CROSS CULTURAL MANAGEMENT
Table of Contents
Introduction......................................................................................................................................2
Models of culture.............................................................................................................................3
Cultural leadership...........................................................................................................................4
Intercultural competencies...............................................................................................................5
Implications.....................................................................................................................................6
Conclusion.......................................................................................................................................7
References and Bibliography...........................................................................................................9

2CROSS CULTURAL MANAGEMENT
Introduction
The purpose of the following report is to highlight on the article Expatriate Managers’
Cross-Cultural Motivation and Host Country National Employees’ Attitudes by the authors Hye
Oh, Sangmin Lee and Se Hyung Oh (Oh, Lee and Oh 2018). This article has discussed on the
cross cultural relationship between the management and employees on the basis of the
multinational companies. The differences generally appear in between the headquarters of the
multinational organizations and the host country where it is operating at the moment. The
differences between the attitudes of the employees and managers have caused huge concerns in
this matter.
The approaches between the home and host country employees and their mindset are the
most important concerns in this matter. Here the authors have provided their views on the issues
like the misunderstandings of culture and getting injustice in the multinational companies. It has
been a continuing process that the employees of the host countries believe that they are run
according to the cultures of the headquarters and their views and thoughts are not at all treated
with due respect (Oh, Lee and Oh 2018). The HCN employees face the injustice because they are
not able to adjust with the cultures of the home country. This affects their performance largely as
well. It has also been highlighted by the authors that the HCN employees do not find any concern
regarding the overall success of the multinational companies.
If their well being is not looked after properly, this will be problematic for the
organizations as well. This will have a long term negative impact on the success of the
companies. The concept of organizational identification (OI) has also been described by the
authors in this article.

3CROSS CULTURAL MANAGEMENT
Their aim is to highlight the fact that employees will be able to perform highly if they can
identify themselves as one of the organization. This will raise their concerns on the success of
the organization and they will be driven to perform at their best effort. Still, some of the
researchers have given their perceptions about this matter as this organizational identification
issue is mostly dominant in the domestic organizations. The overall scenario of the multinational
organizations is completely different (Oh, Lee and Oh 2018). Still, the primary reason for the
development of organizational identification is done through the positive impact of leaders on
the minds of the employees. The cross cultural positive leadership is definitely the best way to
guide the employees belonging to different cultures.
It can be said from the discussions in the article that the authors are completely right in
what they have said. The concept of organizational identification has been very important
because it will keep the employees attached with the various missions and visions of the
organization. They will also feel motivated with the leadership styles displayed by the different
leaders of the multinational organizations. The cross cultural leadership styles needs to care for
the emotions and sentiments of the employees. Researchers have highlighted the fact that this
will improve the commitment of the employees as well as establishing a proper organizational
culture.
Models of culture
The cultural models are very important to be displayed within the organizations. In case
of the multinational organizations, these models are really efficient since the employees should
be managed from being indulged in the conflicts (Lenartowicz, Johnson and Konopaske 2014).
Several times it has been seen that the employees feel they are victims of injustice within the