Cross-Cultural Management in Hydro Generation

Running head: CROSS-CULTURAL MANAGEMENT IN HYDRO GENERATION
CROSS-CULTURAL MANAGEMENT IN HYDRO GENERATION
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CROSS-CULTURAL MANAGEMENT IN HYDRO GENERATION1
Table of Contents
Podcast.................................................................................................................................2
Reflection.............................................................................................................................4
References............................................................................................................................9

CROSS-CULTURAL MANAGEMENT IN HYDRO GENERATION2
Podcast
The major issue that would be discussed within the podcast is the issue of nepotism and
effects of nepotism on the ethical activities that are undertaken by the members involved in the
project by US Hydro Generation (HG) organization in Tanzania. The country of Tanzania is
known to have been having the power index of 70 thereby revealing the fact that the people tend
to accept the organizational hierarchy within the companies that are operational in the country.
The residents of the country in discussion, Tanzania is known to have been dealing with the
higher amount of the nepotism within the organizational activities. The higher amount of
nepotism within the organizational recruitment leads to the involvement of the employees within
the organization who might not have the proper skills to deal with the various issues that might
be posed in the future operations of the company (Beugelsdijk, Kostova and Roth 2017). The
incorporation of the nepotism within the organization affects the leaders in an adverse manner.
The employers within the Tanzanian territorial boundaries tend to help in the demonstration of
the organizational practices that are undertaken by the global leaders. The implementation of the
nepotism within the organization might further lead to the conditions wherein the employees
would be blindly following the instructions of the employees rather than discussing the
conditions that are necessary for the development of the given project (Huang and Crotts 2019).
The practice of nepotism influences the implementation of the unethical practices within the
organization as well. The implementation of the nepotism within the organizations further lead to
the conditions wherein there is a lack of the proper motivation among the employees of the
organization. The project has been facing huge issues in terms of the interpersonal relationships
that exist within the society of Tanzania (French 2015). The lack of the proper interpersonal

CROSS-CULTURAL MANAGEMENT IN HYDRO GENERATION3
communication among the employees as well as the members of the managerial committee
within the organization as well (Mazanec et al. 2015).
The practices of nepotism and bribery within the given organization lead to the unethical
practices in the management of the hydel project that has been initiated within the area. The
major theories useful in this regard is the deontological theory of ethics. The deontological
theory of ethics tends to deal with the understanding of issues that are related to the factors like
the nepotism and the practicing of the bribery within the given organization (Paquette,
Sommerfeldt and Kent 2015). The concept of the deontological ethics relates to the fact that the
people involved in the project should not be subjected to the cultural interpretation. This would
help in the prevention of the unethical practices within the given organization as well. The
concerned activities might help in the dissolution of the issues that are faced by the organization
in discussion. The major factor that is considered in the development of the ethical practices refer
to the practices of the increasing the importance of the duty in relation to the issues of the
implementation of the unethical practices of bribery and nepotism within the project
development (Chan 2019). The incorporation of the nepotism within the organization affects the
leaders in an adverse manner. The implementation of the practices of nepotism within the project
is known to demonstrate several negative effects on the organizational workforce. The
managerial level changes within the organization would lead to the creation of the confusion
among the various members within the organizational workforce of the organization. The
implementation of the nepotism might find an explanation in the motivational theories that are
highlighted by Hertzberg (Andersson 2017). The theories that have been set by Hertzberg have
been observed to be useful in deriving the explanation for the behavior of Brett and the
implications of the same on the national culture as is maintained within the country of Tanzania.