Cross Cultural Management

This article discusses the concept of cross cultural management and its importance in today's global business environment. It explores the impact of organizational culture on business performance and efficiency. The case study focuses on a U.S. oriented business planning a dam project in Tanzania and the challenges of managing a diverse workforce. The article emphasizes the need for an effective organizational culture that respects and values different cultures and promotes collaboration and efficiency.

Cross Cultural
Management

Table of Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Podcast and Script.......................................................................................................................1
CONCLUSION ...............................................................................................................................2
REFERENCES................................................................................................................................3

INTRODUCTION
Cross cultural management has been defined as a system where require to manage the
staff members of several organizational backgrounds. In the present time, these are providing
supports to organisation regarding to businesses navigate the disparity in processes, values and
clients or employees expectations (Moriano and et. al., 2012). Hence, it is important to adopt the
philosophy of the cross culture management in respect to company conduct activities at global
market. Through the study make a serious evaluation of different problems regarding to
organisational culture due to face cross culture.
MAIN BODY
Podcast and Script
The particular case study mainly based on the issue of organisation culture that impact on
the business performance as well as efficiency of company. Culture is mainly depended on the
share of attitudes, written & unwritten rules, beliefs, customs that have to build up in certain
period of time. On the basis of organisation culture a company achieve their vision, mission,
language, values and habits. A U.S. Oriented business, Hydro Generation is planning out
Tanzania's largest dam venture. For this purpose require to qualified and experienced employees
to complete project with skills on time. In this field required to research on the problem of both
the organizational system that show impact on the firm's profitability as well as commercial
business. The work force plays essential role in any organisation who are putting their efforts to
fulfil the task on time. At Tanzania mostly people about 61% of Tanzania's Christian and about
35% of Muslims. So complete of the dam work require to recruit local people. The HG had not
set any formal guidelines to motivate to employees regarding the expatriates managers in its
employ, but the company culture tended to motivate of the living that were agreeable for the
belief of prosperous global company (Thomas, 2015). To accomplishing the goal regarding the
business require to set effective organisation culture where every people work together and
allocate work according to efficiency. Organisation culture is system where company respect to
every culture and conduct activities according to employees emotions. To acquire to objectives
effectively, company should have different culture based workers so according to that company
provide the training to employees and never create problem of discrimination. In particular
activities company consist of different types of roles as well as responsibilities along with rules
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that set by the business for the employees. A organisation culture encourage to staff members to
develop skills and live together to complete task on time so for this Hydro Generation provide
the authority to staff members according to skills not to culture basis. The organisation culture
consist of expectations, philosophy, experiences and beliefs that provide directions to behaviours
of member. It is presented the self image, communication with other employees and outside the
world. To complete work, with the permission from HG headquarters, Jones recruited an
expertise which belongs from African religion that suggested for HG work with the religious
care taker of the falls to find a solution (Bian and Forsythe, 2012). At the time of contract the
official care taker disclose the spirits that could not be moved so they could be appeased for the
actual price. To collect the fee of $7500 so sacrificed a sheep, 2 cows, 4 goats and a slew of
chickens.
A efficient organisation culture minimise the disagreements and problems and avoids
outsourcing and reproduction of research as the mission that discussed to improve productivity
as well as profitability. It allows to executives to identify the efficiency regarding to employees
and distributed responsibilities to explore the skills. To follow the values of organisation easily
achieve best outcomes that supports to achieve organisational goals due to build up good image
of the organisation. Hence, organisation culture mainly based on the set values, beliefs and other
things that helps to achieve expected results with good experience employees. Hydro generation
is capable to acquire high turn over and addition income with the both the best use of capital and
culture situations. As a result due to effective organisational culture Jones easily complete the
project at other country with the help of other people (Caligiuri and Tarique, 2012).
CONCLUSION
As per the above discussion it is concluded that organisation culture important for the
every business where set the effective beliefs, values that follow by the workers to achieve goals
and objectives.
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REFERENCES
Book and Journal
Bochner, S. ed., 2013. Cultures in contact: Studies in cross-cultural interaction (Vol. 1).
Elsevier.
Reisinger, Y. and Turner, L., 2012. Cross-cultural behaviour in tourism. Routledge.
Lamb, M. E., 2013. The father's role: Cross cultural perspectives. Routledge.
Moriano, J. A. and et.al., 2012. A cross-cultural approach to understanding entrepreneurial
intention. Journal of career development. 39(2). pp.162-185.
Thomas, D. C., 2015. Cultural intelligence. Wiley Encyclopedia of Management. pp.1-3.
Bian, Q. and Forsythe, S., 2012. Purchase intention for luxury brands: A cross cultural
comparison. Journal of Business Research. 65(10). pp.1443-1451.
Caligiuri, P. and Tarique, I., 2012. Dynamic cross-cultural competencies and global leadership
effectiveness. Journal of World Business. 47(4). pp.612-622.
Matsumoto, D. and Hwang, H.C., 2013. Assessing cross-cultural competence: A review of
available tests. Journal of cross-cultural psychology. 44(6). pp.849-873.
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